In South Africa, women have made significant strides in education, entrepreneurship, and professional spheres, yet gender inequality in the workplace remains a stubborn reality. Women are still underrepresented in top leadership positions and face persistent pay gaps compared to their male counterparts. Despite progressive legislation and corporate diversity policies, women still face significant barriers in the workplace. Women make up only 3% of CEOs in JSE-listed companies despite heading around 40% of households (Mail & Guardian, 2024). These statistics reveal that, while the legal framework aims to promote equality, cultural biases, structural inequalities, and lack of representation persist in corporate SA (Statistics South Africa, 2024). This article provides a roadmap for women seeking to overcome gender bias and rise to leadership positions, offering both strategic guidance for individuals and recommendations for organisations.
Mapping the Terrain
Gender disparities in the South African workplace manifest in multiple ways. Women participate in the workforce at lower rates than men, and when they do, they are often concentrated in sectors that offer lower pay and fewer advancement opportunities. The representation of women in executive positions, particularly in the private sector, is still minimal. These patterns reflect both structural issues such as limited access to high-growth industries and cultural factors that undervalue women’s leadership potential.
The impact is far-reaching: with a significant percentage of households headed by women, these inequities are not only a matter of fairness but also a barrier to broader economic development. When women are excluded from leadership and decision-making, businesses and the economy lose out on diverse perspectives and talent that can drive innovation and growth.
Legislation and Policy: Progress and Gaps
South Africa has a relatively strong legal framework to promote workplace equality. The Employment Equity Act prohibits discrimination on the basis of gender and requires companies to take affirmative steps to diversify their workforce. Broad-Based Black Economic Empowerment policies also incentivise gender diversity in ownership and management structures. However, policies alone are not enough. Without proper enforcement and a shift in workplace culture, legal measures can become tick-box exercises rather than meaningful transformation tools.
Strategies for Women to Advance
Craft and Communicate Your Value
One of the most powerful tools women can leverage is clarity about their professional value. This involves identifying skills, achievements, and experiences that differentiate you from others and ensuring these are visible to decision-makers. Proactively sharing successes in meetings, reports, and performance reviews helps to build a strong personal brand.
Build Strategic Relationships
Mentorship and sponsorship remain crucial to career advancement. Mentors provide guidance and feedback, while sponsors actively advocate for you in rooms where opportunities are allocated. Building a network of trusted colleagues, industry contacts, and allies across different levels of the organisation increases access to information and opportunities.
Pursue Visible Opportunities
To break through bias, visibility is essential. Volunteer for high-impact projects, cross-departmental collaborations, and leadership roles in initiatives that are important to the organisation’s strategic goals. Being associated with successful projects strengthens credibility and opens the door to further leadership roles.
Negotiate Beyond Salary
While negotiating for fair pay is important, women should also negotiate for career-enhancing resources such as leadership training, flexible work arrangements, and opportunities to lead high-profile projects. Negotiating strategically helps shape a career trajectory, not just immediate compensation.
Maintain Resilience and Adaptability
Bias and barriers can be disheartening, but resilience - the ability to recover quickly from setbacks, combined with adaptability to changing circumstances, is critical for long-term career success. This mindset ensures continued growth even in challenging environments.
How Employers Can Drive Change
Employers have a central role in dismantling gender bias. Conducting regular pay equity audits, ensuring transparency in promotion processes, and setting measurable diversity goals are key steps. Inclusive leadership training for managers can help reduce unconscious bias, while strong anti-discrimination policies and reporting mechanisms provide employees with safe channels to address concerns.
Companies that create inclusive cultures benefit from higher retention rates, stronger engagement, and better performance. Gender diversity at leadership levels has also been linked to increased profitability and innovation, making equality a sound business strategy as well as a moral imperative.
Overcoming gender bias is a shared responsibility between individuals and organisations. For women, advancing in the workplace requires self-awareness, strategic relationship-building, and the confidence to seek opportunities and advocate for oneself. For organisations, genuine commitment to inclusion, backed by actionable policies and cultural change, is essential. When these efforts align, workplaces become more equitable, innovative, and successful - benefiting not only women but the economy and society as a whole