Gender stereotypes and coping strategies for women in male-dominated industries. a case of the Rail Industry in Gauteng, South Africa

Abstract

Progress within the South African technical work environment regarding the eradication of gender stereotyping and the establishment of gender-neutral environments and gender equality in managerial positions has been disappointing. This research investigates the gender-specific challenges faced by women managers and the coping mechanisms they adopt in the male-dominated Transnet Freight Rail, South Africa. The study adopted a constructivism paradigm and utilised qualitative research framed by resilience theory. Purposive sampling was used to select 12 female managers at Transnet freight Rail Johannesburg, who participated in the study. Data collection was conducted utilising semi-structured interviews, and the data was analysed using thematic data analysis.

The study sheds light on both the advancements and ongoing obstacles experienced by female managers at Transnet Freight Rail concerning gender stereotypes. Despite the company's stated commitment to gender equity, female employees continue to face gender-based expectations and a lack of gender-sensitive facilities, such as separate restrooms. Some male colleagues may feel uncomfortable working under female authority figures, which can impede progress towards achieving workplace equity, even where policies exist. The research emphasises the importance of allocating resources and developing infrastructure to tackle these challenges, particularly in predominantly male-dominated industries. Strategies for navigating the system included embracing Affirmative Action Plans and pursuing additional education opportunities, enabling women to assert their managerial authority. While there have been notable changes in the representation of women in traditionally male-dominated positions, significant opposition remains. The study's findings highlight the importance of establishing more transparent policies and enhancing resource distribution to promote gender equality. Women continue to encounter difficulties in managing physical demands and work-life balance, especially during pregnancy, in workplaces that prioritise male employees. Recommendations to address these concerns include implementing structured mentorship programmes, establishing clear policies, and continuing with ongoing transformation initiatives.