Gender equality and the advancement of women into senior management positions : assessing the perceptions of the diversity and gender initiatives section of the City of Cape Town
| dc.contributor.advisor | Isaacs, Deyana | en_ZA |
| dc.contributor.author | Dlanjwa, Marcia Zikhona | en_ZA |
| dc.contributor.other | Stellenbosch University. Faculty of Economic and Management Sciences. School of Public Leadership. | en_ZA |
| dc.date.accessioned | 2018-02-22T12:52:33Z | |
| dc.date.accessioned | 2018-04-09T06:58:24Z | |
| dc.date.available | 2018-02-22T12:52:33Z | |
| dc.date.available | 2018-04-09T06:58:24Z | |
| dc.date.issued | 2018-02-22 | |
| dc.description | Thesis (MPA)--Stellenbosch University, 2018. | en_ZA |
| dc.description.abstract | ENGLISH SUMMARY : Gender equality is a contentiously broad subject, influenced, and cemented by subjects and actions that occur universally in domestic and industrial spaces. Traditionally, sociocultural theories inherently defined women as inferior to men, and presented gender-related favours to men at women’s exclusion with such exclusions leading to gender-biased gaps and gender inequalities particularly in the labour market. Given the inherently unequal power relations in the labour market domain, the study has set to assess DGIS practitioners’ perceptions and selected managers’ assertion on gender equality particularly, the advancement of women into senior management positions. The literature reviewed focused on some of the key concepts and theories essential in the gender equality discourse and looked at the measures, theories, and frameworks critical in creating a gender equality environment within the workspace. Furthermore, it highlighted the significance of the international and domestic community’s gender equality legislative and policy framework. The research methodology employed was both qualitative and quantitative in nature and adopted three data-collection techniques - short self-administered survey questionnaire administered; basic semi-structured interviews; and a review of the City’s EE framework documents. Findings were collated into themes, augmented with the City’s EE framework documentation and the literature reviewed. Research findings indicated that progress of women into senior management positions in the City was limited with challenges encountered in the implementation process of the City’s EE frameworks. The City’s organisational culture and practises constrained efforts of gender equality, with levels of buy-in and commitment from senior management peripheral. The research concludes with recommendations for institutionalising diversity management implementation approaches and adoptions across the City and gender equality refocused as an essential subject in the City. | en_ZA |
| dc.description.abstract | AFRIKAANSE OPSOMMING : Geslagsgelykheid is 'n omstrede en omvangryke onderwerp wat beïnvloed en vasgelê word deur sake en handelinge wat universeel in huishoudelike en industriële ruimtes voorkom. Sosio-kulturele teorieë het vroue tradisioneel as inherent minderwaardig teenoor mans gedefinieer. Geslagsverwante voordele is aan mans toegeken met uitsluiting van vroue en dit het veral ten opsigte van die arbeidsmark deur sodanige uitsluitings tot geslagsgevoelige gapings en geslagsongelykhede bygedra. Gegewe die inherente ongelyke magverhoudinge in die arbeidsmarkdomein, het die studie beoog om die persepsies van Diversiteit- en Geslagsinisiatief-afdelingpraktisyns en geselekteerde bestuurders se bewerings oor geslagsgelykheid te assesseer, veral ten opsigte van die bevordering van vroue in senior bestuursposisies. Die literatuur wat ondersoek is, het op sommige van die sleutelkonsepte en -teorieë wat in die geslagsgelykheidsdiskoers noodsaaklik is, gefokus en het die maatstawwe, teorieë en raamwerke ondersoek wat binne die werkplek krities is vir die skep van 'n geslagsgelykheidsomgewing. Verder het dit die belangrikheid van die internasionale en plaaslike gemeenskap se wetgewings- en beleidraamwerk vir geslagsgelykheid beklemtoon. Die navorsingsmetodologie wat gebruik is, was beide kwalitatief en kwantitatief van aard en het drie data-insamelingstegnieke behels – 'n kort self-geadministreerde opname-vraelys; basiese semi-gestruktureerde onderhoude; en 'n oorsig van die Stad se Energiedoeltreffendheidsraamwerkdokumente. Bevindings is in temas versamel, en aangevul met die dokumentasie oor die Stad se Energiedoeltreffendheidsraamwerk en die literatuur wat ondersoek is. Navorsingsbevindings het aangedui dat die vordering van vroue tot senior bestuursposisies in die Stad Kaapstad beperk is en dat uitdagings in die implementeringsproses van die Stad se Energiedoeltreffendheidsraamwerke voorkom. Die Stad se organisasiekultuur en -praktyke beperk pogings tot geslagsgelykheid, en senior bestuur se vlakke van inkoop en toegewydheid daartoe is randstandig. Die navorsing sluit af met aanbevelings vir die institusionalisering en aanvaarding van implementeringsbenaderings vir diversiteitsbestuur regoor die stad en vir toespitsing op geslagsgelykheid as 'n noodsaaklike tema vir die stad. | af_ZA |
| dc.format.extent | xix, 159 pages ; illustrations, includes annexures | |
| dc.identifier.uri | http://hdl.handle.net/10019.1/103489 | |
| dc.language.iso | en_ZA | en_ZA |
| dc.publisher | Stellenbosch : Stellenbosch University | |
| dc.rights.holder | Stellenbosch University | |
| dc.subject | Diversity in the workplace -- City of Cape Town (South Africa) | en_ZA |
| dc.subject | Women -- Employment -- City of Cape Town (South Africa) | en_ZA |
| dc.subject | UCTD | |
| dc.title | Gender equality and the advancement of women into senior management positions : assessing the perceptions of the diversity and gender initiatives section of the City of Cape Town | en_ZA |
| dc.type | Thesis | en_ZA |