Journey to senior leadership : intersectional narratives from women in the leadership pipeline

Abstract

ORIENTATION : This study explores the factors influencing women’s progression to senior leadership positions, focusing on their experiences within South Africa’s financial services sector. RESEARCH PURPOSE : The aim was to identify key elements that impact women’s advancement through the leadership pipeline. MOTIVATION FOR THE STUDY : Despite growing gender diversity initiatives, women remain underrepresented in senior leadership roles. Understanding barriers from the perspective of women in middle management offers valuable insights into addressing this gap, particularly in a multicultural context like South Africa. RESEARCH APPROACH/DESIGN AND METHOD : The study employed a qualitative approach using semi-structured interviews with 14 women – 12 from middle management and two from senior executive levels. Thematic analysis was used to extract themes from participants’ shared experiences. MAIN FINDINGS : Four main themes emerged: organisational culture, leadership, intersectionality and emerging issues such as sponsorship and expectations from senior female leaders. Participants noted that organisational practices and leadership behaviours often impeded their progression. Additionally, socio-demographic factors – especially motherhood and marital status – created further barriers, revealing how intersecting identities influence leadership advancement. PRACTICAL/MANAGERIAL IMPLICATIONS : Organisations must reconsider their leadership development strategies to ensure they are inclusive and supportive of women. Optimising leadership pipeline practices and addressing cultural and gender dynamics are essential for enabling women’s advancement. CONTRIBUTION/VALUE-ADD : The study applies leadership pipeline theory in a South African multicultural setting, uncovering new intersections between organisational culture and gender. It enhances understanding of the complex factors hindering women’s leadership progression and offers guidance for more equitable talent development practices.