{"id":{"repo_id":"cape-town","oai_identifier":"oai:open.uct.ac.za:11427/41726"},"canonical_url":"https://search.dev.ndltd.org/etd/cape-town/oai:open.uct.ac.za:11427/41726","repository":{"repo_id":"cape-town","name":"University of Cape Town","base_url":"https://open.uct.ac.za/oai/request"},"display":{"title":"Intersectionality in corporate South Africa: the experiences of African black female leaders","abstract":"Research on gender inequality focuses on the two main biases against women: (1) agentic deficiency (perceptions that women have minimal leadership potential); and (2) agentic penalty (a backlash against counter-stereotypical behaviour from certain women). There has generally been an assumption that the stereotypes upon which these biases are based are comparable for women across racial groups. South Africa, despite having significant racial and ethnic diversity, suffers from a lack of research that targets respondents by race and gender. This naïve gender-biased approach does not fully consider the critical intersectional differences that exist for women. In studies specific to South Africa, the lenses of both race and gender are often used to examine the perceptions of women as leaders. These views, which are limited to only gender and race, do not completely represent Black women, however, because gender intersections introduce simultaneous processes for identity and interdependent systems of disadvantage. These theories also do not elaborate on the lived experiences of South African Black women in corporate leadership roles. The researcher conducted a qualitative research study and interviewed 25 Black females who held various senior leadership positions in different industries in South Africa. The researcher applied a hermeneutic phenomenological approach to uncover the lived experiences of the group of respondents. The aim was to document their lived experiences and establish how those experiences related to constructs from existing literature on the leadership dynamics of race, gender, class, and intersectionality. The research findings capture the essence of the lived experiences of professional Black females and provide context as to why there continues to be a gap in the representation of this group in senior leadership positions, despite the efforts of affirmative action policies from the government. The findings highlight and demonstrate how this group is challenged and sometimes held back by the dynamics of intersectionality, class, race, gender, and other processes of identity. The research goes on to describe further research opportunities on how identity and interdependent systems of disadvantage impact Black female leadership performance over time. There is an opportunity to further explore how human resource policies and educational frameworks can contribute towards harnessing and developing this group, to increase their capacity and greater participation in senior- and executive-level roles.","abstract_html":"Research on gender inequality focuses on the two main biases against women: (1) agentic deficiency (perceptions that women have minimal leadership potential); and (2) agentic penalty (a backlash against counter-stereotypical behaviour from certain women). There has generally been an assumption that the stereotypes upon which these biases are based are comparable for women across racial groups. South Africa, despite having significant racial and ethnic diversity, suffers from a lack of research that targets respondents by race and gender. This naïve gender-biased approach does not fully consider the critical intersectional differences that exist for women. In studies specific to South Africa, the lenses of both race and gender are often used to examine the perceptions of women as leaders. These views, which are limited to only gender and race, do not completely represent Black women, however, because gender intersections introduce simultaneous processes for identity and interdependent systems of disadvantage. These theories also do not elaborate on the lived experiences of South African Black women in corporate leadership roles. The researcher conducted a qualitative research study and interviewed 25 Black females who held various senior leadership positions in different industries in South Africa. The researcher applied a hermeneutic phenomenological approach to uncover the lived experiences of the group of respondents. The aim was to document their lived experiences and establish how those experiences related to constructs from existing literature on the leadership dynamics of race, gender, class, and intersectionality. The research findings capture the essence of the lived experiences of professional Black females and provide context as to why there continues to be a gap in the representation of this group in senior leadership positions, despite the efforts of affirmative action policies from the government. The findings highlight and demonstrate how this group is challenged and sometimes held back by the dynamics of intersectionality, class, race, gender, and other processes of identity. The research goes on to describe further research opportunities on how identity and interdependent systems of disadvantage impact Black female leadership performance over time. There is an opportunity to further explore how human resource policies and educational frameworks can contribute towards harnessing and developing this group, to increase their capacity and greater participation in senior- and executive-level roles.","abstract_has_math":false,"creators":["Mbatha, Siphiwe Wendy"],"institution":"Graduate School of Business (GSB)","degree_name":null,"degree_level":null,"degree_discipline":null,"degree_department":null,"school":null,"contributors":[],"advisors":["April, Kurt"],"committee_chairs":[],"committee_members":[],"year":2025,"date_issued":"2025","date_published":"2025","updated_at":"2026-07-22T22:23:31Z","subjects":["African black female leadership","gender inequality","hermeneutic phenomenological approach","intersectionality","lived experiences","racial and ethnic diversity"],"languages":["en"],"rights":[],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"http://hdl.handle.net/11427/41726","outbound_label":"Handle","outbound_source":"dc:identifier.uri"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor.advisor","label":"Advisor","values":["April, Kurt"]},{"key":"dc:creator","label":"Author","values":["Mbatha, Siphiwe Wendy"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.accessioned","label":"Dc Date Accessioned","values":["2025-09-09T07:54:10Z"]},{"key":"dc:date.available","label":"Dc Date Available","values":["2025-09-09T07:54:10Z"]},{"key":"dc:date.issued","label":"Date","values":["2025"]},{"key":"dc:publisher.department","label":"Dc Publisher Department","values":["Graduate School of Business (GSB)"]},{"key":"dc:publisher.institution","label":"Dc Publisher Institution","values":["Universiy of Cape Town"]},{"key":"dc:type","label":"Dc Type","values":["Thesis / Dissertation"]},{"key":"dc:type.qualificationlevel","label":"Dc Type Qualificationlevel","values":["Doctoral","PhD"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["African black female leadership","gender inequality","hermeneutic phenomenological approach","intersectionality","lived experiences","racial and ethnic diversity"]}]},{"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/11427/41726"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["Research on gender inequality focuses on the two main biases against women: (1) agentic deficiency (perceptions that women have minimal leadership potential); and (2) agentic penalty (a backlash against counter-stereotypical behaviour from certain women). There has generally been an assumption that the stereotypes upon which these biases are based are comparable for women across racial groups. South Africa, despite having significant racial and ethnic diversity, suffers from a lack of research that targets respondents by race and gender. This naïve gender-biased approach does not fully consider the critical intersectional differences that exist for women. In studies specific to South Africa, the lenses of both race and gender are often used to examine the perceptions of women as leaders. These views, which are limited to only gender and race, do not completely represent Black women, however, because gender intersections introduce simultaneous processes for identity and interdependent systems of disadvantage. These theories also do not elaborate on the lived experiences of South African Black women in corporate leadership roles. The researcher conducted a qualitative research study and interviewed 25 Black females who held various senior leadership positions in different industries in South Africa. The researcher applied a hermeneutic phenomenological approach to uncover the lived experiences of the group of respondents. The aim was to document their lived experiences and establish how those experiences related to constructs from existing literature on the leadership dynamics of race, gender, class, and intersectionality. The research findings capture the essence of the lived experiences of professional Black females and provide context as to why there continues to be a gap in the representation of this group in senior leadership positions, despite the efforts of affirmative action policies from the government. The findings highlight and demonstrate how this group is challenged and sometimes held back by the dynamics of intersectionality, class, race, gender, and other processes of identity. The research goes on to describe further research opportunities on how identity and interdependent systems of disadvantage impact Black female leadership performance over time. There is an opportunity to further explore how human resource policies and educational frameworks can contribute towards harnessing and developing this group, to increase their capacity and greater participation in senior- and executive-level roles."]},{"key":"dc:title","label":"Title","values":["Intersectionality in corporate South Africa: the experiences of African black female leaders"]}]}],"canonical_facts":{"dc:contributor.advisor":["April, Kurt"],"dc:creator":["Mbatha, Siphiwe Wendy"],"dc:date.accessioned":["2025-09-09T07:54:10Z"],"dc:date.available":["2025-09-09T07:54:10Z"],"dc:date.issued":["2025"],"dc:description.abstract":["Research on gender inequality focuses on the two main biases against women: (1) agentic deficiency (perceptions that women have minimal leadership potential); and (2) agentic penalty (a backlash against counter-stereotypical behaviour from certain women). There has generally been an assumption that the stereotypes upon which these biases are based are comparable for women across racial groups. South Africa, despite having significant racial and ethnic diversity, suffers from a lack of research that targets respondents by race and gender. This naïve gender-biased approach does not fully consider the critical intersectional differences that exist for women. In studies specific to South Africa, the lenses of both race and gender are often used to examine the perceptions of women as leaders. These views, which are limited to only gender and race, do not completely represent Black women, however, because gender intersections introduce simultaneous processes for identity and interdependent systems of disadvantage. These theories also do not elaborate on the lived experiences of South African Black women in corporate leadership roles. The researcher conducted a qualitative research study and interviewed 25 Black females who held various senior leadership positions in different industries in South Africa. The researcher applied a hermeneutic phenomenological approach to uncover the lived experiences of the group of respondents. The aim was to document their lived experiences and establish how those experiences related to constructs from existing literature on the leadership dynamics of race, gender, class, and intersectionality. The research findings capture the essence of the lived experiences of professional Black females and provide context as to why there continues to be a gap in the representation of this group in senior leadership positions, despite the efforts of affirmative action policies from the government. The findings highlight and demonstrate how this group is challenged and sometimes held back by the dynamics of intersectionality, class, race, gender, and other processes of identity. The research goes on to describe further research opportunities on how identity and interdependent systems of disadvantage impact Black female leadership performance over time. There is an opportunity to further explore how human resource policies and educational frameworks can contribute towards harnessing and developing this group, to increase their capacity and greater participation in senior- and executive-level roles."],"dc:identifier.uri":["http://hdl.handle.net/11427/41726"],"dc:language.iso":["en"],"dc:publisher.department":["Graduate School of Business (GSB)"],"dc:publisher.institution":["Universiy of Cape Town"],"dc:subject":["African black female leadership","gender inequality","hermeneutic phenomenological approach","intersectionality","lived experiences","racial and ethnic diversity"],"dc:title":["Intersectionality in corporate South Africa: the experiences of African black female leaders"],"dc:type":["Thesis / Dissertation"],"dc:type.qualificationlevel":["Doctoral","PhD"]},"updated_at":"2026-07-22T22:23:31Z"}