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The study looked at how the differences in gender and the social setting affect society's perceptions of women’s ability to communicate as leaders. Research shows how culture influences individual thinking, language, communication, and behaviour. The study indicated that gender construct influences individuals’ attitudes, emotions, and behaviours. The same is true for assigned positions in society depending on gender and leadership position. The problem identified cultural aspects of leadership that represent variations in gender norms and communication styles for women in leadership and elements linked to sexual distinction. This article, therefore, focuses on the problems that culture influences gender communication. The research adopted a qualitative approach, a systematic analysis of the literature of the baseline data collected, forming part of a randomised controlled sample collection. The findings indicate the persistent gender discrepancies in communication in several contexts, as women prefer to use more concrete vocabulary in several contexts, emphasising how people can achieve goals, including specifics, and using terms that are easy to imagine. It is no mystery that we are in a period of transformation, and attitudes about sex and gender leadership are changing, therefore, understanding the problems of sexual difference and women’s ability to communicate in leadership can be addressed by creating and strengthening an adequate framework with the condition of a mentality change.

This study investigates the relationship between board nationality diversity (BND) and environmental, social, and governance (ESG) in developing countries. It also highlights the role of legitimacy concerns in investigating how foreign ownership moderates the connection between BND and ESG due to the increased liability of foreignness. Using a sample of listed firms in Johannesburg stock exchange (JSE) in South Africa over 2015–2020, our two-step system GMM findings show that board nationality diversity positively affects ESG. Moreover, our study found that foreign ownership strengthens the positive connection between BND and ESG. Our study contributes to the literature by highlighting the importance of legitimacy theory in the dynamic nexus between BND and ESG. The findings of this study have substantial implications for firms, investors, and stakeholders.

This study seeks to determine whether gender diversity in the boardroom improves the financial performance of listed firms in Tanzania by examining theoretical and empirical findings and using 90 firm-year observations of 15 listed firms over six years from 2016–2021 from firms listed at the Dar es Salaam Stock Exchange (DSE). Return on equity (ROE) and Return on asset (ROA) were used as financial performance metrics. This study uses a balanced panel data analysis. The results showed that there was no statistically significant relationship between the percentages of women directors on boards or in executive roles and the financial performance of listed firms in Tanzania as measured by ROA and ROE. The results are inconsistent with theories of agency and resource dependence. The study is restricted to a sample of listed firms from DSE in Tanzania. The scope of future studies should be expanded to include listed firms across the East African region and more explanatory variables such as the Blau index in measuring boardroom gender diversity.

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.

Gender inequality remains prevalent in leadership positions within South African schools. Previous research attributes this disparity to socio-cultural factors that hinder women's advancement into leadership roles. However, limited studies have examined the effectiveness of existing gender legislation in promoting equality. This article explores the role of gender legislation in fostering equitable school leadership in selected primary schools in Gauteng. Grounded in an emancipatory paradigm, the study adopts a qualitative approach to gain a comprehensive understanding of the issue. Key participants included the School Governing Bodies as stakeholders during the promotion of school managements, union representatives as observers in ensuring that gender policies are applied effectively, and the district officials involved in recruitment processes. Therefore, consisting of crucial members who play a crucial role in implementing gender legislation during leadership appointments. Data collection methods used in the study were obtained using semi-structured interviews and document analysis, which consisted of gender legislation applicable in the Department of Education. Data was analysed by means of thematic analysis. Findings indicated that the effectiveness of gender legislation largely depends on its implementers, who often fail to adhere to it. Additionally, women are frequently perceived as less effective in handling school disciplinary issues, a key criterion in principal selection, leading to male dominance in middle and senior management positions. The study recommends that the implementation of gender legislation be a collective responsibility of all stakeholders within the Education Department, rather than being left solely to selection panels, which may prioritise personal interests over equitable representation of leadership.

Internationally, the issue of gender equality in higher education has been a serious challenge, particularly in leadership roles. This issue has spread to African countries, including South Africa. Despite the implementation and adaptation of gender equity policies, such as the Employment Equity Act of 1998, women remain underrepresented in both support and academic leadership roles within South African institutions of higher education. Studies have been conducted in this area focusing on examining structural barriers, policy gaps, and gender representation. Still, few have synthesised women’s personal narratives across multiple sources using secondary qualitative data. This current paper exists to address that gap. It further revisits the concept of the glass ceiling by unpacking women's lived experiences of career progression across the sector in recent years. It uses a qualitative approach and relies on secondary data to examine how women experience and respond to institutional barriers. The data were analysed narratively to highlight personal stories, identities, and meaning-making processes of women navigating leadership. The paper found that women in higher education are skilled and committed, but they remain constrained by outdated institutional systems that offer symbolic inclusion and limited support, thereby preventing genuine access to leadership roles. Despite this invisible glass ceiling, women remain strong and resilient, living the meaning of “wathint’ abafazi, wathint’ imbokodo.” (A woman is a rock), they continue to push forward and lead even when the higher education system fails them. Therefore, it recommends that the Department of Higher Education and Training (DHET) strengthen the enforcement of gender equity policies through regular gender audits, leadership development programmes, and accountability mechanisms to promote authentic empowerment and sustainable transformation.

Despite efforts made by the government and organizations with the intent of improving gender equality and promoting women’s participation at the highest levels of management within the financial sector and other male-dominated industries, women still lag significantly. This issue persists despite the prevalence of biases that affect their performance. This study examined the experience of female leaders working within the financial services sector of a South African organization with regards to the availability of access to mentoring and the glass ceiling phenomenon. A qualitative approach of research methodology was employed through the application of semi-structured interviews with an in-depth exploration of the opinions of nine female leaders. Themes were used to identify patterns that emerged with the application of this approach. The study results indicated that the female executives experience numerous difficulties that include inequality during the process of selecting employees, pay disparities between the female and male employees, lack of respect from their fellow workers or employees at their respective institutions of employment, as well as a lack of adequate mentoring programs. Women’s leadership journeys are affected by structural, cultural, and individual barriers. To foster the growth of female leaders, organizations should embrace solid gender equity initiative implementation and promote inclusive cultures at the workplace. This study’s results are useful in designing improved pathways of access and minimizing gender-related barriers within the male-dominated sector

Management appointments do not represent gender equality, even though men and women are given equal opportunity. Social conventions and laws have supported male-dominated workplaces. This qualitative, exploratory, descriptive, and contextual study used a phenomenological technique to examine women's management experiences in Ekurhuleni, Gauteng, South Africa. The intended audience was managerial women. Purposive sampling, unstructured individual interviews, and inductive topic analysis were used. Trustworthiness was determined by credibility, transferability, reliability, and confirmability. Promoting autonomy, beneficence, non-maleficence, and justice was ethical. This study found workplace gender bias, male resistance to female leadership, gender intimidation, and a non-supportive work atmosphere. These data may help create workplace recommendations for women in managerial roles.

This study employs a qualitative systematic literature review to examine the barriers and opportunities for women’s leadership in academia, with a particular focus on South African higher education. Secondary data were sourced from peer-reviewed journal articles, books, dissertations, and opinion pieces, ensuring a comprehensive analysis of existing research. A total of 130 studies were reviewed, with data collected and analysed using qualitative content and thematic analysis methods. The findings highlight persistent structural, cultural, and institutional barriers that hinder women's advancement in academic leadership. These include gender bias in recruitment and promotion, the absence of mentorship and support networks, challenges in achieving work-life balance, and the intersectionality of race and gender, which disproportionately affects Black women. Despite the progress made through gender equity policies, the slow pace of transformation within male-dominated academic institutions remains a significant obstacle. However, the study also identifies key opportunities for women in leadership, such as the implementation of gender equity initiatives, the strengthening of mentorship programmes, and the increasing recognition of diverse and inclusive leadership styles within universities. Institutional commitment to gender transformation, alongside global frameworks such as the United Nations Sustainable Development Goals (SDGs), presents a pathway for women to attain leadership positions. The study stresses the need for continued institutional reforms that challenge traditional gender norms, foster mentorship, and promote work-life balance policies to achieve sustainable gender equity in academic leadership.