| dc.description |
Women underrepresentation in top positions in all sectors has been recognized as a major
issue in Tanzania. Despite the government’s effort to exercise employment laws, policies
and gender equality strategies there is vividly a few numbers of women that occupy
management positions. The situation is the same in different corporate organizations as
there is a huge gender gap between men and women in management. The main objective
of this study was to assess the barriers faced by women in top management positions in
corporate organizations. The study adopted a cross sectional research design using a
qualitative approach to identify and assess the barriers faced by women in top
management positions. Women in Management Africa (WIMA) initiative of CV People
Africa was used as a case study. Thirty five (35) participants (women in management)
were selected purposively from different corporates to collect data through an interview
method while thirty (30) respondents (men in management, women in lower levels and
other staffs) were systematically given questionnaires to give out views on the perception
of people towards women in management positions in corporate organizations in
Tanzania. Analysis was done using the Statistical Package for the Social Sciences (SPSS).
The findings revealed that barriers faced by women in top management positions include
glass ceiling, gender stereotyping, lifestyle options, networking and lastly partnership and
work. This implied that women receive such a backlash because the support systems for
women occupying top positions is very low, most people have a negative perception
towards women who hold top positions in the management. Men, especially, do not root
for women to advance their careers and a few who do; they support only because their
wives are among the women in top positions. The study presented the coping mechanisms
women needed to apply in order to fit in like training and mentorship programs,
sponsorship of women, advocating for more visibility, women networking groups,
accountability programs, job rotations at work, flexible work arrangements. The study
recommended advocating gender awareness, investing in educational qualification and
adhering to gender policies put forth by the government. |
|