{"id":{"repo_id":"cape-town","oai_identifier":"oai:open.uct.ac.za:11427/41530"},"canonical_url":"https://search.dev.ndltd.org/etd/cape-town/oai:open.uct.ac.za:11427/41530","repository":{"repo_id":"cape-town","name":"University of Cape Town","base_url":"https://open.uct.ac.za/oai/request"},"display":{"title":"Women in senior leadership positions: higher education in eSwatini","abstract":"In recent years, there have been numerous changes in higher education institutions (HEI) in eSwatini. These changes include an increase in the number of women appointed to senior leadership positions. However, research indicates that despite the increase in the number of women who are senior leaders in HEIs, women still face certain barriers to not only their advancement, but also to fulfilling their roles as leaders of academic institutions. In order to understand the experiences of women in senior leadership positions in eSwatini's HEIs, this study adopted a qualitative research approach, using semi-structured face-to-face interviews as a way to document women's experiences. The data was analysed using Braun and Clarke's (2006) thematic analysis, which aligns with the intersectional feminist lens that informed the researcher's reading of the data. Findings suggest that a patriarchal culture dominates eSwatini, and that women's experiences in the workplace are determined by patriarchal norms. As a result, women's promotion to more senior roles have happened at a slower pace, and when they are promoted, women experience several barriers. These barriers include: a lack of institutional support, particularly in the form of mentorship programs and funding; lack of family support; and gender- and age-related stereotypes. The study also found that participants consider themselves to be more effective leaders than men because of qualities like emotional intelligence, introspective abilities, and empathy. This study highlights the importance of supporting women in senior leadership positions in HEIs, who are often the ones who take on the role of mentoring younger scholars, sharing the skills they have acquired. The goal of this study is to inform the implementation of institutional policies and programmes aimed at supporting women advance to senior leadership positions, and offer the support they need to successfully navigate their positions once promoted. Most importantly, there needs to be a change in the patriarchal institutional cultures that make it hard for women to lead effectively.","abstract_html":"In recent years, there have been numerous changes in higher education institutions (HEI) in eSwatini. These changes include an increase in the number of women appointed to senior leadership positions. However, research indicates that despite the increase in the number of women who are senior leaders in HEIs, women still face certain barriers to not only their advancement, but also to fulfilling their roles as leaders of academic institutions. In order to understand the experiences of women in senior leadership positions in eSwatini's HEIs, this study adopted a qualitative research approach, using semi-structured face-to-face interviews as a way to document women's experiences. The data was analysed using Braun and Clarke's (2006) thematic analysis, which aligns with the intersectional feminist lens that informed the researcher's reading of the data. Findings suggest that a patriarchal culture dominates eSwatini, and that women's experiences in the workplace are determined by patriarchal norms. As a result, women's promotion to more senior roles have happened at a slower pace, and when they are promoted, women experience several barriers. These barriers include: a lack of institutional support, particularly in the form of mentorship programs and funding; lack of family support; and gender- and age-related stereotypes. The study also found that participants consider themselves to be more effective leaders than men because of qualities like emotional intelligence, introspective abilities, and empathy. This study highlights the importance of supporting women in senior leadership positions in HEIs, who are often the ones who take on the role of mentoring younger scholars, sharing the skills they have acquired. The goal of this study is to inform the implementation of institutional policies and programmes aimed at supporting women advance to senior leadership positions, and offer the support they need to successfully navigate their positions once promoted. Most importantly, there needs to be a change in the patriarchal institutional cultures that make it hard for women to lead effectively.","abstract_has_math":false,"creators":["Dlamini, Annette"],"institution":"Department of Psychology","degree_name":null,"degree_level":null,"degree_discipline":null,"degree_department":null,"school":null,"contributors":[],"advisors":["Malinga, Mandisa"],"committee_chairs":[],"committee_members":[],"year":2025,"date_issued":"2025","date_published":"2025","updated_at":"2026-07-22T22:23:00Z","subjects":["Senior leadership positions","Higher Education eSwatini","workplace inequality","stereotypes","intersectionality","qualitative study"],"languages":["en"],"rights":[],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"http://hdl.handle.net/11427/41530","outbound_label":"Handle","outbound_source":"dc:identifier.uri"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor.advisor","label":"Advisor","values":["Malinga, Mandisa"]},{"key":"dc:creator","label":"Author","values":["Dlamini, Annette"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.accessioned","label":"Dc Date Accessioned","values":["2025-07-03T13:35:16Z"]},{"key":"dc:date.available","label":"Dc Date Available","values":["2025-07-03T13:35:16Z"]},{"key":"dc:date.issued","label":"Date","values":["2025"]},{"key":"dc:publisher.department","label":"Dc Publisher Department","values":["Department of Psychology"]},{"key":"dc:publisher.institution","label":"Dc Publisher Institution","values":["University of Cape Town"]},{"key":"dc:type","label":"Dc Type","values":["Thesis / Dissertation"]},{"key":"dc:type.qualificationlevel","label":"Dc Type Qualificationlevel","values":["Masters"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Senior leadership positions","Higher Education eSwatini","workplace inequality","stereotypes","intersectionality","qualitative study"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language.iso","label":"Language (ISO)","values":["en"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier.uri","label":"Identifier URI","values":["http://hdl.handle.net/11427/41530"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["In recent years, there have been numerous changes in higher education institutions (HEI) in eSwatini. These changes include an increase in the number of women appointed to senior leadership positions. However, research indicates that despite the increase in the number of women who are senior leaders in HEIs, women still face certain barriers to not only their advancement, but also to fulfilling their roles as leaders of academic institutions. In order to understand the experiences of women in senior leadership positions in eSwatini's HEIs, this study adopted a qualitative research approach, using semi-structured face-to-face interviews as a way to document women's experiences. The data was analysed using Braun and Clarke's (2006) thematic analysis, which aligns with the intersectional feminist lens that informed the researcher's reading of the data. Findings suggest that a patriarchal culture dominates eSwatini, and that women's experiences in the workplace are determined by patriarchal norms. As a result, women's promotion to more senior roles have happened at a slower pace, and when they are promoted, women experience several barriers. These barriers include: a lack of institutional support, particularly in the form of mentorship programs and funding; lack of family support; and gender- and age-related stereotypes. The study also found that participants consider themselves to be more effective leaders than men because of qualities like emotional intelligence, introspective abilities, and empathy. This study highlights the importance of supporting women in senior leadership positions in HEIs, who are often the ones who take on the role of mentoring younger scholars, sharing the skills they have acquired. The goal of this study is to inform the implementation of institutional policies and programmes aimed at supporting women advance to senior leadership positions, and offer the support they need to successfully navigate their positions once promoted. Most importantly, there needs to be a change in the patriarchal institutional cultures that make it hard for women to lead effectively."]},{"key":"dc:title","label":"Title","values":["Women in senior leadership positions: higher education in eSwatini"]}]}],"canonical_facts":{"dc:contributor.advisor":["Malinga, Mandisa"],"dc:creator":["Dlamini, Annette"],"dc:date.accessioned":["2025-07-03T13:35:16Z"],"dc:date.available":["2025-07-03T13:35:16Z"],"dc:date.issued":["2025"],"dc:description.abstract":["In recent years, there have been numerous changes in higher education institutions (HEI) in eSwatini. These changes include an increase in the number of women appointed to senior leadership positions. However, research indicates that despite the increase in the number of women who are senior leaders in HEIs, women still face certain barriers to not only their advancement, but also to fulfilling their roles as leaders of academic institutions. In order to understand the experiences of women in senior leadership positions in eSwatini's HEIs, this study adopted a qualitative research approach, using semi-structured face-to-face interviews as a way to document women's experiences. The data was analysed using Braun and Clarke's (2006) thematic analysis, which aligns with the intersectional feminist lens that informed the researcher's reading of the data. Findings suggest that a patriarchal culture dominates eSwatini, and that women's experiences in the workplace are determined by patriarchal norms. As a result, women's promotion to more senior roles have happened at a slower pace, and when they are promoted, women experience several barriers. These barriers include: a lack of institutional support, particularly in the form of mentorship programs and funding; lack of family support; and gender- and age-related stereotypes. The study also found that participants consider themselves to be more effective leaders than men because of qualities like emotional intelligence, introspective abilities, and empathy. This study highlights the importance of supporting women in senior leadership positions in HEIs, who are often the ones who take on the role of mentoring younger scholars, sharing the skills they have acquired. The goal of this study is to inform the implementation of institutional policies and programmes aimed at supporting women advance to senior leadership positions, and offer the support they need to successfully navigate their positions once promoted. 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