BREAKING THE GLASS CEILING − A CASE OF DURBAN CORPORATE WOMEN

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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 revealed that women do not experience glass ceiling barriers to career advancement. Women also feel confident and respected by colleagues, subordinates and leadership and are capable of executing their designated duties. Respondents also showed confidence in the Employment Equity Act which suggests that the transformation charter is followed at their organisations.

Keywords: Glass Ceiling, Women, Corporate, Employment Equity

How to cite this paper: Makaula, S. Z., Bozas, A., Munapo, E., & Naidoo, V. (2015). Breaking the glass ceiling − a case of Durban corporate women. Corporate Ownership & Control, 12(4-1), 200-216. https://doi.org/10.22495/cocv12i4c1p4