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Ambitious and driven to scale the barriers to top management: experiences of women leaders in the Nigerian technology sectorBranney, Peter, Odoh, A. 22 June 2022 (has links)
Yes / The four theories—gendering of careers, glass ceiling, gender stereotypes and work-life balance—of the lack of inclusion of women in the technology sector have a certain face validity when looking at Nigeria, a historically patriarchal nation undergoing significant growth in penetration and diffusion in the technology sector. Consequently, this article is the first to further develop these theories through a critical realist exploration of the experiences of female senior managers in the Nigerian technology sector. The findings show that women technology leaders are ambitious and driven to scale the barriers to senior management roles. These four theories are extended by providing empirical data and insights into how this phenomenon is experienced differently in the Global South. The article recommends that organizations implement policies that support skilled and high-potential women employees to fulfill their career aspirations, thereby disrupting stereotypes and changing the dominant, masculine narrative of the technology industry. / The full-text of this article will be released for public view at the end of the publisher embargo on 19th Dec 2023. / Research Development Fund Publication Prize Award winner, June 2022.
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Understanding The Lived Experiences of Being a Woman Leader in a Technology OrganizationOdoh, Anne N. January 2020 (has links)
Purpose: The aim of this study was to explore the experiences of female
senior managers in technology organizations and understand how they feel
about themselves, their roles and their technology organizations. The study
highlights the issues faced by women working in a gendered role, a
masculine industry and a non-western, strong patriarchal society.
Methodology/Design: A qualitative research methodology was adopted for
this study. Eleven semi-structured interviews were used to collect empirical
data from women senior managers in Nigerian technology organizations,
which was thematically analyzed.
Findings: The findings from this study indicate that women in technology
are no longer reluctant to progress in this gendered career. Women
technology leaders are ambitious and driven to scale the semantic barriers to top management roles. They experience workplace discrimination,
insecurities and work-family conflicts, but do not punish themselves for
sometimes dropping the ball. Rather, they show up to take on daunting
assignments that prove their competence and choose to lead assertively in
order to align their core values with the expectations of their role.
Research Implications: This thesis makes a contribution to the wider
literature on women leaders in technology by providing new insights on the
role of patriarchal institutions in technology leadership, from a developing
country in Africa.
Practical Implications: Practical contributions are to support aspiring
women in technology to fine-tune their leadership strategies in order to succeed in this gendered career and become beneficiaries of the vast
opportunities in this dynamic industry. For technology organizations, to
understand the issues faced by women leaders so that they can support
women’s career aspirations by implementing and managing policies that
support skilled and high-potential women employees to fulfill their career
aspirations, and become change agents at the top management level. These
efforts will disrupt stereotypes, change the narrative of inequalities in this
industry and improve firm performance.
Originality: This study is the first of its kind to focus on the role of patriarchal
structures on women leaders’ careers in the technology industry within the
context of an African society, which is rare in the literature on women leaders
in technology.
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