The pervasive lack of gender diversity in the boardroom: The inconvenience of ambivalent sexism
Orientation: Redressing gender inequality in the boardroom remains a persistent challenge for organisations, both globally and in South Africa. Research purpose: The purpose of this study was to highlight the need for policymakers to ensure that efforts to redress gender inequality in the boardroom...
| Main Authors: | , , |
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| Format: | Article |
| Language: | English |
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AOSIS
2024-02-01
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| Series: | SA Journal of Human Resource Management |
| Subjects: | |
| Online Access: | https://sajhrm.co.za/index.php/sajhrm/article/view/2439 |
| _version_ | 1797289279406211072 |
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| author | Vanessa Naidoo Morris Mthombeni Manoj D. Chiba |
| author_facet | Vanessa Naidoo Morris Mthombeni Manoj D. Chiba |
| author_sort | Vanessa Naidoo |
| collection | DOAJ |
| description | Orientation: Redressing gender inequality in the boardroom remains a persistent challenge for organisations, both globally and in South Africa.
Research purpose: The purpose of this study was to highlight the need for policymakers to ensure that efforts to redress gender inequality in the boardroom have a firmer, more ethical foundation based on exploring dimensions of sexisms.
Motivation for the study: Women continue to be under-represented in the boardroom. This study is concerned with determining whether benevolent sexism might provide some explanation for this form of gender inequality.
Research approach/design and method: A quantitative study was conducted, with 172 board members, C-suite executives, directors and senior managers of publicly listed companies completing a self-reported questionnaire and a survey that measured hostile sexism and benevolent sexism.
Main findings: The findings showed no significant difference between the different age categories in the sample. However, there was a significant difference in benevolent sexism between men and women, with women exhibiting higher scores, which was indicative of the condonation of benevolent sexism. The findings also showed a significant correlation between hostile and benevolent sexism, suggesting that benevolent sexism legitimises sexist behaviours.
Practical/managerial implications: Mechanisms to address gender inequality in the workplace need to be simultaneously clear and nuanced because of the deep psychosocial beliefs among men and women that constrain efforts to arrest gender discrimination.
Contribution/value-add: The pervasiveness of ambivalent sexism contributes to the persistent lack of gender diversity, particularly as it pertains to the condoning and perpetuation of sexist practices by both sexes. While no causation can be inferred, there is substantive corroborative research globally attesting to the effects of sexism on decision-makers’ actions in different contexts, including in South Africa. |
| first_indexed | 2024-03-07T19:01:36Z |
| format | Article |
| id | doaj.art-ab752103a64a4a45aaa1ac0c3f26429a |
| institution | Directory Open Access Journal |
| issn | 1683-7584 2071-078X |
| language | English |
| last_indexed | 2024-03-07T19:01:36Z |
| publishDate | 2024-02-01 |
| publisher | AOSIS |
| record_format | Article |
| series | SA Journal of Human Resource Management |
| spelling | doaj.art-ab752103a64a4a45aaa1ac0c3f26429a2024-03-01T13:28:31ZengAOSISSA Journal of Human Resource Management1683-75842071-078X2024-02-01220e1e1110.4102/sajhrm.v22i0.2439764The pervasive lack of gender diversity in the boardroom: The inconvenience of ambivalent sexismVanessa Naidoo0Morris Mthombeni1Manoj D. Chiba2University of Pretoria’s Gordon Institute of Business Science, JohannesburgUniversity of Pretoria’s Gordon Institute of Business Science, JohannesburgUniversity of Pretoria’s Gordon Institute of Business Science, JohannesburgOrientation: Redressing gender inequality in the boardroom remains a persistent challenge for organisations, both globally and in South Africa. Research purpose: The purpose of this study was to highlight the need for policymakers to ensure that efforts to redress gender inequality in the boardroom have a firmer, more ethical foundation based on exploring dimensions of sexisms. Motivation for the study: Women continue to be under-represented in the boardroom. This study is concerned with determining whether benevolent sexism might provide some explanation for this form of gender inequality. Research approach/design and method: A quantitative study was conducted, with 172 board members, C-suite executives, directors and senior managers of publicly listed companies completing a self-reported questionnaire and a survey that measured hostile sexism and benevolent sexism. Main findings: The findings showed no significant difference between the different age categories in the sample. However, there was a significant difference in benevolent sexism between men and women, with women exhibiting higher scores, which was indicative of the condonation of benevolent sexism. The findings also showed a significant correlation between hostile and benevolent sexism, suggesting that benevolent sexism legitimises sexist behaviours. Practical/managerial implications: Mechanisms to address gender inequality in the workplace need to be simultaneously clear and nuanced because of the deep psychosocial beliefs among men and women that constrain efforts to arrest gender discrimination. Contribution/value-add: The pervasiveness of ambivalent sexism contributes to the persistent lack of gender diversity, particularly as it pertains to the condoning and perpetuation of sexist practices by both sexes. While no causation can be inferred, there is substantive corroborative research globally attesting to the effects of sexism on decision-makers’ actions in different contexts, including in South Africa.https://sajhrm.co.za/index.php/sajhrm/article/view/2439sexismsambivalent sexismbenevolent sexismshostile sexismboardroom gender inequality. |
| spellingShingle | Vanessa Naidoo Morris Mthombeni Manoj D. Chiba The pervasive lack of gender diversity in the boardroom: The inconvenience of ambivalent sexism SA Journal of Human Resource Management sexisms ambivalent sexism benevolent sexisms hostile sexism boardroom gender inequality. |
| title | The pervasive lack of gender diversity in the boardroom: The inconvenience of ambivalent sexism |
| title_full | The pervasive lack of gender diversity in the boardroom: The inconvenience of ambivalent sexism |
| title_fullStr | The pervasive lack of gender diversity in the boardroom: The inconvenience of ambivalent sexism |
| title_full_unstemmed | The pervasive lack of gender diversity in the boardroom: The inconvenience of ambivalent sexism |
| title_short | The pervasive lack of gender diversity in the boardroom: The inconvenience of ambivalent sexism |
| title_sort | pervasive lack of gender diversity in the boardroom the inconvenience of ambivalent sexism |
| topic | sexisms ambivalent sexism benevolent sexisms hostile sexism boardroom gender inequality. |
| url | https://sajhrm.co.za/index.php/sajhrm/article/view/2439 |
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