The aim of the study was to investigate the implications of the intersectionality of gender, race and class on the career progress of women in corporate South Africa and Zimbabwe in order to create a theoretical framework of the factors that can influence women career experiences. The research problem statement was derived from the continued underrepresentation of women in leadership positions shown in global annual reports despite undisputed research on the necessity for gender diversity in management teams. The key study objective was to investigate how the intersections of gender, race and class have contributed to career experiences of women in senior and executive leadership positions in corporate South Africa and Zimbabwe. The detailed objectives included: (i) Exploring the impact of authorisation processes and dynamics on the career journeys of women (i.e., study participants), (ii) Understanding the internal influences (meaning the woman herself, her confidence, self-esteem, interpersonal skills etc.) and their impact on the career journeys of women, (iii) Exploring the systemic influences and their impact on or contribution to the career journeys of women and, (iv) Creating a holistic theoretical framework that explores the career “twists and turns” that women have to navigate and proposes how they can do so, thus enabling the creation of retention strategies for women in corporates. The research questions formulated to unpack the research problem and study objectives were as follows: (i) How do gender, race and class simultaneously impact the experiences and career progression of women? (ii) How do organisations authorise or fail to authorise women in leadership positions? (iii) How do personal and internal factors influence the career journeys of women leaders? and lastly (iv) How do systemic and/or organisational factors impact the career experiences of women leaders? Methodology: Qualitative data was gathered through semi-structured interviews from a total of 18 participants (i.e., 12 South African and 6 Zimbabwean women in positions ranging from junior manager to chief executive officer) selected using a combination of purposeful and snowballing sampling techniques. The main study findings showed that gender, race and class intersect on the career starting points of the working class African, Coloured and Indian women, and that race plays the bigger role in career progression in South Africa, while in Zimbabwe, gender is the bigger challenge. The study outcomes resulted in the development of a theoretical framework that women could use as a reference to navigate the workplace. The study limitations are that it focused only on three primary identities. The study will significantly contribute to a better understanding of the experiences of African women in management and could potentially advance the debate on race and gender transformation premised on lived experiences of women. It also confronts the issues of sexual harassment and intergenerational dynamics in the workplace. In addition, several recommendations are made for future research. / Business Management / D.B.L.