Empowerment is the degree of flexibility and freedom provided to individuals to make decisions in relation to their work. Individuals tend to respond more creatively when given additional responsibilities and are encouraged to contribute to and attain satisfaction from their work and its environment. Women in South Africa have unfortunately found it difficult to take advantage of this flexibility and freedom due to the countries past policies and laws. They have to face various barriers that restrict them from advancing in their careers and in the workplace, particularly at senior management levels. One of these barriers is to balance work and family life. The government has legislated policies and procedures for the empowerment of women in the workplace. Companies are required to use these policies and procedures to promote women to senior levels of management. The aim of the study is to determine whether women in South Africa are being empowered in the workplace and the impact of organisational practices on their progression. This study used a quantitative research design and data was collected using an electronic questionnaire in the Greater Durban Area using a non-probability sample. There were 129 respondents who responded to the electronic questionnaire of which only 121 were valid responses. The study showed that women were not accepted in a managerial role yet respondents preferred female managers due to their influence in the workplace. Barriers which affected women in acquiring higher positions in their companies were identified. The findings indicate that organisations which have policies and procedures in place invest in developing female leaders and managers. Based on the research findings it is recommended that organisations need to be more supportive of women with families. In this way they could retain the best. In addition, organisations need to ensure that for empowerment of women to materialise; power sharing, skills development and positive relationships should be a part of their organisations’ empowerment strategy. Government may need to change certain policies and procedures to encourage the promotion of women in the workplace. / Thesis (MBA)-University of KwaZulu-Natal, Westville, 2011.

African women in the past were not given equal opportunities with men in planning and construction of their houses. As a result there is no clear indicative level of participation of women during the planning and construction of their houses. The People’s Housing Process is one of the approaches adopted by government and community organizations to encourage community participation in their housing projects but; women’s involvement is still not clear. Therefore this research is aiming to understand the activities performed by women, their roles in related activities, and the methods that they used to get involved in the planning and construction of their houses. A Qualitative research has been conducted to identify the level of women’s engagement in planning and construction of their houses in the People’s Housing Process (PHP) project at Piesang River. The findings of the study revealed that the Urban Poor Fund (UPF) savings system, together with the government subsidy for housing, empowered women to participate in planning and construction of their houses at Piesang River. Moreover; the findings indicated that town planning procedures and bylaws were not properly applied during project planning and implementation. In conclusion this dissertation recommends the formation of Municipal Community Partnership (MCP) for Piesang River FedUP community and EThekwini municipality, in which both stakeholders work together to address the way forward for the project in preference to continuing blaming each other for the shortfalls. / M.T.R.P. University of KwaZulu-Natal, Durban 2013.

Thesis (MTech (Construction Management))--Cape Peninsula University of Technology, 2008 / The construction industry in South Africa defines a large sector of the economy. The total construction spend in 2002 exceeded R57.5 billion, of which 29.5% came from public sector orders and tenders, 13.6% from public corporations, and 56.9% from the private sector. The size and markets of a construction firm influence its level of professionalism and working practices. Gendering and sexual division of labour are important issues. Presently the construction industry employs a limited number of women at all levels. Additionally there is a low level of participation and representation of women on the committees of the learned societies associated with the industry. The low number of female students majoring in construction management at South African higher education institutions results in a limited number of qualified female construction managers. The consequent gender imbalance suggests a lack of empowerment of women in construction. Historically, job discrimination was institutionalized by law, including job reservation clauses. These laws were abolished following recommendations by the Weihahn Commission of Enquiry in 1979.In South Africa discrimination on the grounds of race and gender constitutes an unfair labour practice. Further, the South African Constitution outlaws discrimination in Section 8.2, but makes provision in Section 8.3 for measures designed to achieve adequate protection and advancement of persons or groups or categories of persons disadvantaged by unfair discrimination. This study explored the factors enhancing or impending career mobility for women in the South African construction industry, with the aim of investigating the factors influencing the choices of careers in construction by South African women. Relevant literature was comprehensively reviewed. Previous relevant research was studied. Both quantitative and qualitative research methods were used to gather data from multiple samples. Key findings included that women had a role to play in the construction industry and that they could build successful construction careers. However, there were various barriers to entry such as, for example, discrimination against women due to gender bias, the work environment on site and lack of sufficient successful role models. These factors impacted negatively on the choices of careers in construction by South African women.

The study period saw a significant increase in the urbanisation of whites and blacks in Port Elizabeth induced by droughts and coercive legislation, but also by burgeoning industrialisation. Industry had been given great stimulus by World War 1 and maintained by protectionist legislation in the 1920s which the local state and industrialists came to endorse. The ethos of the town was overwhelmingly British in terms of the population, the composition of the local council, business interests and the prevailing culture. Whites formed the largest component of the population in Port Elizabeth during the inter-war years. The majority of white women lived in the North End, the industrial hub and a major working class area of the city. Although the provision of housing was initially neglected, economic and subeconomic housing in the 1930s helped to create both racial separation and a sense of community between sectors of the working class. Yet, white working class women did not form a homogenous group, but rather consisted of different ethnic groups, occupations and classes. The Afrikaans speaking sector, formed a significant component of the industrial labour force especially in the leather, food and beverage and clothing industries. In a centre where white labour was favoured and marketed as an advantage to outside investors, they rapidly displaced coloured women. The female workforce was basically young, underpaid (especially in comparison to wages on the Rand) and temporary. While white women were still in evidence in other occupations such as domestic work and in the informal sector, their numbers here steadily diminished as both racial segregation and municipal regulation, were implemented. Against a background of chaotic social conditions, large slum areas and the spread of infectious diseases, the local council did much to improve health services particularly for women and children. Poor relief instituted in 1919 was, however, less forthcoming and female - headed households were often left to rely on the services of local welfare organisations. The extended family, however, was the norm affording support against atomization. Although pressurised by social ills throughout the period, the family was increasingly buttressed by state assistance. Prevailing morality was likewise actively constructed in terms of legislative repression and racial division. This often lead to social aberrations such as infanticide which was only reduced by the increase of state assistance and, in the longer term, social mobility of the whites.

Submitted in fulfillment of the requirements for the Degree Master of Management Science in Administration and Information Management, Durban University of Technology, Durban, South Africa, 2016. / The purpose of the study was to explore the empowerment of women leadership, focusing on the Durban University of Technology. Statistics around the world have highlighted that women are under-represented in decision-making positions, with a specific focus on the academic sector; this study aims to review these statistics and establish which barriers prevent females from progressing to leadership positions. The target population was comprised of staff members from the Durban University of Technology and ranged from leadership, management, and lecturing, to entry-level employees. The technique of probability sampling was chosen in this research, with a sample size of 100 participants drawn from the population. Questionnaires were designed with both closed-ended and some open-ended questions, and were personally administered to all campuses of the Durban University of Technology, namely Ritson Campus, Steve Biko Campus, ML Sultan Campus, City Campus, Indumiso Campus and Riverside Campus. This study revealed that, although women are still under-represented in Higher Education, there are efforts being made to bridge this gap. This study found female leaders more productive than male counterparts at the Durban University and are able to run their department smoothly and efficiently. The study also found that there are internal respondents agreed that there are hidden difficulties in their department that women face and prevent them from moving into higher positions. Additionally, the study found that there are programs at the Durban University that empower women into leadership. This study contributes to knowledge of gender-based leadership and female empowerment into leadership positions, in the higher education sector. / M

Women working in male-dominated professions and environments face experiences that are unique to their counterparts in more gender-balanced and female-dominated professions. The nature of these experiences affects women’s integration and potential success in male- dominated professions. To enhance employment equity in historically male-dominated professions and environments, an understanding of women’s experiences in such environments is beneficial. The purpose of this research was to explore the challenges and coping strategies of women working within male-dominated professions and environments. This was an exploratory qualitative study conducted within the interpretive research paradigm. A purposive sample consisting of five women working in identified male-dominated professions and environments was utilised. In-depth interviews were conducted and data was analysed using grounded theory. The main findings indicate that the central theme pertinent to women working in male-dominated professions and environments pertains to the types of challenges inherent in their work settings. The main challenges found were as follows: discrimination and bias; physical and health-related difficulties experienced; negative emotions resulting from working in male-dominated environments; lack of real transformation; and work/life balance. This study provides current insight into the plight of women working in male-dominated professions and environments in South Africa. / Industrial & Organisational Psychology / M.A. (Industrial and Organisational Psychology)

Thesis (MBA)--Stellenbosch University, 2015. / ENGLISH ABSTRACT: The emerging black middle class in South Africa provides immense opportunity for marketers who wish to capture this segment of the market. However, in order to be relevant, a deep understanding of this ever-evolving segment is absolutely necessary. Characterised by complexity, the black middle class is heterogeneous and evolves at rapid speed. Studies by the Unilever Institute of Strategic Marketing highlighted the immense value of black middle class women, coined Black Diamond™ women. The primary objective of this research was to gain insights into the life of young black professional women and, secondly, to understand the driving forces behind their decision-making. This was achieved through an in-depth exploratory study. The first step in this study was to conduct a literature review on the black middle class in various African countries and the black middle class in South Africa. A review of literature on marketing communication provided the basis for reasoning on the appropriateness of different marketing communication tools. Literature also revealed the emergence of a possible new consumer type, the hybrid consumer. The literature review provided the framework for designing the interview schedules used in the expert interviews and interviews with the Black Diamond™ women. The findings of this research assignment were that the modern black middle class women face many complexities in their daily lives. Brands can, therefore, be significant to them by supporting them in their lives. Brands should customise their offerings, meet the black middle class women in innovative ways at different touch points, and bring meaning in their lives. Brands should also know that culture is prominent in all areas of their lives, which presents unique challenges.

This research report set out to provide an evaluation of the progress made by the Department of Justice and Constitutional Development with respect to affirmative action and employment equity, and particularly with respect to the promotion of greater gender equity in employment, especially at the management levels.

Women working in male-dominated professions and environments face experiences that are unique to their counterparts in more gender-balanced and female-dominated professions. The nature of these experiences affects women’s integration and potential success in male- dominated professions. To enhance employment equity in historically male-dominated professions and environments, an understanding of women’s experiences in such environments is beneficial. The purpose of this research was to explore the challenges and coping strategies of women working within male-dominated professions and environments. This was an exploratory qualitative study conducted within the interpretive research paradigm. A purposive sample consisting of five women working in identified male-dominated professions and environments was utilised. In-depth interviews were conducted and data was analysed using grounded theory. The main findings indicate that the central theme pertinent to women working in male-dominated professions and environments pertains to the types of challenges inherent in their work settings. The main challenges found were as follows: discrimination and bias; physical and health-related difficulties experienced; negative emotions resulting from working in male-dominated environments; lack of real transformation; and work/life balance. This study provides current insight into the plight of women working in male-dominated professions and environments in South Africa. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

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.