Sandwiched between groups: Upward career experiences of South African Indian women

2021 ◽  
Vol 52 (1) ◽  
Author(s):  
Nasima M.H. Carrim
Keyword(s):  
South African ◽  
Succession Planning ◽  
Women Managers ◽  
Career Experiences ◽  
Indian Women ◽  
Black Candidates ◽  
Indian Men ◽  
Experiences Of Women ◽  
Career Ascendancy ◽  
Practical Implications

Purpose: The purpose of this study was to gain an understanding of the challenges Indian women managers face in their career ascendancy.Design/methodology/approach: Using a qualitative approach, to gain an in-depth understanding of the intersectional issues and challenges younger and older Indian women managers face in their career progress towards senior- and top-managerial positions.Findings/results: The results indicate that the intersection of the socio-historical-political contexts, together with racial, gender, cultural and workplace impediments, produces both different and converging outcomes for older and younger Indian women managers in their upward career mobility. Compared with their older counterparts, the career ascendancy of younger participants is more challenging, as they have to compete against a bigger pool of qualified black candidates. A research limitation is that the study did not compare the experiences of Indian women with Indian men regarding their career ascendency.Practical implications: Practical implications include managers needing to implement targeted succession planning, eradicate sexism and patriarchy and introduce formal mentorship, coaching and networking programmes.Originality/value: The article compares the experiences of younger and older Indian women managers in a changing political landscape. The findings of the study indicate that the experiences of women across generations differ, as their career ascendancy is dissimilar.

scholarly journals The In-Betweeners: Racio-ethnic and Masculine Identity Work of Indian Male Managers in the South African Private Sector

2018 ◽  
Vol 27 (1) ◽  
pp. 3-23 ◽  
Author(s):  
Nasima M. H. Carrim
Keyword(s):  
South Africa ◽  
Private Sector ◽  
South African ◽  
Middle Management ◽  
Identity Work ◽  
Senior Management ◽  
Masculine Identity ◽  
Indian Men ◽  
Career Ascendancy ◽  
Indian Male

This article examines the extent to which minority Indian male managers engage in identity work in their efforts to gain career ascendancy in the private sector in South Africa. Indian male managers occupying diverse management posts at middle management and senior management levels in various sectors were interviewed. Results indicate that Indian men worked and reworked their managerial and cultural identities to form coherent identities which they were comfortable enacting in corporate South Africa. Race hierarchy in some workplaces placed Indian males at a disadvantage related to promotional opportunities. There is no simple solution to the problem as race hierarchy still dominates corporate South Africa, and Western norms still prevail.

scholarly journals Age, Gender and the Rhetoric of the 'New Career'

1970 ◽  
Author(s):  
Deborah Jones ◽  
Sarah Proctor-Thomson
Keyword(s):  
Labour Market ◽  
Older Women ◽  
Women Managers ◽  
Current Data ◽  
Further Education ◽  
Gender Effects ◽  
Future Research ◽  
Career Experiences ◽  
Career Model ◽  
Experiences Of Women

In this paper we compare the career experiences of women, as described in a small qualitative study of older women managers, with the rhetoric of the 'new career'. In this rhetoric, workers now have the freedom to constantly re-invent themselves by choosing from a range of possible career paths. In opposition to this claim, critics argue that only a small privileged group of workers have this experience of freedom, ' because various groups within the labour market have differential access to this 'new career', depending on factors like gender, ethnicity and location. In relation to age, many researchers find that the later stages of most 'careers ' are now haunted by narrowing choices. We critically consider claims about the 'new career' model in relation to older women's work opportunities. We first introduce issues arising from a study of the careers of 20 women managers aged 40 and over who were involved in mid-life management education. In their accounts, they strongly denied that they saw themselves as any less competent as they aged, while commenting that they believed that others saw them as less competent. This age effect was frequently seen as intertwined with gender effects. The women discussed a range of strategies that they used to 'ageproof' themselves and so protect their careers by masking signs of age. We then put their accounts in the macro context of the New Zealand labour market, asking: What evidence is there that older women are disadvantaged in the job market? And what evidence is there that further education offsets this disadvantage? We also set out to identify gaps in the current data, and to suggest useful areas for future research.

An overview of the current state of interlibrary loans in South Africa

2015 ◽  
Vol 43 (2) ◽  
pp. 76-83
Author(s):  
Jenny Raubenheimer ◽  
John Stephen van Niekerk
Keyword(s):  
South Africa ◽  
South African ◽  
Information Provision ◽  
Literature Study ◽  
Content Type ◽  
Current Trends ◽  
Current State ◽  
Computer Library ◽  
Practical Implications ◽  
Essential Service

Purpose – The purpose of this paper is to review interlending development in South Africa and current trends in interlending. Design/methodology/approach – Literature study and survey. Findings – Interlending is still an essential service in South Africa. Interlending systems must be used effectively to ensure rapid delivery of requested interlibrary loans. There is a significant use of WorldShare ILL, but there is a scope for substantial development. Research limitations/implications – This is not a comprehensive study but focusses on current interlending activities at some of the larger South African academic and special libraries and the use of Online Computer Library Centre systems. Practical implications – The paper provides some historical information and the extent of current interlending and systems used. Social implications – The paper gives an indication of the value of interlending in South Africa and its contribution to information provision. Originality/value – The paper provides a snapshot of interlending in South Africa and areas for development.

Top ten South African companies’ disclosure of materiality determination process and material issues in integrated reports

2018 ◽  
Vol 19 (2) ◽  
pp. 230-247 ◽  
Author(s):  
Natasja Steenkamp
Keyword(s):  
South African ◽  
Environmental Issues ◽  
Integrated Reporting ◽  
Content Type ◽  
Sustainable Performance ◽  
Award Winning ◽  
Reporting Framework ◽  
Determination Process ◽  
Practical Implications ◽  
Insight Into

Purpose The purpose of this paper is to develop guidelines of what award winning companies, leading practice in integrated reporting (IR) disclose in their integrated reports about material issues and their materiality determination processes. Also, to provide insight into what they disclose about their perception of materiality. Design/methodology/approach A content analysis was conducted to investigate what the top 10 South African companies of the 2015 Ernst and Young Excellence in Integrated Reporting Awards disclosed in their 2014 and 2015 integrated reports about their materiality determination processes, material issues and what materiality means to them. Thematic analyses were conducted in developing guidelines. Findings All except one company applied the International Integrated Reporting Framework. The materiality determination processes, material issues and companies’ descriptions of materiality are diverse. Material issues most companies identified relate to employees, social and environmental issues, customers and sustainable performance. Practical implications The proposed guidelines will provide useful strategies for organisations embarking on the IR journey about what issues could be considered as material and therefore included in integrated reports. It also proposes activities companies can undertake to identify, evaluate and prioritise material issues and execute their materiality determination process. Originality/value This paper is the first to develop guidelines of material matters and materiality determination processes. It also adds to existing literature on IR practice and the application of materiality.

Can non-CEO inside directors add value? Evidence from unplanned CEO turnovers

2019 ◽  
Vol 18 (3) ◽  
pp. 456-482
Author(s):  
Laurie Krigman ◽  
Mia L. Rivolta
Keyword(s):  
Succession Planning ◽  
Design Methodology ◽  
Leadership Transition ◽  
Data Set ◽  
Content Type ◽  
Matching Process ◽  
Inside Directors ◽  
Transfer Of Information ◽  
The Impact ◽  
Practical Implications

Purpose This paper aims to investigate the roles of non-CEO inside directors (NCIDs) in the new CEO-firm matching process using the context of unplanned CEO departures when immediate CEO succession planning becomes a sole board responsibility. Although critics argue that inside directors decrease the monitoring effectiveness of a board, inside directors arguably possess superior firm-specific experience and knowledge that can be beneficial during the leadership transition. Design/methodology/approach The authors use a comprehensive, manually collected data set of unplanned CEO departures from 1993 to 2012. Findings The authors find that NCIDs play an important role in the CEO transitioning process. They help firms identify qualified inside replacements and provide stability as the new permanent or interim CEO. In addition, NCIDs facilitate the transfer of information and help the new external CEOs succeed. They show that the longer the NCID stays with the company, the longer the tenure of the new CEO. They also document that the presence of NCIDs improves operating and stock performance; especially when the new CEO is hired from outside of the firm. Practical implications The impact of NCIDs is particularly important when the firm hires an outsider as the new CEO. These results suggest that board composition affects frictions in the CEO labor market. Originality/value The literature has predominantly focused on the downside of having inside directors. Too many inside directors on a firm’s board is often associated with ineffective boards and entrenchment. To the contrary, the authors focus on a potential benefit of having inside directors.

scholarly journals From emergence to maintenance: A model for identifying and interpreting strategic issues

1990 ◽  
Vol 21 (3) ◽  
pp. 59-66
Author(s):  
P. Human ◽  
P. Berthon
Keyword(s):  
Grounded Theory ◽  
South African ◽  
Analytical Model ◽  
Strategic Issues ◽  
Practical Implications

In this paper an analytical model for identifying and delineating strategic issues is developed. The traditional SWOT approach is criticised. A model is developed using grounded theory from research done on 119 top South African companies. The two major delineating factors and thus axes of the model are importance and uncertainty. The article is concluded by considering the academic and practical implications of the model and the associated research.

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