Wits Business School (ETDs)

Permanent URI for this communityhttps://hdl.handle.net/10539/37941

Browse

Has files: YesSubject: search.filters.subject.SDG-5: Gender equality

Search Results

Now showing 1 - 10 of 24
  • Thumbnail Image
    Item
    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.
  • Thumbnail Image
    Item
    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
  • Thumbnail Image
    Item
    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.
  • Thumbnail Image
    Item
    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
  • Thumbnail Image
    Item
    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
  • Thumbnail Image
    Item
    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
  • Thumbnail Image
    Item
    The Glass Cliff: Exploring the Dynamics Around the Appointment of Women to Precarious Leadership Positions in Corporate South Africa
    (University of the Witwatersrand, Johannesburg, 2021) Mashele, Winsome; Alagidede, Imhotep Paul
    The current research explores the "glass cliff" form of discrimination. The research argues that while women are now appointed in high-profile positions, there is a greater likelihood that they end up on a 'glass cliff' as compared to their male counterparts. Glass cliff positions put women executives' in potentially risky roles that could harm their reputations and career prospects because, when a company performs poorly, people tend to blame its leadership without considering situational variables. The research problem statement centres around the overrepresentation of women who are in senior leadership positions in organizations that are experiencing difficulties, which is an increasing concern in corporate South Africa. The main objectives of the study, among others includes to: (i) gain a better understanding of why women choose risky leadership positions. (ii) identify the leadership experiences of women in leading organisations in relation to gender. (iii) understand the suitable leadership styles that women facing the glass cliff have at their disposal to build relationships with internal shareholders as well as influence the structure of the organisation. (iv) understand the tools and resources that are needed to support women in senior leadership roles during times of crises in corporate South Africa. Design/methodology/approach: A qualitative research methodology was employed, and data collected through semi-structured interviews from a total of 15 participants. Findings: The findings suggest that women are now allowed to occupy senior leadership positions where these positions record a decline in status, competence and prestige, and as a result are time consuming and difficult to combine with a successful academic career. An important set of findings is: (i) the participants perceived the risky activity as a form of promotional opportunity and were willing to accept an offer. (ii) if women are placed in the right positions with the right skills, success is potentially guaranteed. (iii) leaders should practice the situational leadership style which evolves according to the situation, the time at hand and its nature. Contribution / value: Despite some limitations that were experienced over the course of the study, some answers emerged in response to the key question on which the study was premised. Furthermore, the aim of this study was achieved in terms of its contribution not only in providing guidance to organizational decision makers, policy makers and business leaders to address inequalities in corporate South Africa, but also in highlighting the role played by women in making career decisions within the rubric of the glass cliff phenomenon
  • Thumbnail Image
    Item
    The moderating role of implicit person theories on gender-role orientation and entrepreneurial intentions
    (University of the Witwatersrand, Johannesburg, 2023) Moloi, Jeremia; Urban, Boris
    South Africa, like the rest of the world, has suffered an economic downturn as a result of the pandemic, COVID-19. In addition, the country has historically experienced an unequal distribution of resources, which affects poverty levels. Unfortunately, this unequal distribution of resources and opportunities continues to impact young people. As a watershed, this research is critical for unlocking entrepreneurial potential. The main objective of this study is to examine the relationship between gender role orientation (GRO) and entrepreneurial intentions (EI) and the function of implicit person theories (IPT), also known as mindsets, in regulating this relationship. There is consensus that entrepreneurship is a critical motivator for identifying, seizing, and creating new opportunities. Therefore, it is important to understand the elements associated with the intention to engage or behave entrepreneurially. Previous research on entrepreneurship relied on biological sex as a predictor of entrepreneurial intentions and results have been mixed and sometimes inconclusive, particularly among university students. Therefore, this study focuses on gender role orientation and mindset as determinants of entrepreneurial inclinations as opposed to biological sex. The study was cross-sectional and followed a quantitative approach. Primary data were collected from a sample of 415 individuals. Data analysis included Pearson correlation, structural equation modelling (SEM) as a statistical technique and t-tests. The results showed that the antecedents of entrepreneurship had a positive influence on the relationship between a feminine gender role orientation and entrepreneurial intentions. However, the observed relationships were not significant. This was also true for the moderating role of mindset on the relationship between gender role orientation and entrepreneurial intentions. On the other hand, this study found a significant propensity toward commercial entrepreneurship in a feminine gender role-oriented population. These findings not only contradict persistent gender stereotypes that claim entrepreneurial intentions are negatively associated with femininity, but also address the problem of few role models, as attributing feminine attributes to the entrepreneurial image will increase the number and visibility of symbolic role models for individuals with a feminine gender role orientation. The overall findings of this study will motivate and empower educational institutions, policy makers and training programmes to promote entrepreneurial content and activities that give equal weight to masculine and feminine gender roles and lead to a perceived congruence between femininity and entrepreneurship. These findings are equally effective in persuading financial institutions, media, and other key individuals to support individuals with a feminine gender role orientation in their businesses, leading to an inclusive entrepreneurial ecosystem
  • Thumbnail Image
    Item
    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.
  • Thumbnail Image
    Item
    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.