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- Purpose: Although the issue of gender equality is as old as human life, women are still marginalised members in the workplace. Despite various studies investigated about the marginalisation of women at the workplace, no study has been conducted to assess the willingness and readiness of senior managers to appoint women into managerial level positions. Therefore, the purpose of this paper is to assesses the readiness of senior managers in appointing women into senior managerial levels specifically focusing on eThekwini Municipality in South Africa. Design/Methodology/Approach: This study adopted a qualitative research approach and exploratory research design. A sample of 25 senior managers were selected using purposive sampling technique. Both interviews and focus groups were used to collect empirical data. Results: The results revealed that senior managers were willing to appoint women into managerial positions. However, there were a few senior managers that found it a challenge to appoint women into managerial positions because of the influence of stereotypes. The results also indicated that there are very few women in managerial positions because women lack appropriate experience, lack of self-esteem, inadequate monitoring and reporting on the implementation of the employment equity policy and plan. Discussion: The culture of appointing women into managerial position should be promoted by giving senior managers support or incentives to support gender equality in workplaces. There is a need to hold accountable the few senior managers who are struggling to appoint women to managerial positions, in addition to giving them coaching on organisational transformation. The study should be replicated using the quantitative research methodology to measure senior managers’ readiness to appoint women into managerial positions.
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- Recently, various countries have been receiving unprecedented radical calls for labour market transformation to pave way for women inclusion in managerial positions. Although studies of causes of poor representation of women at the workplace have been conducted from the women viewpoint, no study has attempted to solicit the perspectives of top management regarding the triggers of having few women in managerial positions in the organisation. Hence, this paper sought to unveil the triggers behind having few women in managerial positions from the top management perspectives. The primary objective of this study is to explore the key reasons that hinder women to occupy managerial positions. The study adopted a qualitative research approach and exploratory research design. The study found various causes of having few women in managerial positions. The management should provide potential women with extensive mentorship and coaching prior to their managerial appointments.
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