Breaking the glass ceiling - a case of Durban corporate women.

Abstract

ABSTRACT The glass ceiling is a concept that most frequently refers to barriers faced by women who attempt, or aspire, to attain senior positions as well as higher salary levels in corporations, government, education and non-profit organisations; it can also refer to racial and ethnic minorities and men when they experience barriers to advancement. A glass ceiling appears to exist in many organisations and also maybe a glass cliff, in which women are promoted into risky upper-level positions in which failure and subsequent loss of the high-level position is likely. This research investigated perceptions that Durban corporate women have towards the notion of glass ceiling barriers at work. A sample was chosen on a non-probability basis using convenience sampling of corporate women within Durban. Ninety participants completed the questionnaire. The data collected was analysed using descriptive and inferential statistics. The findings of the study differ to the statements made in the questionnaire to answer the objectives, the majority of respondents did not agree with the statements. The perception of women is that they do not experience glass ceiling barriers to career advancement. Women also feel confident and respected by colleagues, subordinates and leadership, are capable of executing their designated duties. Women also showed confidence in the Employment Equity Act, to suggest that the transformation charter is followed at their organisations. Recommendations of the study suggested that; there is paucity of research done on this topic in South Africa. South African researchers and academics should research and write more about contemporary issues faced by South African corporate women. The term “glass ceiling” is generally viewed as a myth; there should be an academic and corporate debate around the issue of glass ceiling barriers so as to make non-academic members of the public understand the term and its impact in society. Outcries over gender-based transformation should not be viewed as sexist and racial issues but rather as a labour relations matter and a matter supported by the transformation charter.