A research project submitted in partial fulfilment of the requirements for the degree of Masters by Coursework and Research Report in the field of Industrial/Organisational Psychology. Faculty of Humanities, University of the Witwatersrand, Johannesburg 6 June 2016 / This research traced the career trajectories from a cohort of female academics that were recipients of the Carnegie grant. These female academics were from two primary universities; the University of the Witwatersrand (Wits) and the University of Cape Town (UCT). The primary aim of the research was to explore the career trajectories of this cohort of female academics and gain further insight into the enablers and barriers to productivity and at their university. The impact of these enablers and challenges on the retention and attrition patterns was then analysed. The critical factors that were explored when interpreting retention and attrition were gender, race, intersectionality, belonging and culture. This analysis was enabled by applying critical race theory, intersectionality, and theories of belonging and non-belonging to the data. Due to the nature of this research, a qualitative approach was taken with the use of semi-structured interviews. The sample consisted of twenty-two female academics. In depth interviews were audio-recorded and transcribed and analysed using critical discourse analysis as well as thematic analysis proposed by Braun and Clarke (2006). The results indicated that female academics face a great deal of challenges within the higher education sector. These challenges often present as obstacles in their career progression. More importantly, black female academics face greater barriers because of the intersectional nature of their identity as being both black and female, amongst other identity categories. One of the leading causes to these barriers is based on the underlining institutional culture that exists at each university that is instilled through various systems and structures. One of the key enablers for this cohort of women academics was the Carnegie grant that they had received. For many, it provided scarce financial resources to focus on conducting quality research and dislodged the systems of patriarchal patronage which sometimes leaves women’s development at the mercy of male colleagues. The research suggests that notions of belonging are tied to epistemic access and the recognition and affirmation of the multiple identities that constitute women.

Thesis (MTech (Business Administration in Project Management))--Cape Peninsula University of Technology, 2018. / Much debate has been going on about the ability of women to lead in the large organisations around the country. The call for women to be given senior leadership positions appears to have run global as more and more women seek to get into powerful positions. Whilst the population of women is generally higher than that of men, women still remain in small numbers relative to men getting the positions. Research findings do not seem to have agreed on generalisations as to why women remain in few numbers even where they are in the majority. The hotel industry, the nursing field, etc. even in such establishments the number of women in leadership has remained low. Many theories have been advanced, including the allegation that men prefer male leaders to female leaders, women cannot stand pressure in the boardroom, and men stand on the progress of women in organisations. The researcher decided on getting information from subordinates in the organisation on their perception of good leadership as perceived by them. The questions were derived from existing theory on women leaders’ characteristics and standard behaviour for effective leadership. The respondents measured from the Likert scale their perception about certain characteristics deemed to be the strengths of women. This was done to avoid using gender as this would influence some responses to the questions. The findings indicate that not all ‘feminine’ positive attributes are necessarily accepted as leading competencies with some of the male characteristics considered ‘abhor able.’ Convenience sampling, which is a non-probabilistic sampling method, was used in this research study. The benefits of this method are that the individuals are readily available and are easy to recruit. It was easier to distribute the questionnaires to the sample by means of e-mails and clarify issues as they arose.

This thesis explores the idea that an equality state has evolved in Britain since the 1960s. The policies and institutions that make up the equality state are those that seek to ensure some forms of equality between its citizens. Its latest development has been through the 2010 Equality Act that promotes equality in relation to nine protected characteristics, but just two of these are considered here, race and sex. The study will investigate the origins of the equality state under the 1964-1970 Labour governments through the formulation of policies that explicitly or implicitly promoted sex and racial equality. The main areas examined in relation to racial equality are the anti-discrimination provisions of the 1965 and 1968 Race Relations Acts; measures to promote the integration of immigrants, particularly in employment, education, housing and policing; the institutions which aided integration particularly the National Committee for Commonwealth Immigrants and Community Relations Commission; and the Urban Programme and other measures taken in response to Enoch Powell's 1968 'Rivers of Blood' speech. With sex equality the areas considered are the 1970 Equal Pay Act; the development of policy to promote equal opportunity in employment; and the reform of law relating to abortion, divorce and the availability of contraceptive services through state agencies. iv The primary focus of the thesis is on the policy making process and the research is based on government papers in The National Archives. Other influences on these policy areas have been researched through primary sources, particularly policies' origins in the Labour Party, the influence of the trade union movement, campaigning groups and, in the case of sex equality, the remaining first wave feminist organisations. Through this the thesis develops an understanding of the nature and limitations of the equality that the equality state promotes.

Typescript (photocopy). / Digitized by Kansas Correctional Industries

Typescript. / Digitized by Kansas Correctional Industries

The goal of this study was to investigate whether mathematics teachers in Brazil had implicit gender biases, and if that potential bias was related to students' confidence and interest. The literature shows that there is a significant gender gap in mathematics achievement favoring boys, and Brazil is a special case in that it has one of the largest divergences in the world. This study investigated whether mathematics teachers in Brazil had implicit gender biases, if that bias was related to their students' confidence and interest in mathematics, and in what ways teachers' bias could be observed in conversations about teaching. For this study I surveyed 40 teachers, along with the students in one of each instructor’s mathematics classes. Teachers were asked to respond to a demographic questionnaire and implicit association test (IAT), while students were asked to respond to a questionnaire measuring their self-assessed confidence and interest in mathematics. At a later date, 10 teachers were selected to be interviewed, based on their IAT scores. The results show that mathematics teachers in Brazil had implicit gender biases regarding mathematics, but that their respective biases varied significantly. Male teachers were significantly biased in favor of boys, while female teachers were not. Teachers' implicit biases also varied depending on their educational levels. Students' confidence and interest in mathematics were shown not to be related to their teacher's measure of bias. However, confidence and interest did vary based on whether students attended public or private schools – with private schools having a significantly larger gender gap in both of these factors, and students' grade -- with the gap being wider among older students. Students' interest in mathematics also proved to be related to teachers' educational level, but their confidence in mathematics was not. Teachers in Brazil believe overall that girls and boys behave differently from each other in school; furthermore, they believe that these differences are due to societal and parental pressures and expectations regarding gender. Teachers who associated mathematics with boys did not appear to be aware of that implicit bias, and in conversation often referred to gender differences in a way that indicated they thought girls had advantages in school that boys did not.

No description available.

Thesis (MTech (Tourism and Hospitality Management))--Cape Peninsula University of Technology, 2018. / Factors that impact female managers in career development in the hospitality industry The hospitality industry is growing fast with the result there is a demand for more employees to assist in the various aspects of the industry. Together with this there is a noticeable increase in the number of females occupying management positions within the industry. The phenomenon that women are still restricted in career advancement is still evident. Several Studies show that the number of women in managerial positions is unbalanced compared to the percentage of women in the workforce including the hospitality industry. What does it take for female managers to attain and retain managerial positions? What challenges or obstacles are female managers confronting that are hindering their career development? This research project presented the general profile of female managers in Cape Town’s five and four star hotels, and examined the different factors that impact the female manager’s advancement in career development within the hospitality industry. The purpose was to identity the different factors that hinder female manager’s career development in hospitality industry. And the factors formulated are social, personally, cultural, economical, and professional or industry related and evaluate what the hospitality industry is doing in promoting and encouraging women’s career advancement. The target population for this study was female managers in Cape Town’s five and four star hotels. The criteria used included all female managers, in different departments within the selected Cape Town’s five or four star establishments. The research design consists of self administered questionnaires sent to a sample of five and four star hotels. Ethical consideration was considered important in the process of the research study. The results demonstrate that there are different factors hindering women in maintaining, obtaining and sustaining managerial postions within the hospitality industry. The significance of the research study will assist the female managers and the industry identity the different factors that interrupt women’s career development in the industry and identity different and appropriate strategies to promote and enhance women’s progression in the hospitality industry.

The jury selection process (also known as voir dire) has been examined previously in many ways, including racial impacts. Previous research suggests the need for more examination of how and if gender impacts the voir dire process. The lack of knowledge about how gender impacts voir dire might also have implications for public respect and trust in the court system. For example, theories of procedural justice suggest that individual experiences with the legal system affect whether they view the entire legal system as being legitimate. This is important because this perception then impacts how the public interact with the system. This research examines one main research question, how is gender salient in the voir dire process? To understand how gender impacts voir dire, including how attorneys and potential jurors communicate with each other, courtroom observations of the voir dire process were conducted. During these observations coding sheets were used focusing on types of questions asked by attorneys and reactions of the potential jurors and how gender affected this process. Over 150 interactions with potential jurors were examined. The results of these interactions focus on the use and misuse of gendered titles, gendered expectations, and repetition. It was found that gender is salient throughout the process and may impact how attorneys present the questions they ask and the information they give. The results of this research are applicable to jury selection/voir dire research and are important to better understanding how gender is seen and acted out in the courtroom.

Abstract not available