Gender inequality in the South African labour market: Insights from the Employment Equity Act data

Espi, G. Albert; Francis, David; Valodia, Imraan

doi:10.1080/10130950.2019.1674675

Cited by 31 publications

(30 citation statements)

References 15 publications

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“…This underrepresentation becomes more marked as one progresses up the occupational levels, with the top management level having only 24.4 % women as top managers. This underrepresentation is despite South Africa's having very comprehensive labour laws that seek to promote gender equality and representation in the workplace [1].…”

Section: Discussionmentioning

confidence: 99%

“…South Africa's history, marred by periods of segregation along racial lines, discrimination along gender lines was also rampant, particularly for women, and women of colour, who were systematically excluded from meaningfully participating in the economy [1]. Since the start of democracy in 1994, the government has made concerted efforts to repeal legislation that encouraged discrimination and introduced legislation that promotes equality in the workplace [2].…”

Section: Introductionmentioning

confidence: 99%

“…These laws include the Labour Relations Act of 1995, Employment Equity Act, No. 55 of 1998, and the Basic Conditions of Employment Act, No 75. of 1997 [1][2][3]. The Employment Equity Act (EEA) promotes equity in the workplace and has resulted in more women meaningfully participating in the labour force [3,4].…”

Section: Introductionmentioning

confidence: 99%

“…According to the EEA, women have included the definition of designated groups [5]. Despite the implementation of progressive legislation, women continue to face gender inequality in the workplace, mainly by being less likely to secure employment, receiving remuneration lower than men, as well as being less likely to secure employment in managerial and executive positions [1,4,6]. While women made up 50.5 % of the working-age population in South Africa in 2020, women are less represented in the workplace and account for 45.2 % of the total employee labour force [7].…”

Section: Introductionmentioning

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: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

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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“…As Dori Posel has argued, 'African women's access to resources has been limited both because of their gender and their race, and of all South Africans they face the highest risk of poverty' (2014:308). In the post-apartheid period, the gender gap in poverty rates has widened, and women continue to have higher levels of unemployment and lower earnings than men (Posel andRogan 2009, Espi, Francis andValodia 2019).…”

Section: The New Normalmentioning

confidence: 99%

Unemployment and the gendered economy in South Africa after Covid-19

Francis¹

2020

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Social Justice and Education in the 21st Century

Miller¹

2021

Diversity and Inclusion Research

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show abstract

Gender inequality in the South African labour market: Insights from the Employment Equity Act data

Cited by 31 publications

References 15 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

Unemployment and the gendered economy in South Africa after Covid-19

Social Justice and Education in the 21st Century

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