Factors affecting career progression of female workers in a select South Africa mining company

Abstract

This study quantitatively investigates the career progression factors of female workers at a selected mining company in South Africa, focusing on the necessity for gender-inclusive policies and practices in a traditionally male-dominated industry. Employing a quantitative approach, the research surveyed a sample of female employees across various roles within the organisation, garnering insights into their professional experiences and obstacles. The findings reveal pronounced disparities in career advancement opportunities between genders, evidenced by pervasive gender biases favouring men in terms of opportunities and promotions. Key statistical highlights include a marked majority (75.0%) of women reporting having children, with 63.6% living with children under 18, reflecting work-life balance challenges. Additionally, the study uncovers significant barriers to female career progression, such as limited access to mentorship (with only 66.5% satisfaction in mentorship quality) and sponsorship, and the lack of specialized training programs tailored for women. The research also sheds light on unfair practices, with notable dissatisfaction in areas such as promotion practices (6.3% expressing strong dissatisfaction) and gender dynamics within the organisation. These findings illuminate the hurdles impeding female workers' rise to senior positions and highlight the critical need for more equitable, supportive structures within the mining sector. Cronbach’s alpha coefficients, ranging from 0.820 for managerial feedback and support to 0.960 for mentor relationships, validate the reliability of these findings. Overall, this study contributes significantly to understanding the dynamics of gender disparities in career progression, offering empirical evidence for the formulation of more inclusive and robust workplace policies.