Senoamadi, Masape Maureen2017-02-062017-02-062016http://hdl.handle.net/10539/21878MBAEngaging in networking practices is documented in management studies as a critical competency for career advancement. Building networks entails deliberate attempts to develop and maintain relationships with others who have the means to provide work or career assistance. Networking in the workplace sets precedence for individuals to be visible for strategic projects, promotional opportunities and having access to information. However, black women, in particular, experience limitations in accessing networks in the workplace because of the duality of race and gender that include encountering stereotypical beliefs held by society, historical racial and gender discrimination and barriers to informal social networks. Limited access to networks amongst women and other institutionalised constraints, such as the glass-ceiling effect and gender-role stereotypes, have contributed to under representation of women in senior management levels in South Africa. Moreover, women in senior management levels are not afforded support systems in the form of networking to be effective in their roles, and therefore, experience isolation in the workplace. Generally, organisations do not have established structures for networking which leave individuals to develop and build networks on their own. The study examines the networking behaviours of black women in the public sector and its impact on career progression. Following a qualitative research method, the study identifies networking structures in which black women associate, the networking activities that take place and lastly, the benefits that are derived from the networks for black women in the public sector finance institutions. The public sector finance institutions are state entities that aim to advance economic growth and the development of South Africa. The study uses semi-structured interview method with 15 participants working at senior management levels in the public sector financial institutions from the National Treasury, South African Revenue Service, and Auditor General. Purposive sampling method was used and the data analysed using thematic content analysis. The findings of the study reveal that there is acknowledgement of and effective networking exists amongst black women, however, there is limited participation in networks. The participants largely associated with professional networks for career enrichment and guidance. Overall, the study found that networks were largely built around social networks in which the women interact with people who shared the same interests, could provide psychosocial support and assist with work task challenges. There is evidence that networks have largely assisted most of the participants with accessing job opportunities and obtaining endorsements through mentors. It is hoped that the study could be used to further explore effective networking behaviours for black women to navigate through organisational hierarchies to succeed in attaining career advancement in South Africa.enWomen, Black -- Employment ,Sex discrimination in employment,Women executives ,Women -- Social networks -- South AfricaThesis