Electronic Theses and Dissertations (Masters/MBA)

Permanent URI for this collectionhttps://hdl.handle.net/10539/37942

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Enhancing Women Entrepreneurship in the Agricultural Sector within the KwaZulu-Natal Province of South Africa
(University of the Witwatersrand, Johannesburg, 2024) Zondi, Nokubonga Happy; Mazonde, Nomusa
The research aimed to explore the multifaceted aspects of enhancing women entrepreneurship in the agricultural sector in the dynamic KwaZulu-Natal Province, South Africa. The investigation explored the role played by women in the sector, challenges they face and potential strategies to foster their empowerment and success. A qualitative research approach was adopted for the research. The research engaged with 20 women entrepreneurs actively participating in agricultural pursuits within the KwaZulu-Natal Province. This research reveals that women-led agricultural enterprises contribute to the socio- economic landscape of KwaZulu-Natal. These women-led enterprises also emerge as crucial drivers to poverty alleviation, creation of job opportunities, and ensuring food security within households. However, persistent challenges pose hurdles to their endeavours, including limited access to resources, social and cultural barriers, limited education and skills, lack of information, and limited access to markets. . While government support initiatives have been put in place, the research emphasizes that lack of skills, which is a crucial factor, remains inadequately addressed. The research puts forth a number of recommendations including on-farm training programs, coaching or mentorship initiatives, and training workshops. All these factors are identified as integral components of intervention strategies.
Effectiveness of the Socio-economic Interventions that Empower Women’s Resilience Against Gender-based Violence in eMalahleni
(University of the Witwatersrand, Johannesburg, 2024) Sibisi, Zanele
Gender-based violence (GBV) is pervasive in South Africa, impacting both genders across demographics. Studies reveal alarming rates, with 51% of women and 76% of men experiencing or perpetrating GBV. Partner violence and femicide are particularly concerning, with one in five women facing violence from partners, and the femicide rate five times the global average. GBV incurs a substantial economic cost of R 35.4 billion yearly, akin to employing 200,000 primary school teachers. It manifests in various forms and involves multiple perpetrators, necessitating socio-economic interventions addressing poverty and gender disparities. Empowering women through economic initiatives and challenging traditional gender norms are crucial strategies. By evaluating socioeconomic interventions in specific contexts, such as eMalahleni, South Africa, researchers can gain valuable insights into the mechanisms through which these interventions empower women and mitigate the risk of GBV. A semi-structured interview guide was created for discussions on interventions against gender-based violence (GBV) in eMalahleni, drawing upon the Gender Transformative and Capability Approaches. Thematic analysis was employed to analyze data, ensuring rigor through peer debriefing and member checking. The study delves into the demographics and experiences of GBV survivors, highlighting the diverse challenges they face. Most participants, aged 21-40, deal with additional burdens if they have children. Education and employment status influence vulnerability. GBV survivors endure various abuses, often resorting to self-referral for support. However, there is limited use of non-governmental organizations (NGO) services. Participants stress the necessity of comprehensive interventions offering immediate and long-term support, including socio-economic empowerment. They advocate for ongoing assistance to aid effective recovery. Recommendations emphasize holistic support, community involvement, and government funding to combat GBV effectively. The study proposes an innovative framework for assisting GBV victims
Women of color in the South African workforce: workplace bias and its consequences
(University of the Witwatersrand, Johannesburg, 2024) Mtya, Busisiwe; Maier, Christoph
This research study investigates the significance of women of colour in the South Africanworkplace by examining the impact of workplace bias and its consequences. The study takesan intersectional approach, considering the unique experiences and challenges faced bywomen of color in the workforce. The transactional model of coping and multi-level biastheories are employed to analyse the coping mechanisms employed by women of color andthe organizational and societal factors that contribute to bias. This research utilizes aqualitative survey methodology, specifically targeting MBA women of color from WitsBusiness School, who are employed in various industries across South Africa. The surveyaims to capture data on participants' experiences of workplace bias, coping strategies, and theconsequences of bias on their professional growth and well-being.Data collection from the survey questionnaire will be analysed using thematic analysistechniques to examine the correlation between workplace bias, coping strategies, andoutcomes such as career advancement, job satisfaction, and mental health. The study seeks toidentify the specific types of bias experienced by women of color and explore how thesebiases impact their career trajectories and overall well-being. Study findings are expected toprovide a better comprehension of the difficulties faced by women of colour in the SouthAfrican workforce and shed light on the effectiveness of coping strategies in mitigating thenegative consequences of bias. Moreover, the research aims to provide insights fororganizations and policymakers to develop interventions and strategies that promoteinclusivity and equality in the workplace, leading to a more diverse and equitable workforcein South Africa.
Accelerating the advancement of black women leaders in corporate South Africa
(University of the Witwatersrand, Johannesburg, 2024) Letsoalo, Shamiela; Mazonde, Nomusa
As of 2022, the disparity in corporate South Africa's top management positions were evident, with only 11% of Black women holding such roles, contrasting starkly with the 53.1% representation of white males in similar positions. Examining the progression over the preceding four years, the data from 2017 reveals that Black women occupied 14.2% of board positions, indicating a modest 6% increase during that period. This information substantiates the observation that Black women face substantial underrepresentation in high-ranking corporate roles within South Africa and that their advancement to these positions has been notably sluggish. The study's theoretical framework employed a comprehensive approach by integrating three interconnected perspectives: Intersectionality Theory, Organisational Leadership Theories, and Marxist Feminist Theory. This triangulation offered a nuanced exploration of the factors influencing the acceleration of Black women leaders to top positions. A deliberate selection process involved choosing 8 Black women leaders from 7 companies and 1 state-owned entity for participation in this study. The selected individuals participated in either face-to-face interviews or virtual open-ended question sessions through video conferencing platforms, Zoom or Microsoft Teams. During these interactions, the participants candidly discussed their career paths to executive positions, highlighted obstacles faced during their journeys, and reflected on the strategies that enabled them to overcome challenges in their pursuit of leadership roles. The participants described the challenges they encountered which in their view impeded their progress in pursuit of career advancement to senior and top management positions. The study delved into the professional journeys of these accomplished Black women leaders through semi-structured interviews. Targeting c-suite and senior-level professionals, including CEOs, CFOs, COOs, and group executives, the research explored their experiences across diverse sectors such as financial services, professional consulting, technology, government entities, and mining. All participants, who were situated in Cape Town and Johannesburg in South Africa, were deliberately selected from the researcher's professional and personal network. Purposive sampling ensured representation from various leadership roles. This qualitative exploration, rooted in the participants' lived experiences, uncovered insights into systemic barriers, and organisational initiatives affecting the accelerated progress of Black women leaders to senior and executive positions, and the strategies which supported them in their advancement to leadership roles. The study's approach provided more information on the lived experiences of the participants, urging further research and interventions to enhance and accelerate the representation of Black women in senior corporate positions in South Africa. The study addressed a pressing issue of transformation and diversity in corporate South Africa by offering practical solutions for Black women leaders and companies. It emphasised the significance of actively building and nurturing professional networks, mentorship, and continuous learning as pivotal strategies for Black women navigating corporate landscapes. Additionally, for companies aiming to foster diversity and inclusion, the study underscored the importance of clear communication of policies, effective mentorship and sponsorship programmes, and the promotion of an inclusive organisational culture. Providing flexible work arrangements to support work-life balance and addressing specific challenges faced by Black women leaders were identified as key contributors to a supportive environment. The study concludes by recognising its role as a foundational exploration, shedding light on the challenges faced by Black women leaders in corporate South Africa, offering solutions, and serving as a baseline for further in-depth investigation
Diversity And Inclusion In The Workplace Of Civil Engineering Firms In South Africa
(University of the Witwatersrand, Johannesburg, 2021) Ramone, Ntsitile; Woytela, Kambidima
The narrative of engineering as a masculine profession has replicated the observation that engineering is incongruous for women. Although efforts to encourage females to get into the engineering field have been made, a number of them have failed. At the same time, it has been argued that the way gender is ‘done’ in work can help diminish or increase inequality between the sexes. Diversity symbolises the synchronicity of employees with an extensive variation of socio-cultural, socio-economic as well as demographic characteristics. Inclusion designates the optimal employment of a blended workforce for the development and success of an organisation by providing a sense of connection, empowerment, acknowledgement, respect to the diverse workforce as well as integration. Gender inequality can also be viewed as the cultural and social situation in which gender determines different rights and self-worth for women and men, which are echoed in their imbalanced access to rights, as well as the hypothesis of pigeonholed social and cultural roles Using case study research exploring diversity and inclusion in the workplace of South African civil engineering firms in Gauteng, this study aims to explore the relationship between diversity and inclusion attributes such as gender inequality, pay disparities, gender based discrimination, skills as well as unfavourable work conditions and how they affect job performance and in turn inhibit growth in the industry. A case study approach was used through conducting semi-structured interviews that enabled in-depth insights from participants to get a thorough understanding of the concepts under review
Experiences of positive psychology coaching for women’s success in workplace
(University of the Witwatersrand, Johannesburg, 2018) Mokwele, Mapaseka
The findings of the study revealed that positive psychology coaching assists the coachees in their ability to develop positive thinking; it helps to improve confidence and resilience, enhances self-awareness and interpersonal skills, enhances learning and knowledge and also enhances decision making skills. Despite this, there were challenges that were highlighted during the use of positive psychology coaching. There were three core challenges that were revealed by the findings, which were the personal coachee challenges, environmental challenges, as well as the PPC tools and methodology challenges. The findings show there were overall benefits which entailed higher level of self-awareness and control where the coachees were able to tap into their strengths, increased their energy, eliminated negative thoughts and felt empowered in so far as being able to achieve all their desires. It is evident that positive psychology coaching is a vital tool for women in leadership as it enhances their ability to go for what they want and believe in themselves, thereby reaching their optimum psychological aspects resulting in success in the workplace
Women’s Career Advancement in the South African Mining Sector
(University of the Witwatersrand, Johannesburg, 2023) Letsoalo, Jelane; Ahwireng-Obeng, Asabea
The number of women working in South Africa’s mining industry has increased dramatically over the last 15 years or so, with women now accounting for 12% of the industry's workforce. Although mining companies have improved in general, they continue to struggle to attract, advance, and retain women at all levels of employment, more especially in core positions. Mining companies, government and several organizations in South Africa made some efforts to increase the number of women working in the mining industry with the goal of attracting more women to the mining industry and keeping those who are already there to achieve a gender inclusive industry. The efforts made yielded minimal results mainly due to insufficient data on challenges that prevent women from advancing their careers in the industry. Such efforts are guided by data, therefore a survey was conducted to understand what interventions are required from the mining companies and government to assist in advancing women careers in this sector. The survey sought to uncover the strategies that are effective and sustainable in advancing women careers in the South African mining sector within the context of support systems opportunities at individual, companies and government perspectives. The study adopted qualitative research design with open ended questionnaires administered through online platforms. The responses were analysed qualitatively using thematic analysis. A total of 23 respondents were obtained with 13 females and 10 males. Results showed that effective and sustainable strategies to advance women’s careers in the South African mining sector are categorized into personal, corporate and governmental. Themes developed are: individual initiatives, education, support systems, experience, attitude, cultural management, acceptance in workplace, policies, regulations and rewards. Furthermore, effective support systems opportunities are training, mentorship, succession planning, women representation, audits and equity strategy. To ensure that effective support systems opportunities are implemented and sustained, sub-themes that emerged are education and training. 2 The study revealed that it is a collaborative effort, amongst individual, companies and government to advance women’s careers in the South African mining sector. However, personal initiatives (self-development, qualifications and awareness) were the main strategy that worked for many women to advance their careers in the South African mining sector.
Leadership and gender in a financial institution in South Africa
(University of the Witwatersrand, Johannesburg, 2023) Bhana, Meera; Matshabaphala, Manamela
For many years, the comprehension of leadership has been a crucial aspect in organisations and continues to be a pressing concern for businesses. Despite the efforts made by organisations to develop leaders, leadership has often been characterised by the failure to achieve desired outcomes. As such, there is a requirement to understand leadership from a gender perspective. This study is aimed at investigating the experiences of women in leadership. The focus is on comprehending the concept of leadership and how women have progressed in financial institutions in South Africa. A qualitative research design was employed to gain an in-depth understanding of women in leadership and their experiences as women in a male-dominated corporate environment. The data collection method involved semi-structured interviews with eight female participants and four male participants, in order to gather their perspectives. The findings indicated that the participants did face challenges in obtaining leadership roles and found it difficult to break the glass ceiling. However, there was a consensus that the older generation believed that women are only capable of being housewives and prioritising family responsibilities due to historical legacies and social norms. In contrast, the younger generation found it easier to assume leadership roles with the support of their organisation and male colleagues. The study revealed three main themes that emerged, namely, Leadership, Gender, and Diversity. These themes were further broken down into sub-themes. Although some of the participants exhibited a positive outlook based on the progress made by women in recent years, many still believe that the older generation needs to shift iv their mindset and embrace change. As more women are being recognised in leadership roles, it is recommended that women should also assert themselves, be empowered and encouraged to face challenges and confidently assume leadership positions.
Digitalisation and gender inclusion in financial services in South Africa
(University of the Witwatersrand, Johannesburg, 2023) Smith, Talicia Lucia; Magida, Ayanda
Digital transformation and increased digitalisation have been identified as significant opportunities for women’s participation and gender inclusion in the workforce to support substantial economic growth. This study explores the perceived role of gender inclusion during the rapid digitalisation of the world of work during the pandemic. This study further seeks to understand the experience of women leaders in the formal sector from 2019 to 2021 in South Africa (SA). An interpretive phenomenological approach was adopted for this study, using semi-structured interviews. The snowballing sampling method was used to reach women leaders across the financial services industry. The data was analysed using thematic analysis and a hybrid analytical approach to developing the code book and subsequent themes. The research findings indicated a delicate and complex relationship between digitalisation and gender inclusion influenced by the internal gender inclusion strategy, the digital workplace design, digitalenablers, social implications, culture and well-being of women leaders as they worked virtually. While women leaders experienced the rapid surge of digitalisation during the virtual working phenomenon as positive, there were pros and cons identified for women leaders working almost, ultimately impacting their ability to stay with organisations. While organisations offer world-class digital transformation strategies, invest in the best technologies, or leverage increased digitalisation to change how people work. The key takeaway is that with the complexities of human behaviour and the entrenched gender stereotypes in financial services, digitalisation may not be enough to keep women as active and contributing members of the future workforce
Exploring Challenges Faced by Women in Executive Leadership in the Non-Profit Sector in South Africa
(niversity of the Witwatersrand, Johannesburg, 2023) Nsibande, Nondumiso; Alovokpinhou, Sedjro
Women continue to face challenges in executive leadership positions within non-profit organisations in South Africa which negatively affects their performance. Limited progress has been made on women’s representation in decision-making in the last few years, however, those who make it to these positions tend to vacate them because of obstacles that exist while holding these positions. This study used a phenomenological qualitative research design to explore the experiences of women in senior management positions in the non-profit sector. The study used in-depth interviews to collect qualitative data from 20 participants: 16 women leaders, and four men leaders in the non-profit sector. Feminist theory was used to understand the different challenges and discriminations faced by women in senior management based on race, gender, and other forms of stereotype. The study found that the main challenges faced by participants which affected their ability to thrive in their role as leaders in the organisations was the reinforcement of patriarchal ideologies, including gender norms in the workplace, lack of resources, lack of mentorship and investment in leadership training, gender wage inequality, discrimination based on the intersections between race and gender, and a lack of a family work-life balance. Participants also identified factors that could contribute to sustaining women in leadership positions such as positive organisational culture, and being intentional in challenging toxic gender norms and overall gender inequality; promoting work-life balance policies; investing in mentorship and networking opportunities, networking and leadership training

Electronic Theses and Dissertations (Masters/MBA)

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