Barriers to personal career advancement of Black South African women within the banking industry

Abstract

The underrepresentation of Black South African women in senior leadership roles within the banking industry remains a significant challenge, despite existing diversity and inclusion policies. This study explores the structural, cultural, and psychological barriers that hinder their career advancement and examines how societal expectations and organizational practices influence their professional experiences. Through semi- structured interviews with 16 Black South African women working at various management levels in the banking industry, the study employs a thematic analysis to identify both the barriers and enablers in career advancement. The research revealed multiple barriers, including non-transparent recruitment and promotion processes, exclusion from leadership networks, workplace discrimination, and deeply rooted cultural biases. Additionally, personal challenges such as imposter syndrome and self-doubt further limit career progression. Digital transformation is creating both opportunities and challenges for Black South African women within the banking industry. While it has benefits such as enhanced efficiency and data-driven decision-making, others face job losses due to automation of roles and unequal access to digital skills training. This study emphasizes the need for greater transparency in recruitment and promotion processes, targeted mentorship and sponsorship programs, and inclusive leadership development initiatives. Creating a workplace culture that actively supports the advancement of Black South African women is essential for fostering diversity in senior leadership roles. By addressing these structural and psychological barriers, the banking industry can cultivate a more equitable and inclusive environment that enables Black women to thrive and contribute meaningfully at senior levels of leadership.