Factors that influence the career success of women managers at a historically black institution in South Africa

Orientation: The government of South Africa is making efforts to facilitate the inclusion of women in the workplace, even though they still encounter various career barriers that inhibit their career success. Research purpose: The main purpose of the study was to investigate the factors influencing the career success of women managers at a historically black institution. Motivation: Most studies that focused on career success opted for a positivist research paradigm, but this study is amongst the few that has employed the interpretivism paradigm to enable the researcher to understand subjectively the occupational challenges women experience. Research approach, design, methodology: The study was conducted to ascertain the factors that influence the career success of women managers. A sample of 20 participants was selected, and one on one semi-structured interviews were conducted with women managers who are currently working at the University of Fort Hare. A qualitative approach was suitable for the study because the challenges of the participants were expressed from their lived experiences. The interviews were analysed using Braun and Clarke's six steps of data analysis. Main findings: The study revealed that women experience similar career challenges as they go up their career ladder. Such challenges include gender discrimination, resistance, the glass ceiling and work-life balance dilemma; hence, all these above affect the career success of women. Various themes emerged from the study, namely, the quests for further professional development and improvements, the heightened prioritisation of objective rewards and subjective rewards, negotiation between work and personal space as affecting career development and the resolution tactic: flee or fight. Practical/ managerial implications: An intervention is needed to ensure that organisations are more sensitive to the issues of women representation to top positions to enhance their career success. The study will be useful to both organisations and academics to design policies that will facilitate the career success of women. Contribution: The study is amongst the few that adopted the qualitative paradigm in investigating the factors influencing the career success of women managers, by understanding from their lived experiences. The implications of these findings for policy, practice and career counselling are suggested