Investigating success factors for women senior leadership: A case study of the South African Department of Mineral Resources and Energy

Abstract

There is a general underrepresentation of women in leadership in both the private and public sectors globally. Similarly, there are more men than women in senior leadership in the energy sector. This has restricted the penetration and advancement of women into senior leadership. While there has been progress in absorbing women into the energy sector leadership. More still needs to be done. The study investigated the key success factors for women in senior leadership positions within the South African energy sector. It aimed to identify the barriers that impede women's progression and to examine the enabling factors that support their success in leadership roles. This analysis was conducted through a case study of the South African Department of Mineral Resources and Energy (DMRE) and its associated State-Owned Entities (SOEs). Additionally, the study proposed actionable recommendations to promote the advancement of women in senior leadership roles in the energy sector. A qualitative method was adopted to collect data. This process collected data through semi-structured interviews with a cohort of seventeen (17) women and men in senior leadership roles at the DMRE and its associated SOEs. The study found that the factors contributing to women's success in senior leadership roles include professional development, mentorship, networking, personality traits, and leadership style. Specifically, the study highlighted resilience, adaptability, and other personality traits as vital tools for women’s success in senior leadership positions. Furthermore, the study highlighted that enabling factors such as mentorship and leadership development programmes, supportive and inclusive policies and practices, personal traits and attributes, and general enablers contribute to the success of women in leadership roles. The study recommended that the sector develop strategies and plans to implement the enabling and success factors identified in the study to counter the identified barriers hindering women's advancement in senior leadership. the recommendations and strategies include gender diversity policies and strategies with targets and timelines, establishment of gender diversity committees, development of leadership development and mentorship programmes, offer 3 bursaries and scholarships to women in junior and middle management, increase targets for women's inclusion in senior leadership, enforce accountability and compliance and provision of resources. Both individual women leaders and the energy sector play important roles in the process of eliminating the identified barriers and implementing the enabling factors.