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In South Africa, the population composition reveals more females than males. However, the workforce participation data affirms a more male-dominated outlook. Such disparity between male and female workforce participation is especially evident in the law enforcement institutions like police departments. Although the prevailing laws have ensured access to employment opportunities, advancement in leadership roles by female police officers (FPOs) is found to be lacking. In this regard, this study examines the challenges faced by South African women in attaining leadership roles in policing. Furthermore, the study develops a leadership development framework for ensuring the advancement of women in policing. To accomplish this aim, the study acquired information from 8 male and 100 female police officers through questionnaire and interview methods, respectively. Queries were made to understand the experiences, challenges, and ways forward. Results elucidate that there is a lack of strategic policy in place that can ensure the advancement of women as leaders in the policing field in South Africa. Moreover, the overall outlook of male police officers is affected by stereotypical assumptions about females’ strengths and abilities.

South African and Australian higher education sector is facing challenges of fewer females in leadership positions despite policies in place in both countries. The main purpose of this integrative literature was to analyze and compare journal articles related to career development for female academics in South African and Australian higher education institutions to ascertain the challenges faced by women in both countries. South Africa and Australia were chosen for this study due to the differences in cultural background and legislation. Females are still underrepresented in leadership positions both in Australia and South Africa, hence this study investigated the reasons and provided recommendations to improve female academics representation in higher education institutions. A literature review of 15 research papers and journals articles published from 2010-to 2020 was conducted. The keywords “career development for female academics” were searched in three databases namely, Google Scholar, Ebsco-host and Emerald. The results from the literature showed that female career development in Australia is moving at a faster pace than in South Africa. The results also show that in both countries glass ceiling and limited female representation in leadership positions are rife in both countries. Female-only career development programs are essential to promote female development in higher education. As this study is focusing on two different countries on different continents, both countries have a lot to learn from each other in terms of policy implementations to enhance female career development. This article provides an analysis of the trends of female career development in South Africa and Australia. Therefore, from the existing literature for a period of 10 years, a conceptual career development model was developed.