Achieving leadership and success: A 28-year follow-up of college women leaders

Offermann, Lynn R.; Thomas, Kaitlin R.; Lanzo, Lauren A.; Smith, Lindsey N.

doi:10.1016/j.leaqua.2019.101345

Cited by 36 publications

(38 citation statements)

References 64 publications

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“…As such, most of the respondents indicated that it was critical to express their ambition to progress and prove their worthiness actively. The findings of this sub-theme are consistent with literature as, according to Offerman et al [18], networking has the single most important and consistent positive effect on the career progression of women. Burkinshaw and White [47] shared this view and stated that networking is essential to women's career progression; however, due to the prejudices against women who pursue leadership roles, networking can be challenging for women.…”

Section: Theme 4: Experience -Career Progression From Opportunitiessupporting

confidence: 89%

“…The equality approach acknowledges differences between genders and argues that men and women must be differently [17]. Some authors also view women's career progression through three lenses, individual attributes, organisational factors and family responsibilities [18]. Individual traits include skills, personality attributes, years of experience and work ethic [19,20].…”

Section: Factors Affecting Career Progression Of Womenmentioning

confidence: 99%

“…Individual traits include skills, personality attributes, years of experience and work ethic [19,20]. Other critical individual traits for career progression include ambition, emotional intelligence, self-confidence, self-efficacy, extroversion, conscientiousness, social skills and being powerdriven [6,18,[20][21][22]. Organisational factors, which have shown to play an essential role in the career progression of women, include the creation of a working environment that enables (i) care work through repositioning of organisational attitudes and provision of support; (ii) personal career growth through career planning, mentoring and challenging work assignments; (iii) organisational work, achieved through transparent performance appraisal systems and flexible working arrangements; (iv) an organisational culture that is supportive of career growth and personal ambitions [17,23].…”

Section: Factors Affecting Career Progression Of Womenmentioning

confidence: 99%

“…Organisational factors, which have shown to play an essential role in the career progression of women, include the creation of a working environment that enables (i) care work through repositioning of organisational attitudes and provision of support; (ii) personal career growth through career planning, mentoring and challenging work assignments; (iii) organisational work, achieved through transparent performance appraisal systems and flexible working arrangements; (iv) an organisational culture that is supportive of career growth and personal ambitions [17,23]. In terms of internal organisational dynamics, gender Business, management and accounting discrimination has been found to have the most significant adverse effect on women's career progression, with networking having the most significant and consistent positive effect [18]. In addition, mentorship and sponsorship increased the probability of career progression of women into top management in financial services [24][25][26].…”

Section: Factors Affecting Career Progression Of Womenmentioning

confidence: 99%

“…The respondents perceived that there was also sexism. According to Offerman et al [18], gender discrimination has a significant negative impact on women's career progression more than any other factors.…”

Section: Theme 2: Experience -Prejudicial and Hostile Working Environmentmentioning

confidence: 99%

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Investigating career progression experiences of women into top management at a South African bank

2021

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Despite South Africa’s progressive and comprehensive labour legislation that promotes gender equality in the workplace, this goal has not been fully achieved as yet. This is particularly evident when comparing managerial ranks, particularly in top management at South African banks. This phenomenon is still present today despite overwhelming evidence, supporting the benefits of a diverse management team. This study, therefore, explores the factors, influencing the underrepresentation of women in top management. Therefore, the main objective was to determine the challenges women face in progressing into top management at a South African bank. The study used a qualitative research approach in the form of a case study at one of the largest South African banks. The population for the study included women in top and senior management of the case study bank. Fifteen semi-structured interviews were conducted. Data were analysed through Atlast T. I. Findings indicate that poor career progression prospects exist, mainly hampered by organisational structure, lack of sponsorship and a hostile working environment. The study adds to the existing body of knowledge by providing insights into barriers to women's progression in the financial services sector and providing practical implementation measures to promote career progression for women.

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Section: Theme 4: Experience -Career Progression From Opportunitiessupporting

confidence: 89%

Section: Factors Affecting Career Progression Of Womenmentioning

confidence: 99%

Section: Factors Affecting Career Progression Of Womenmentioning

confidence: 99%

Section: Factors Affecting Career Progression Of Womenmentioning

confidence: 99%

Section: Theme 2: Experience -Prejudicial and Hostile Working Environmentmentioning

confidence: 99%

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Investigating career progression experiences of women into top management at a South African bank

2021

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Obstacles for marginalized group members in obtaining leadership positions: Threats and opportunities

Homan,

Abbaszadeh

2025

Current Opinion in Psychology

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Advancing women in healthcare leadership: A systematic review and meta-synthesis of multi-sector evidence on organisational interventions

et al. 2021

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Background: Women are underrepresented in healthcare leadership, yet evidence on impactful organisational strategies, practices and policies that advance women's careers are limited. We aimed to explore these across sectors to gain insight into measurably advancing women in leadership in healthcare. Methods: A systematic review was performed across Medline via OVID; Medline in-process and other nonindexed citations via OVID; PsycINFO and SCOPUS from January 2000 to March 2021. Methods are outlined in a published protocol registered a priori on PROSPERO (CRD42020162115). Eligible studies reported on organisational interventions for advancing women in leadership with at least one measurable outcome. Studies were assessed independently by two reviewers. Identified interventions were organised into categories and meta-synthesis was completed following the 'ENhancing Transparency in REporting the synthesis of Qualitative research' (ENTREQ) statement. Findings: There were 91 eligible studies from 6 continents with 40 quantitative, 38 qualitative and 13 mixed methods studies. These spanned academia, health, government, sports, hospitality, finance and information technology sectors, with around half of studies in health and academia. Sample size, career stage and outcomes ranged broadly. Potentially effective interventions consistently reported that organisational leadership, commitment and accountability were key drivers of organisational change. Organisational intervention categories included i) organisational processes; ii) awareness and engagement; iii) mentoring and networking; iv) leadership development; and v) support tools. A descriptive meta-synthesis of detailed strategies, policies and practices within these categories was completed. Interpretation: This review provides an evidence base on organisational interventions for advancing women in leadership across diverse settings, with lessons for healthcare. It transcends the focus on the individual to target organisational change, capturing measurable change across intervention categories. This work directly informs a national initiative with international links, to enable women to achieve their career goals in healthcare and moves beyond the focus on barriers to solutions.

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Achieving leadership and success: A 28-year follow-up of college women leaders

Cited by 36 publications

References 64 publications

Investigating career progression experiences of women into top management at a South African bank

Investigating career progression experiences of women into top management at a South African bank

Obstacles for marginalized group members in obtaining leadership positions: Threats and opportunities

Advancing women in healthcare leadership: A systematic review and meta-synthesis of multi-sector evidence on organisational interventions

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