Thula Mngoma | Academic | Regent Business School | mail me |
In South Africa, women aspiring to leadership roles encounter a landscape shaped by historical inequalities and persistent socio-economic challenges.
Women in leadership, particularly black women in South Africa, face a unique set of challenges deeply rooted in both historical and contemporary contexts. The legacy of apartheid, coupled with ongoing socio-economic disparities, has created formidable barriers for black women aspiring to leadership roles within academia and various organisations.
As women’s month draws to a close in South Africa, I felt compelled to explore these challenges while celebrating the resilience and triumphs of women who have successfully navigated this complex landscape. By highlighting their stories and strategies, the aim is to inspire prospective higher education students and business professionals to pursue leadership roles and advocate for gender and racial equity in their fields.
The unseen struggles of women leaders
The path to leadership for women in South Africa is fraught with societal, organisational, and socio-economic challenges. Societal norms perpetuate biases and stereotypes that often undermine the capabilities of women, particularly black women. Patriarchal structures remain entrenched, marginalising women in both public and private spheres.
In organisational contexts, women face environments that can be exclusionary, with networks and opportunities often dominated by those fitting the traditional (and often white and male) leadership mould. Women frequently find themselves working twice as hard to gain half the recognition, a reality intensified by the intersection of race and gender.
Socio-economic challenges add another layer of complexity. Many women come from communities with limited access to quality education and resources, making the path to higher education and leadership roles even steeper. Economic hardships, primary caregiving responsibilities, and the need to support extended families further limit the time and resources available for career advancement. These factors contribute to a cycle that is difficult to break, as socio-economic challenges both restrict opportunities and reinforce systemic inequalities.
Resilience in action – strategies for defying the odds
Despite these significant challenges, many women in South Africa have ascended to leadership positions through resilience, strategic networking, and advocacy. Building strong professional networks and seeking out mentors who understand their unique challenges are critical strategies for success. These networks serve as vital spaces for professional support, solidarity, and empowerment.
Organisational support is equally crucial. Companies and academic institutions must implement policies that actively promote diversity and inclusion. This includes leadership development programs tailored for women and initiatives that address specific socio-economic barriers. Mentorship and sponsorship programs, where women are paired with senior leaders who advocate for their advancement, are essential.
One exemplary initiative is the Techno Girl program, which empowers young girls from disadvantaged communities by providing exposure to careers in science, technology, engineering, and mathematics (STEM). This program, supported by the South African government and UNICEF, offers mentorship, workplace experience, educational support, and leadership development to help break down stereotypes and encourage girls to pursue careers in STEM fields.
Leading with purpose – stories of triumph and transformation
The success stories of women leaders in South Africa highlight their resilience and excellence. These women have not only overcome significant barriers but have also made substantial contributions to their organisations and communities. Their leadership styles often emphasise inclusivity, collaboration, and a deep commitment to social justice, reflecting their personal experiences and the challenges they have faced.
Key traits contributing to their success include adaptability, emotional intelligence, and a strong sense of purpose. These women bring unique perspectives to their roles, informed by their lived experiences and a deep understanding of the socio-economic challenges faced by marginalised communities. Their impact on organisational and educational equity is profound, as they serve as both leaders and advocates for change.
For instance, Dr Judy Dlamini, a medical doctor and businesswoman, has made significant strides in healthcare and business sectors in South Africa. As the founder of the Mbekani Group and former Chancellor of the University of the Witwatersrand, Dlamini has championed educational equity and transformation, particularly for disadvantaged communities.
Similarly, Dr Precious Moloi-Motsepe, a businesswoman and philanthropist, has been instrumental in promoting women’s health and empowerment. Through the Motsepe Foundation, she has improved education, health, and economic opportunities for marginalised communities. Her leadership is defined by her commitment to social impact and philanthropy, particularly in elevating African fashion on the global stage.
Another exemplary leader, Professor Nokuthula Sibiya, has had a distinguished career in academia. Rising through the ranks at Durban University of Technology, she has driven initiatives that improved academic outcomes, research productivity, and institutional resilience during crises. Her leadership is characterised by strategic vision, inclusivity, and a deep commitment to education.
These leaders not only break barriers but also pave the way for future generations of women. Their stories demonstrate the profound impact women can have when they rise to positions of influence, fostering more inclusive and equitable environments.
Reimagining education – women pioneering equity in academia
Women leaders play a critical role in promoting gender and racial equity within education. By advocating for policies that increase access to higher education for marginalised groups, these leaders help dismantle the barriers that have traditionally kept women, particularly black women, out of leadership positions. Their efforts are essential in creating a more inclusive academic environment that values diversity and recognises the contributions of all individuals.
Encouraging more women to pursue higher education and leadership roles is vital for shaping the future of education equity. These leaders serve as role models, showing what is possible for women in academia and beyond. Their success stories inspire others to strive for leadership, contributing to a more diverse and equitable academic landscape.
How organisations can empower women leaders
Organisations must take proactive steps to support women in leadership. Implementing diversity and inclusion policies that address the challenges faced by women is crucial. This includes mentorship programs that connect women with senior leaders who can champion their careers and creating an inclusive workplace culture that values diverse perspectives.
Companies that excel in supporting women leaders not only benefit from a broader range of ideas and perspectives but also enhance their reputation as equitable and progressive workplaces.
By prioritising diversity and inclusion, these organisations contribute to a more equitable and innovative future.
A call to action – building an inclusive future together
The challenges faced by women in leadership roles are significant but not insurmountable. Through effective strategies and supportive environments, individuals and organisations can contribute to a future where women thrive in leadership roles.
The call to action is clear: support and promote women in leadership, for the benefits extend far beyond individual success, contributing to a more equitable and inclusive society.
As a 33-year-old South African woman, my journey has been shaped by both the challenges and opportunities that come with pursuing a career in this dynamic country.
Education has been a cornerstone of my success, opening doors that might have otherwise remained closed. Despite the barriers, I remain optimistic about the future. With continued efforts to break down these barriers and support the next generation, we can create a more equitable landscape where all women have the opportunity to thrive.
Related FAQs: Women leadership challenges in South Africa
Q: What are some of the greatest challenges faced by female leaders in South Africa?
A: Female leaders in South Africa still face significant challenges, including limited representation in managerial positions and systemic barriers that hinder leadership opportunities. Additionally, societal expectations and gender biases are major barriers to women leadership in the region.
Q: How does mentorship play a role in supporting women leaders in South Africa?
A: Mentorship is crucial for female leaders as it provides guidance, support and networking opportunities. Effective mentorship can help women navigate the challenges they face in leadership roles and encourage more women managers to pursue leadership in Africa.
Q: In what ways do diversity and inclusion impact female leadership in South Africa?
A: Diversity and inclusion initiatives can significantly enhance the representation of women in leadership roles. By fostering an inclusive environment, South African higher education institutions and organisations can create more opportunities for women, ultimately benefiting leadership and management dynamics.
Q: What statistics highlight the representation of women in South African higher education institutions?
A: As of 2021, the number of women in managerial positions within South African higher education institutions is still low. Women still face challenges related to gender bias, which affects their representation and progression in leadership roles.
Q: How can organisations in South Africa support female leaders to overcome barriers?
A: Organisations can support female leaders by implementing policies that promote diversity and inclusion, offering mentorship programs and providing training that encourages women to pursue managerial positions. Creating a supportive workplace culture is essential for enhancing opportunities for women.
Q: Are there any successful case studies of female leadership in South Africa?
A: Yes, there are several case studies of successful female leaders in South Africa who have broken through barriers and excelled in their fields. These women often serve as role models, demonstrating the potential of female leadership and inspiring others to pursue similar paths.
Q: What are the implications of female leadership on the overall workforce in South Africa?
A: The presence of female leaders can drive positive change in organisational culture, improve decision-making processes and promote better representation of diverse perspectives. This diversity can lead to more innovative solutions and a stronger workforce in South Africa.
Q: How do the challenges faced by women in South Africa compare to those in other regions of sub-Saharan Africa?
A: While challenges such as cultural norms and gender biases are common in sub-Saharan Africa, South Africa has made strides in promoting women’s leadership through policies and initiatives. However, women still face unique challenges related to historical inequalities that can hinder their progress compared to their male counterparts.
Q: What initiatives exist to promote women leadership in South Africa?
A: Various initiatives aim to promote women leadership in South Africa, including government policies, non-profit organisations and corporate programs that focus on mentorship, training and networking opportunities. These efforts are crucial for empowering women and increasing their representation in leadership roles.
