This study explores the representation of women in leadership positions in Metropolitan Police Departments (MPDs). Historically, the police career was male dominated and women were not allowed to work in the police. Democracy, changes in law, and societal beliefs opened policing as a career to women. Various legal frameworks provide for gender equality, therefore equal gender representation in the workplace is a developmental goal in South Africa. The Commission on Employment Equity (CEE, 2015) of South Africa reported that women comprised 44.8% of the economically active population, yet males were still in charge of senior management positions in South African companies. The 2015 South African Employment Equity Report indicates that women hold only 29.5% of top level management positions and 30.7% of senior management positions (CEE, 2015). These results are lower than the government’s mandated target of 44.4% management positions reserved for women. The MPDs (2017) indicated that, out of a sample of 600 women, 91 are in leadership positions. The current gender representation in MPDs’ leadership positions forms this study’s problem statement. This study is qualitative in nature. Twenty-five South African women from the Gauteng Province from Ekurhuleni, Tshwane, and Johannesburg MPDs were interviewed. The transformative approach was used to inquire on participants’ experiences and views about gender representation, as well as women’s advancement to leadership positions in the MPDs. Data were analysed using Atlas.ti™. The results showed that culture, stereotypes, and physical fitness were perceived as barriers that hindered the representation of women in leadership positions. Furthermore, sexual and verbal harassment, bullying, discrimination against female officers at the workplace, and unimplemented policies and procedures were also hindrances. The participants recommended that the South African MPDs review human resource practices and policies to promote a positive and constructive work environment for all employees. / Police Practice / D. Litt. et Phil. (Police Science)

The Employment Equity Act 55 of 1998 (EEA) deals with the achievement of equity in the workplace. This involves the promotion of equal opportunities and fair treatment as well as the implementation of affirmative action measures. Telkom, like many other organizations in South Africa was, and is expected to comply with the Act. Compliance includes the development and promotion of female employees into leadership positions. Very few Telkom female employees are in top leadership positions. Even those that are in top positions have been recruited externally. South African history may play a role in the problem by regarding males as leaders at work and at home. The intention of the study was to explore leadership challenges facing female employees within Telkom and to be able to understand the perceptions and realities accompanying these challenges. Theories based on gender, traits, leadership, the hierarchy of needs and development were used as the theoretical framework in this study. The systems thinking approach was used to assist in looking towards a broader perspective. The population of the study was female employees at Telkom Head Office in Pretoria. From these, twelve served as a sample for the study. In gathering data, semi-structured interviews were conducted. Qualitative analysis was used to analyse data. Analysis and interpretation involved identifying themes, coding and interpretation. The findings in the study are: the strong belief that leadership is solely for males or females is incorrect; there are leadership challenges facing Telkom female employees. The study focused on leadership challenges facing Telkom female employees at middle management, junior management and operational level. These are OP to M4. It is for this reason that the researcher thinks that a future study that will focus on leadership challenges facing top and senior female leaders can be conducted for comparison, as well as another study to ascertain the influence of the working environment on these leaders. / Thesis (M.Com.)-University of KwaZulu-Natal, Westville, 2011.

This thesis explored the relationship between community adult education and social action. The study investigated how LEAD (Leadership Education for Action and Development), a non-governmental organisation based in the Western Cape, has empowered women to assume leadership and take social action in their communities.

The main purpose of this qualitative research study was to investigate strategies to improve the representation of black females in senior levels within the South African banking industry. This was done through investigating the challenges that black women face in their career advancement within the banking industry and the strategies which currently exist and can be implemented to improve this representation. In as much as the research is aimed at seeking strategies to improve black women representation in senior positions, it also seeks to understand the barriers experienced by black women in different levels within the industry as these levels serve as a pipeline for senior management. This problem was addressed through answering the research objectives. The research objectives were achieved through conducting a literature review to explore the existing research topic and conducting an empirical study. Empirical evidence was obtained through conducting semi-structured interviews with seven black women who are currently working in the banking sector. Semi-structured interviews were used due to the target population being specific to black women as well as the need to acquire in-depth knowledge from black women of their experiences in climbing the corporate ladder in the sector. The key findings of the research found that the participant’s perception was that black women were at the bottom, that black women were displaying behaviours that were inhibiting their progress to senior positions. The study also found that black women struggled to advance to senior positions due to different challenges that they encountered. The study is finalised by the participants providing recommendations in terms of how the representation of black women could be improved.

Female managers in the mining industry face unique challenges not experienced by their male counterparts. They need to perform identity work to overcome these barriers successfully so that they can create a leadership identity. Leadership development contexts may foster identity construction. To enhance employment equity in historically male-dominated professions and environments, an understanding of women’s leadership identity construction in leadership development contexts is beneficial. The purpose of this research was to explore the identity work of female managers working in a leadership development context in the mining industry, to determine how they construct a leadership identity. This was an exploratory and descriptive qualitative study conducted within the hermeneutic phenomenological research paradigm. A purposive sample consisting of five women working in a mining company was used. Semi-structured interviews were conducted, and data were analysed using the phenomenological hermeneutical method. The main findings indicate that four main identity bases influence how female managers in a leadership development context create a leadership identity. These include: (i) the impact of life spheres, (ii) integrating personal and professional roles, (iii) the role work facets play and (iv) the changing self. Moreover, four leadership identity work strategies are used to counter the effects of the identity bases. These are: (i) being guided by personal philosophies, (ii) balance and negotiation between personal and professional lives, (iii) building relationships both personally and professionally, and (iv) assuming ownership for careers and lives using career management strategies. Based on these findings, a conceptual framework was developed. The findings may guide organisations in developing and implementing effective and well-informed policies, strategies and initiatives geared at the attraction, retention, development and appropriate support of women who are or who wish to be employed as female managers in the mining industry. This study contributes to the knowledge base concerning female leadership in the mining industry in South Africa. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

MPM / OR Tambo Institute of Governance and Policy Studies / There is a problem with the involvement of women on governance within traditional communities in South Africa. Consequently, the socio-political and cultural constraints narrow the potential of women and the otherwise untapped women contribution to the growing economy. This study investigates the involvement of women in governance within traditional communities in South Africa using the Ga- Machaka Village in Molemole Local Municipality as a case in point. Using the mixed method research approach, the study indicates that women in traditional communities are looked down upon and are disadvantaged from being part of governance and public administration based on gender terms. The study indicates that traditional communities in South Africa implicate negatively on women’s independent rights such as direct and equal opportunity to job offers. This is exacerbated by the customary inclination of women as house wives. The involvement of women in governance and public administration is somehow stifled within traditional communities as discussed in this study. / NRF