Gender Stereotypes and Coping Strategies for women in male-dominated 

industries. A Case of the Rail Industry in Gauteng, South Africa 

 

A Mini Dissertation Submitted in Partial Fulfilment of the Degree of 

Master of Business Administration 

in the 

FACULTY OF ECONOMICS AND MANAGEMENT SCIENCE  

at the 

UNIVERSITY OF THE FREE STATE 

by 

Chuma Kobese (2019055587) 

Date: September 2024 

SUPERVISOR: Dr. Shingirayi Chamisa 

 



ii 

 

DECLARATION 

I, Chuma Kobese, declare that the contents of this research project are entirely my 

own. I have not shared this research project with any other students, have 

appropriately cited all sources, and have not submitted this document, either fully or 

partially, to any other educational institution. I am aware of the UFS's anti-plagiarism 

and academic dishonesty policy. 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Signature:         Date: 

 

 



ii 

 

ACKNOWLEDGMENTS  

I would like to express my gratitude to my Lord and Savior; the journey was 

challenging, but His love and wisdom sustained me during the tough times while 

conducting this research. I also extend my thanks to Dr. Shingirayi Chamisa for your 

invaluable assistance; this achievement would not have been possible without your 

expertise and guidance. I am grateful to my husband, Lekhoromo Boye, for his 

unwavering support, providing me with the time and encouragement needed to pursue 

this study, and to our son, Lulibo, who always wanted to join me for my online classes. 

I appreciate my colleagues for dedicating their time and participating in the research 

study, and I thank Transnet Freight Rail for allowing me to conduct the research within 

the organisation. Lastly, I want to acknowledge myself for persevering through the 

challenges along the way. 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 



iii 

 

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. 

Keywords: Gender stereotypes, Coping strategies, Male-dominated industries, 

Gender equality, Transnet Freight rail, work-life balance. 

 



iv 

 

Contents 

DECLARATION ........................................................................................................... ii 

ACKNOWLEDGMENTS .............................................................................................. ii 

ABSTRACT ................................................................................................................ iii 

LIST OF FIGURES ..................................................................................................... ix 

LIST OF TABLES ....................................................................................................... x 

CHAPTER 1 ............................................................................................................... 1 

INTRODUCTION AND BACKGROUND TO THE STUDY ......................................... 1 

1.1 Introduction .................................................................................................. 1 

1.2 Background of study ......................................................................................... 2 

1.3 Problem statement ............................................................................................ 4 

1.4 Research aim and objectives ............................................................................ 5 

1.5 Objectives of the study ...................................................................................... 5 

1.6 Research Questions ......................................................................................... 5 

1.7 Significance of the study ................................................................................... 6 

1.8 Limitations and Delimitations ............................................................................ 7 

1.9 Brief Literature Review ...................................................................................... 7 

1.10 South African female-gender research in male-dominated environment ........ 7 

1.11 Theoretical Framework ................................................................................. 10 

1.12 Conceptual framework .................................................................................. 11 

1.13 Research Methodology ................................................................................. 12 

1.14 Research Design .......................................................................................... 12 

1.15 Data Collection .............................................................................................. 14 

1.15.1 Data Collection Tool ............................................................................... 14 

1.15.2 Target population .................................................................................... 14 

1.15.3 Sampling and sample size ...................................................................... 15 

1.15.4 Pilot Study ............................................................................................... 16 

1.15.5 Data collection method ........................................................................... 16 

1.16 Data Analysis ................................................................................................ 17 

1.17 Research trustworthiness criteria .................................................................. 18 

1.18 Ethical Consideration .................................................................................... 18 



v 

 

1.19 Elimination of bias ......................................................................................... 19 

1.20 Chapter Summary ......................................................................................... 20 

CHAPTER 2 ............................................................................................................. 21 

LITERATURE REVIEW ............................................................................................ 21 

2.1 Introduction ..................................................................................................... 21 

2.2 Gender ............................................................................................................ 21 

2.3 Gender stereotypes ........................................................................................ 23 

2.4 Gendered stereotyping of Women in Male Dominated Industries ................... 24 

2.4.1 Physical body-based stereotyping ............................................................ 25 

2.4.2 Dynamics between dominant (male) and minority (female) groups .......... 26 

2.4.3 Informal interactions ................................................................................. 27 

2.4.4 Workplace surveillance ............................................................................. 28 

2.4.5 Sexual harassment ................................................................................... 28 

2.5 Resilience: theory and practice ....................................................................... 29 

2.6 Coping mechanism ......................................................................................... 31 

2.6.1 Feminine advantage ................................................................................. 32 

2.6.2 Adopting masculine qualities .................................................................... 33 

2.6.3 Mentoring .................................................................................................. 33 

2.6.4 Optimistic character .................................................................................. 34 

2.6.5 Recognition and success .......................................................................... 34 

2.7 Coping Strategies in the Context of South Africa Railways ............................. 35 

2.8 Thoughts on fighting gender stereotypes in male dominated environments ... 36 

2.8.1 Inclusive recruitment strategies ................................................................ 36 

2.8.2 Formulation and implementation of strong gender formal rules ................ 36 

2.8.3 Gender diversity and inclusion policy framework ...................................... 37 

2.9 Chapter summary ........................................................................................... 38 

CHAPTER 3 ............................................................................................................. 39 

RESEARCH METHODOLOGY ................................................................................ 39 

3.1 Introduction ..................................................................................................... 39 



vi 

 

3.2 Research paradigm: ontological, epistemological and methodological 

considerations ....................................................................................................... 39 

3.3 Research strategy ........................................................................................... 44 

3.3.1 Data collection tool ................................................................................... 44 

3.3.2 Target population ...................................................................................... 48 

3.3.3 Sampling and sample size ........................................................................ 49 

3.3.4 Pilot Study ................................................................................................. 50 

3.3.5 Data collection method ............................................................................. 50 

3.3.6 Data Analysis ............................................................................................ 51 

3.4 Research trustworthiness criteria .................................................................... 52 

3.4.1 Credibility .................................................................................................. 52 

3.4.2 Consistency/ dependability ....................................................................... 52 

3.4.3 Neutrality/ conformability........................................................................... 53 

3.4.4 Transferability ........................................................................................... 53 

3.5 Ethical Consideration ...................................................................................... 53 

3.6 Elimination of bias ........................................................................................... 55 

3.7 Chapter Summary ........................................................................................... 56 

CHAPTER 4 ............................................................................................................. 57 

DATA PRESENTATION AND ANALYSIS ................................................................ 57 

4.1 Introduction ..................................................................................................... 57 

4.2 Demographic information ................................................................................ 57 

4.3 Thematic analysis table................................................................................... 58 

4.4 The formal and covert organisational gender stereotyping of women managers 

at Transnet Freight Rail ........................................................................................ 60 

4.4.1 The provision of resources, infrastructure bias, and policy equity ............. 61 

4.4.2 Gender stereotypes at Transnet Freight Rail ............................................ 62 

4.4.3 Transformation driver and opposer at the Transnet Freight Rail ............... 64 

4.5 Determining female managers’ unique physical, work identity, and work-life 

balance needs which are used to disadvantage them at Transnet Freight Rail .... 66 



vii 

 

4.5.1 The physical and health-related difficulties women experience at Transnet 

Freight Rail ........................................................................................................ 66 

4.5.2 Discrimination and exploitation of women managers in the workplace ..... 68 

4.5.3 Balancing work-life for female managers at Transnet Freight Rail ............ 70 

4.6 Establishing coping strategies and resources that women managers at Transnet 

Freight Rail utilise ................................................................................................. 71 

4.6.1 Coping strategies for challenges of a gendered nature ............................ 71 

4.6.2 Supporting women managers’ resilience and addressing gender 

stereotyping ....................................................................................................... 73 

4.7 Conceptualising how negative stereotyping of women managers can be 

mitigated and coping strategies improved at Transnet Freight Rail ...................... 75 

4.7.1 Suggested measures for making women managers more resilient and better 

able to resist gender stereotyping ...................................................................... 75 

4.7.2 Making the working environment more women and women manager-friendly

 ........................................................................................................................... 76 

4.8 Chapter summary ........................................................................................... 78 

CHAPTER 5 ............................................................................................................. 79 

DISCUSSIONS, CONCLUSIONS AND RECOMMENDATIONS .............................. 79 

5.1 Introduction ..................................................................................................... 79 

5.2 Key findings .................................................................................................... 79 

5.2.1 Objectives 1: To identify the formal and covert organisational gender 

stereotyping of women managers at Transnet Freight Rail ............................... 79 

5.2.2 Objective 2: To determine female managers’ unique physical, work identity, 

and work-life balance needs which are used to disadvantage them at Transnet 

Freight Rail ........................................................................................................ 81 

5.2.3 Objective 3: To ascertain the coping strategies and resources that women 

managers at Transnet Freight Rail utilise .......................................................... 83 

5.3 Recommendations .......................................................................................... 84 

5.3.1 Limitations ................................................................................................. 84 

5.3.2 Recommendations for future studies ........................................................ 85 



viii 

 

5.4 Chapter summary ........................................................................................... 85 

References ............................................................................................................... 86 

Appendix A: Email Recruitment 

Appendix B: Interview Guide 

Appendix C: Research Approval Transnet Memo 

Appendix D: Ethics Approval Certificate 

Appendix E: Language editing confirmation 

Appendix F: Turnitin report 

 

 

 

 



ix 

 

LIST OF FIGURES 

Figure 1.1: Resilience as a process and outcome ................................................... 11 

Figure 1.2: Conceptual framework .......................................................................... 12 

Figure 2.1: Resilience as a process and outcome ................................................... 31 

 

 

 

 

 



x 

 

LIST OF TABLES 

Table 3.1: Paradigms and their components ........................................................... 41 

Table 3.2: Summary of different data collection methods and applicability .............. 45 

Table 4.1: Participants demographic information……………………………………….53 

Table 4.2 : Thematic analysis……………………………………………………………54 

 

 



1 

 

CHAPTER 1 

 INTRODUCTION AND BACKGROUND TO THE STUDY 

1.1 Introduction  

Traditionally, there are jobs that are thought of as, jobs for men and are naturally male-

dominated and jobs for women which are in turn female-dominated. Women in male-

dominated occupations face unique challenges and use distinct coping strategies 

affecting their motivation and retention in these occupations (Martin & Barnard, 2013). 

Therefore, when women enter jobs in predominately male-dominated environments, 

their presence elicits several reactions as this goes against the norm (Vogel, 2021). It 

therefore comes as no surprise that women in leadership roles working in male-

dominated fields have been reported to face significant gender-specific challenges 

such as insubordination, gender stereotyping, discrimination and lack of appreciation 

(Phiona, 2016; Vogel, 2021). The gender-specific challenges are informed by societal 

stereotypical gender assumptions (Martin & Barnard, 2013; Tabassum & Nayak, 

2021). Faced with the gender-specific challenges, women leaders resort to adopting 

coping mechanisms to enable them to navigate and mitigate the effects of the gender-

specific challenges in the male-dominated fields (O’Brien, Hanlon & Apostolopoulos, 

2023). The stereotyping and coping mechanisms adopted are complex, dynamic and 

context-specific; consequently, the impact on women managers’ performance and job-

retention is also complex, dynamic and context-specific and varies from one individual 

woman to another (Clarke, 2020).  

In Africa, gender stereotyping is a constant significant problem as the entry of women 

into male-dominated industries has remained low (Aneke, 2015); also, the coping 

mechanisms have largely been ineffective as retention of women in male-dominated 

industries is low (Alibhai, Buehren & Papineni, 2015; Aneke, 2015). The persistence 

of these problems demonstrates that little is known on how to mitigate gender 

stereotyping and improve coping strategies thus depriving male-dominated industries 

of “new and abundant” talent in the form of women. 

Given the above discussion, the current study intends to undertake an investigation 

into the central concepts of gender stereotyping, coping mechanisms and the effects 

of these dynamics on female mangers at Transnet Freight Rail, South Africa railways, 

which is a technical and male-dominated environment of national importance. This 

chapter serves as the introduction to the study and presents the background of the 



2 

 

study, the rationale for conducting the study, the aim and objectives of the proposed 

study as well as a brief literature and methodological discussion. 

 

1.2 Background of study 

Academic and corporate literature reports have noted a marked expansion in the 

overall contribution of women to the South African labour force; this increase is due to 

legislative initiatives and social awareness, which have improved access to education 

and employment for women (Dinkelman & Ngai, 2022; Kabeer, 2021; Vyas-

Doorgapersad & Bangani, 2020). Nevertheless, there has been disappointing 

progress within the South African technical work environment with regard to 

eradicating gender stereotyping and ensuring gender-neutral environments and 

gender equality in managerial positions (Hyde et al., 2020; Statistics South Africa, 

2021). 

Transnet Freight Rail is a leading player in the transportation and logistics sector in 

South Africa, with a specific focus on providing rail services. Despite endeavours to 

foster gender diversity and equitable opportunities, Transnet Freight Rail continues to 

consist out of mostly male employees, presenting significant gender-based obstacles 

for women in high-ranking roles (Mnyandu, 2018). Transnet Freight Rail's 

organisational culture is mostly dominated by males, which might unintentionally 

marginalise women in positions of leadership (Zuma, 2017). The conspicuous 

absence of women in high-ranking positions at Transnet Freight Rail is apparent, 

leading to gender disparities across the organisation (Malan, 2014). South Africa has 

enacted laws to support gender equality, including the Women Empowerment and 

Gender Equality Bill.  

 

Nevertheless, the difficulties in carrying out the implementation of the Women 

Empowerment and Gender Equality Bill continue to affect the gender dynamics of 

Transnet Freight Rail. The reason for the male-dominance is the highly physical nature 

of the rail sector and historical perceptions on the unsuitability of women to work in the 

rail industry which is highly physical in nature (Martin & Barnard, 2013). This male-

dominance in the South African rail industry is evident from the lowest levels on the 

organogram to executive management (Statistics South Africa, 2021). With regard to 

women in management, their representation continues to be extremely low; 



3 

 

specifically, women constitute 46.8% of the workforce, but their representation in 

managerial roles is limited to only 40.4% (Duvall, 2021). The representation of women 

in leadership roles, particularly at the senior level, continues to be disproportionately 

low. With regards to management positions, there has been an increase of women in 

the South African rail industry; however, the increase has been slow, and the industry 

has a marked low retention of female managers (Phiona, 2016; Statistics South Africa, 

2021). 

According to Yavorsky, Ruggs and Dill (2021) and Lai (2020), women are financially 

incentivised to enter fields that have traditionally been dominated by males. However, 

a worrying trend has emerged, indicating that women who go against the grain of 

traditional female professional paths and work in male-dominated fields generally end 

up reverting to female-dominated environments or positions that support “their 

position” as primary caregivers (Bridges, Wulff & Bamberry, 2023; Lekchiri & Kamm, 

2020). 

As articulated above, the transition and ultimate success and longevity of women 

managers in male-dominated sectors is fraught with challenges. The challenges 

generally are a function of social constructs and are reinforced by established gender 

norms and hierarchies within families and communities (Makarem & Wang, 2020).  

Despite policy initiatives at national level to advance gender parity and women’s 

empowerment, males continue to occupy the position of dominant gender within the 

conventional structure of the work environment (Coetzee & Moosa, 2020). 

Subsequently, policy development, while making advances in gender-parity, is 

handicapped by the fact that most policy makers are men; and decision-makers and 

influencers at the national level are primarily men (Akinlolu & Haupt, 2020). At the 

cooperate level, where decisions are profit driven, organisational structures and 

practices still do not accommodate women’s career paths or their demands to balance 

work and family life; thus there is an invisible architecture which disadvantages 

females (Naoum et al., 2020). The “invisible architecture,” refers to the male 

dominance in institutions which contributes to a culture of paying lip service as Public 

Relations (PR) obligations to gender empowerment initiatives, while nevertheless 

continuing with unwritten practices which disadvantage women. 

The literature on challenges faced by women in the workplace has also been 

predominately authored by men as academia and research are also male-dominated 



4 

 

sectors; this in turn can “compromise” the female narrative as men and women are 

fundamentally different with regards to perceptions in the work place and of the work 

place itself (Pillay-Naidoo & Vermeulen, 2023). The consequence is that women, to 

this day, continue to have gender challenges as initiatives to mitigate the gender 

challenges are influenced by flawed data from investigations done on women from a 

man’s perspective, which ignores the difference in gendered needs.  

 

1.3 Problem statement 

Gender stereotyping is a current and ongoing challenge which has been ineffectively 

dealt with in most male-dominated work environments, with devastating effects on 

individuals and organisations (Liu, 2022).  

While the literature on occupational coping mechanisms is available, Raghuram 

(2008) claims that there is a dearth of literature specifically on female experiences and 

coping mechanisms in male-dominated fields from a woman’s perspective. 

Furthermore, there is limited literature specifically on female experiences and coping 

mechanisms in male-dominated fields from an African perspective (Forkuor, Buari & 

Aheto., 2020; Mushi & Bujane, 2023); developed nation literature is not transferable 

to the African context due to radically different economic, social and cultural variables.  

The situation is worsened by the fact that longitudinal studies which track the evolution 

of gender stereotyping are complex since women do not often remain in male-

dominated jobs for an extended period; hence, information on the dynamic coping 

mechanisms is hard to produce (Priyashantha, De Alwis & Welmilla, 2023). The lack 

of information is evident in the adoption of poorly structured and ineffective cultures 

meant to mitigate the stereotyping and implement strategies to assist females in 

coping. The notion that the initiatives are not information driven is backed up by 

women’s continued low adoption of specific careers and the high career change from 

male-dominated work environments to more female friendly environments (Spinner et 

al., 2021). 

Failing to address the information gap in stereotyping and coping mechanisms for 

women in male-dominated fields has several adverse effects. The primary effect is 

that the work environment in male-dominated fields remains toxic for prospective 

female talent resulting in reluctance among women to join and remain in such 



5 

 

organisations; and if they do join, retention rates are likely to be low (Avolio, Chávez 

& Vílchez-Román, 2020; Bridges et al., 2023). 

 

1.4 Research aim and objectives 

The purpose of the proposed research is to investigate the gender-specific challenges 

faced by women managers in the male-dominated Transnet Freight Rail, South Africa 

railways fields. Additionally, it seeks to understand the strategies used by these 

women managers to stay motivated and succeed despite these obstacles. A manager 

is taken as someone who has a leadership role and has one or more people working 

under them (Maphanga, Mokoena & Isabirye, 2024). 

 

1.5 Objectives of the study 

The research objectives of the study will be as follows: 

• To identify the formal and covert organisational gender stereotypes faced by 

women managers within Transnet Freight Rail. 

• To determine female managers’ unique physical, work identity and work-life 

balance needs which are used to disadvantage them at Transnet Freight Rail. 

• To ascertain the coping strategies and resources that women managers at 

Transnet Freight Rail utilise. 

• To conceptualise strategies for mitigating negative stereotyping of women 

managers and improving coping mechanisms at Transnet Freight Rail. 

 

1.6 Research Questions 

The research questions of the study will be as follows: 

• What are the formal and covert gender stereotypes within the organisational 

culture regarding women managers at Transnet Freight Rail? 

• Which female managers’ unique physical, work identity and work-life balance 

needs are used to disadvantage them at Transnet Freight Rail? 

• What coping strategies and resources do women managers at Transnet Freight 

Rail utilise? 



6 

 

• How can negative stereotyping of women managers be mitigated and coping 

strategies improved at Transnet Freight Rail? 

 

1.7 Significance of the study 

The study holds management and academic significance. From a management 

perspective, the study identifies barriers faced by women in leadership roles in the rail 

and transport industries, revealing gender-based inequalities and biases. It also 

highlights the strategies women in leadership use to navigate various situations, 

providing insights into their resilience and adaptability. These insights from the study 

can be used by management to frame policies which mitigate gender stereotyping and 

enhance the effectiveness of coping strategies. Additionally, by examining and 

adopting these techniques, businesses can better understand the instruments that 

have the greatest influence on addressing gender stereotypes. Organisations can 

evaluate their existing culture’s support for coping strategies by creating an inclusive 

environment that promotes open discourse, embraces diverse perspectives, and 

ensures equitable opportunities. Implementing skill development programmes can 

improve coping mechanisms such as self-confidence and assertiveness. Advocacy 

and change are crucial for companies to become champions for transformative 

initiatives within their respective industries. The recommendations provided offer 

guidance for fostering coping mechanisms, potentially leading to better working 

conditions, gender equality, and overall well-being for women in South Africa’s railway 

industry. 

From an academic perspective, the study will act as a knowledge creation activity. 

Gender stereotyping and coping strategies are dynamic concepts, so while the study 

is cross-sectional, it will add knowledge to the longitudinal perspective of gendered 

stereotyping, as it adds upon the information available up to the year 2024. Also, while 

there is substantial literature on women in male-dominated environments, the overall 

focus on coping strategies is minimal (Bridges et al., 2020); this study seeks to address 

this gap by adding knowledge to this area. 

 



7 

 

1.8 Limitations and Delimitations 

The proposed study is limited to women managers at Transnet Freight Rail, South 

Africa railways and focuses only on gender stereotyping and the coping strategies of 

these managers.  

 

1.9 Brief Literature Review 

This section presents the preliminary literature on the subject. The review starts with 

a discussion of South African research on gender issues at work from a woman’s 

perspective in various male-dominated industries to obtain a comprehensive overview 

of pertinent issues. The literature review then deliberates on the theoretical framework 

and conceptual framework of the study.   

 

1.10 South African female-gender research in male-dominated environment 

Studies conducted in South Africa have examined gender issues in the workplace from 

a woman’s perspective, focusing on specific pre-defined phenomena such as: 

1. The relationship between work and home life for women in the workforce, 

as explored by Brink and De la Rey (2001), Mostert (2009) and (Van Aarde 

& Mostert (2008). 

2. Study on the life-role construction of career-oriented women conducted by 

Franks, Schurink and Fourie (2006). 

3. Van Den Berg and Van Zyl (2008) examined the levels of stress in high-

level career women across different cultures. 

4. The topic of women and affirmative action by Mathur‐Helm (2005). 

5. The challenges faced by female school principals in South Africa by Moorosi 

(2007). 

6. Gender differences in perceptions of workplace progression by Lloyd and 

Mey (2007). 

7. The career barriers faced by women engineers have been extensively 

studied by Du Plessis and Barkhuizen (2012). 

8. Women’s entrepreneurial self-efficacy has been studied by Urban (2010). 



8 

 

9. The workplace challenges faced by quantity surveyors in South Africa 

regarding gender and race were explored in a study conducted by Bowen, 

Cattell and Distiller (2008). 

Du Plessis and Barkhuizen (2012) conducted a study that examined the obstacles 

faced by female engineers in their career progression. Their findings align with global 

research, as they identified insufficient training and mentorship opportunities as the 

main obstacles to the inclusion of women in the field of engineering. The authors also 

reached the conclusion that gender discrimination stands as the most prominent 

psychological obstacle. In research conducted by Damaske (2011), it was discovered 

that women often transitioned from male-dominated to female-dominated occupations 

due to the negative psychological effects they experienced, such as gender 

stereotyping and discrimination in traditionally male fields. Feyerherm and Vick (2005) 

asserted that it is not uncommon for women in male-dominated occupations to 

experience feelings of bias and under-utilisation. 

Additional psychological barriers that hinder women from realising their full potential 

in occupations that are predominantly male-centred are connected to their own 

preconceived gender role expectations. The preconceived gender role expectations 

often revolve around women’s competence and societal expectations, which can 

contribute to feelings of inadequacy, low self-efficacy, and low self-confidence 

(Damaske, 2011; Lewis-Enright, Crafford & Crous, 2009; Mathur‐Helm, 2005; Shantz, 

Wright & Latham, 2011). Women who strive for success in male-dominated fields often 

face additional challenges due to the specific behavioural expectations associated with 

these occupations. In a study conducted by Davey (2008), it was discovered that 

female graduates perceive success in a male-dominated field as being both masculine 

and political. Thus, to thrive in male-dominated environments, women must adopt 

behaviours that may feel unfamiliar to them, as noted in previous research (Chovwen, 

2007; Du Plessis & Barkhuizen, 2012). In their organisational contexts, individuals are 

often expected to adopt assertive male characteristics and engage in competitive 

interactional styles. A study by Akingbade (2010) suggests that this can put women at 

a disadvantage. 

Other researchers have observed that the disparity in salaries, commonly known as 

the female-male pay gap, serves as a clear illustration of gender inequality and 

discrimination, impeding the advancement of women in their careers (Ashraf, 2007; 



9 

 

Feyerherm & Vick, 2005; Hicks, 2013). Consequently, women perceive a lack of 

recognition from their organisations, limited opportunities, and subsequently, a failure 

to receive appropriate compensation and positions that align with their abilities. 

In occupations that are predominantly male, men possess a greater abundance of 

resources and authority to perpetuate discriminatory practices, policies, and 

ideologies (Damaske, 2011; Mathur‐Helm, 2006). The seeming lack of concrete 

strategies to promote women’s empowerment in organisations could potentially be 

attributed to the prevalence of male-dominated and gender-biased management 

approaches as reported by Willoh (2020). In work environments that are predominantly 

male, there is a tendency to uphold a career progression model that favours men 

(Mathur‐Helm, 2006). This model associates performance with working extended 

hours and being physically present at all times which can be challenging for women 

due to the cultural obligation of being primary caregivers (Cha, 2013; Lewis-Enright et 

al., 2009). This behaviour, as highlighted by Harris and Giuffre (2010) and Lewis-

Enright et al. (2009), can be seen as a subtle form of marginalisation that affects 

numerous women who have family responsibilities. Cha (2013) further emphasises 

this point. Balancing the responsibilities of being the main carers in the family, along 

with the demands of work, can result in women feeling overwhelmed and struggling to 

manage their time effectively. This can put additional strain on women’s ability to 

achieve a healthy work-life balance. 

Davey’s (2008) study identified certain behaviours commonly associated with success 

in a male-dominated environment. These behaviours included engaging in political 

strategies, displaying assertiveness, engaging in deceitful tactics, focusing on 

personal gains, exhibiting excessive self-assurance, and manipulating others. Women 

in male-dominated environments often employ strategies such as seeking mentorship 

and embracing participatory leadership styles that emphasise qualities like 

compassion, fairness, and encouragement. These approaches align with their innate 

feminine tendencies (Chovwen, 2007). In contrast, female graduates in Davey’s 

(2008) study exhibited atypical masculine behaviour, such as self-interest and 

individualism, in order to thrive. Interestingly, certain viewpoints suggest that women 

may experience a negative impact on their sense of authenticity and work identity 

when they adopt typical male behaviours (Du Plessis & Barkhuizen, 2012). Thus, it 



10 

 

appears that women find themselves in a complex position of navigating and 

responding to masculine politics (Davey & Davidson, 2000). 

Women face significant challenges in entering historically male-dominated 

professions, as well as a lack of support and accommodation once they do. These 

factors contribute to an unappealing environment that hinders the recruitment and 

retention of women in these fields. In addition, a limited comprehension of the 

obstacles that women encounter and their strategies for navigating these settings 

could contribute to the limited integration and progression of women in traditionally 

male-dominated fields. 

 

1.11 Theoretical Framework 

The research is premised on the Resilience theory. The choice of the theory is 

informed by the need for resilience among women managers if they are to succeed 

and it encompasses all the different tactics, they employ to become resilient.  

The resilient theory has been applied to a wide array of management and social 

research within the work environment (Cooper et al., 2020; Hartmann et al., 2020; 

Labrague, 2021). The premise of the matured Resilience theory is that resilience is 

both a process and an outcome as demonstrated in Figure 1.1. 

Resilience, as defined in this framework, is a sequential process that leads to a certain 

outcome (Plimmer et al., 2022). The argument around the process and outcome of 

resilience theory is valid. Resilience theory research focuses on three interconnected 

components: mediating variables, outcomes, and adversity (Aburn et al., 2020). 

Resilience, as defined in this framework, is a sequential process that leads to a certain 

outcome. The primary focus of resilience research is on the mechanisms that mediate 

this process. 

 

 

 

 

 

 

 

 



11 

 

 

 

 

 

 

 

 

 

 

 

Figure 1.1: Resilience as a process and outcome                                                    

(Source: Van Breda, 2018) 

 

The resilience theory is applicable to this study as it enables the recognition of 

stereotyping challenges as adversities. Coping strategies are then conceptualised as 

mediating processes. The coping strategies are then also viewed as components of 

the resilience process. The better-than-expected outcome would then be women 

managers staying in their workplace, having less stress and excelling; this would then 

be resilience as an outcome. 

 

1.12 Conceptual framework 

 

 

 

 

 

 

 

 

 

 

Figure 1.2: Conceptual framework 

(Source: Authors own conceptualisation) 

Resilience as a process 

Better than expected 

outcome. 
Adversity Mediating process 

Resilience as a 

process 

Step 1 

Women specific challenges in 

male-dominated occupations 

Step 2 

Coping/resilience mechanism by 

women 

in male-dominated occupations 

Step 3 

Gender stereotype mitigation and coping strategies at Transnet 

Freight Rail. improvement 



12 

 

The conceptual framework as shown in Figure 1.2 details that the study will first 

investigate the unique challenges women face in male-dominated occupations. These 

challenges can include deficient physical and nonphysical resources, biased policies 

and therefore operationalisation of gender-neutral work environments, spillover of 

stereotypical gender roles and expectations that relate to women and lack of real 

transformation because of male resistance and prejudices. After identifying the 

challenges, the coping/resilience mechanism by women in male-dominated 

occupations such as physical and health related difficulties women experience, 

negative work-identity perceptions and work-life balance. An analysis of Step 1 and 

Step 2 lead to Step 3 which is the conceptualisation of better stereotype mitigation and 

coping strategy improvement. 

The steps of the conceptual framework align with the resilience theory as Step 1 is 

adversity. Step 2 is the Mediating process and Step 3 is Better than expected outcome. 

 

1.13 Research Methodology 

Research methodology details every stage of the research process and provides 

justification for the choice of specific techniques and strategies. The research design 

details data collection, data analysis, ethical considerations and research quality.  

 

1.14 Research Design 

A research design is a structured plan that guides a researcher's observation and 

interpretation of phenomena (Babbie & Wagenaar, 2017; Sileyew, 2019a). A research 

design is a methodological approach employed to gain a comprehensive 

understanding of an issue within its real-life context. It encompasses the strategic 

planning of the study, including considerations such as the study's location, sample 

selection, data collection, and data analysis (Creswell & Clark, 2017).  

Research is guided by ontology and epistemology foundations (Varpio & MacLeod, 

2020). Ontology explores the fundamental aspects of reality and existence. It helps 

researchers in comprehending the phenomena present in the domain they investigate. 

Ontological concerns in research paradigms influence the researcher's viewpoint of 

the fundamental nature of phenomena and their interconnectedness (Boon, Orozco & 

Sivakumar, 2022). Epistemology is concerned with the fundamental nature of 



13 

 

knowledge and the process by which it is obtained (Dalton, Wolff & Bekker, 2022). It 

explores inquiries about the extent of knowledge and the methods by which it may be 

acquired. Epistemological factors impact the methodologies and procedures that 

researchers use to acquire knowledge. 

Within the ontology and epistemology foundations, paradigms are comprehensive 

frameworks that direct research, including ontological and epistemological viewpoints 

(Morss, Lazrus & Demuth, 2021). Positivism is characterised by its alignment with an 

objective understanding of reality and a reliance on factual evidence for knowledge 

(Leigh & Brown, 2021). In contrast, constructivism tends to embrace a subjective 

understanding of reality and an interpretative approach to acquiring knowledge while 

interpretivism is principally focused on the interpretation and comprehension of human 

behaviour and social processes (Ugwu, Ekere & Onoh, 2021). The concept highlights 

the significance of individual interpretations, linguistic expressions, and situational 

circumstances in influencing societal perceptions. Research paradigms serve as a 

framework that guides researchers in their approach to investigations, impacting their 

selection of methodologies and understanding of findings (Allan, 2020; Babbie & 

Wagenaar, 2017).  

The proposed study will adopt constructivism as the aim is to understand a subjective 

concept, gender stereotyping, and the coping mechanisms of women in male 

dominated environments. Constructivism is selected over interpretivism as 

constructivism extends to the broader concept of reality as a socially constructed 

phenomenon.  

In line with the constructivism paradigm, the research will adopt a qualitative research 

approach (quantitative approach is more suited to positivism and therefore not 

applicable to the current research which is based on lived experiences and opinions). 

The qualitative approach is suitable for the current research as it allows for in-depth 

exploration, adjustment of unclear data for accuracy, and the development of a 

comprehensive understanding of human experiences within specific contexts. This 

approach will enable the study to reflect unique perspectives and interpretations. The 

research will also make use of Transnet Freight Rail as a case study, an approach 

which is complementary to the information presented above. 

 



14 

 

1.15 Data Collection 

Data collection is a comprehensive process which includes, i) the data collection tool, 

ii) the sample on which the tool will be applied and iii) the process of application of the 

data collection tool. 

 

1.15.1 Data Collection Tool  

For the purpose of gathering information, qualitative research may make use of 

methods such as surveys, interviews, focus groups, and observations (Hennink, Hutter 

& Bailey, 2020). 

Interviews using a semi-structured format will be used for the research. Focus groups 

are not suitable as some of the information to be gathered may be personal and 

sensitive in nature, potentially inhibiting open discussion in a group setting. 

According to DiCicco‐Bloom and Crabtree (2006), semi-structured interviews consist 

of a sequence of pre-determined questions that are posed by the interviewer as 

questions to the respondent. Due to the fact that the questions are open-ended, the 

interviewer is able to respond to the question using their own words (Adeoye‐Olatunde 

& Olenik, 2021). It is possible for the interviewer to ask questions that are based on 

the replies that the respondent has supplied, or they may provide auxiliary questions 

in order to get further levels of explanation. 

Furthermore, Magaldi and Berler (2020) assert that semi-structured interviews also 

provide the opportunity to explore by means of the use of follow-up questions, which 

enables the exploration of the autonomous thinking of each person. Interviews that 

are semi-structured were chosen because, in comparison to interviews that are 

unstructured, they are much more time efficient (Kakilla, 2021). Also, semi-structured 

interviews guarantee that all of the essential questions are asked over the course of 

the interview, which is carried out with the aid of questions that have been prepared in 

advance (Galletta, 2013). 

 

1.15.2 Target population 

A target population is a group of elements or causes whether individuals, objects, or 

events that conform to specific criteria and to which the intention is to generalise the 



15 

 

results of the research (Rehman & Alharthi, 2016). The target population in this study 

are the women managers at Transnet Freight Rail Johannesburg, between the aged 

18 to 65 years, aligning with the legally recognised employment age bracket in South 

Africa.  

The target population of this study is five thousand women managers at Transnet 

Freight Rail Johannesburg.  

 

1.15.3 Sampling and sample size 

As defined by Thompson (2012), a sample is a subset of the target population that is 

typical of the whole population that will take part in the study. When doing qualitative 

research, it is not possible to include the whole target population that is being studied 

(Lakens, 2022). Therefore, it is essential to select samples that are representative of 

the population and that make it possible to gather data.  

According to Acharya et al. (2013), the process of selecting participants, which is 

known as sampling, may be categorised as either probability or non-probability 

sampling. In the course of this investigation, non-probability sampling, more especially 

purposive sampling, will be used. According to Campbell et al. (2020), purposeful 

sampling is the process of selecting a sample in a manner that not random but is 

instead based on certain qualities (inclusion criteria) that the sample has and that align 

with a particular objective. The inclusion criteria for the study are as follows: i) the 

participant must be a female manager at Transnet Freight Rail, and ii) must have more 

than five years of managerial working experience at Transnet Freight Rail (low, middle, 

or executive management) to ensure that the sample has sufficient exposure to the 

systems and culture of Transnet Freight Rail. 

For the purpose of this research, the sample size will consist of 12 female managers 

who are employed by Transnet Freight Rail Johannesburg. These managers will be a 

mix of four (4) Executive Management, four (4) Middle Management, and four (4) 

supervisors. According to Aguboshim (2021) and (Mwita,2022), the saturation of the 

sample size is the guiding principle in qualitative research. The saturation point for the 

study is twelve female managers from Transnet Freight Rail. This is because from 

each managerial level four respondents are selected and additional respondents may 

not yield any novel themes in the data collection process.  



16 

 

1.15.4 Pilot Study 

Research experience is important to enable smooth data collection (In, 2017). A pilot 

study is an exercise done prior to the actual research with the aim of testing the data 

collection instrument and data collection method (Thabane, Ma, Chu, Cheng, Ismaila,  

Rios, Robson, Thabane, Giangregorio & Goldsmith, 2010). Additionally, the pilot study 

serves as a training ground for the researcher to become familiar with the methodology 

and identify any potential problems that may arise, so that they can make necessary 

corrections (Pearson et al., 2020).  

A pilot study with one respondent will be conducted before the interviews of the 12 

respondents that form the sample. The pilot study will utilise an interview conducted 

through Teams or Zoom, with face-to-face interaction preferred. A tape recorder will 

be utilised to ensure accurate documentation and facilitate the examination of the 

researcher's probing techniques and verbal responses. The information from the pilot 

run will not be utilised in the final data analysis. 

 

1.15.5 Data collection method 

After the pilot study has been conducted and necessary adjustments made, the 

interviews with the 12 female managers will then be conducted. The interviews may 

be facilitated on any video calling platform, for example, Zoom or Microsoft Teams or 

a physical face to face interview. However, the preference of the researcher is face to 

face interviews to enable the researcher to get a full view of the respondent. The 

interviews will be voice recorded after obtaining permission from the participants. 

Each interview will begin with greetings and pleasantries followed by the researcher 

informing the respondent of the aim and objectives of the study. The respondent will 

be informed of the ethical considerations of the study including the assurance of 

anonymity as well as the right to stop participation at any point. The respondent will 

be informed that the interview will be voice recorded. The interview will then start with 

the researcher asking questions and probing to fully understand the responses of the 

respondent. 

Following the University of Free State's approval of the ethical clearance, the recruiting 

process will get underway. A formal letter will be written to the gatekeeper of Transnet 

Freight Rail, who is the Managing Director, in order to request permission. The letter 

will include extensive information about the study's title, purpose, aims, and 



17 

 

techniques. After receiving approval from the gatekeeper, an internal message will be 

issued to the female managers at Transnet Freight Rail, asking all those who meet the 

inclusion requirements to participate in the event. The researcher will then be provided 

with the emails and phone numbers of all individuals who will have provided positive 

replies and shown interest in taking part in the study. This will allow the researcher to 

schedule a convenient time and date for the interview, ensuring that the respondent is 

physically available. It will be up to the responder to decide whether they would want 

to do the interviews in person or virtually. All correspondence will be conducted via 

electronic mail. 

 

1.16 Data Analysis  

Q2ualitative data is primarily analysed by content analysis, narrative analysis, and 

an2alytic induction. This study will utilise thematic analysis.  

The2matic analysis will be used to transcribe and analyse the collected data according 

to the2 Braun and Clarke (2006) methodology following the steps below: 

1. Step one: transcription and the researcher looking over the transcripts of the 

interviews to get familiar with the main data. 

2. Step two: After becoming acquainted with the data, the researcher will create 

preliminary codes to assist in arranging the gathered information in a way that 

addresses the different study questions and goals in a meaningful and 

methodical manner.  

3. Step three: When codes are created, the researcher looks over the codes to 

find patterns that include noteworthy data in order to look for themes. 

4. Step four: After generating the themes mentioned in step three above, they are 

examined to make sure they make sense and relate to the goals of the study. 

5. Step five: Defining, honing, and establishing the link between each subject and 

the others. 

6. Step six: After discussion and interpretation of the study results, an analytical 

comprehension report will be created. The goals and objectives of the research 

will be kept in mind throughout this procedure.  

This procedure guarantees a methodical and thorough approach for examining 

qualitative data and deriving significant insights. 



18 

 

1.17 Research trustworthiness criteria 

Qualitative research focuses on trustworthiness as a central quality criterion. 

Trustworthiness is measured by four criteria: credibility, reliability, confirmability, and 

transferability (Adler, 2022). 

Credibility indicates the study's background and findings have been adequately 

planned and executed and are therefore acceptable (Rolfe, 2006). Triangulation, 

debriefing, continuous contact, and member verification will be utilised to boost 

credibility. Transferability is the applicability of research findings to comparable 

contexts (Elo et al., 2014). Transferability will be ensured by a thorough and complete 

description of all stages and aspects of the study in the research report.  

Confirmability involves impartiality and accuracy of the research report (Johnson, 

Adkins & Chauvin, 2020). The research will document all the steps of the study as well 

employ triangulation through observation, interviews, and other literary sources. 

 

1.18 Ethical Consideration 

Ethical consideration forms an integral part of research as it ensures conformity to 

legal and moral standards (Pietilä et al., 2020). The research will focus on four ethical 

components as detailed below: 

Every research must have the permission of critical stakeholders (Bos, 2020). The 

proposed research will only start when the researcher has obtained permission from 

UFS through the ethical committee and the academic supervisor. The data collection 

will only start after approval by the institutional gatekeeper. 

Informed consent entails providing all details to participants in a study to ensure that 

they know what to expect and they agree to participate having received all the relevant 

information (Drolet et al., 2023). The research will ensure that the gatekeeper and the 

respondents are informed verbally and through written documentation of the aim of 

the study, the procedure and the expected outcomes. Also, before the interview starts 

the respondents will again be told of the aim and process of the study and will be 

asked to confirm that they understand the aim and process of the research, and 

acknowledge that their participation is voluntary having been informed of the study 

components. 



19 

 

Another critical ethical component is to ensure that no harm comes to the 

participants (Cascio, Weiss & Racine, 2021). The study will utilise gender, race, sex 

and ethnic neutral language. Additionally, all the components of the research are 

critiqued by a second person (Supervisor) to ensure that the research does not harm 

anyone. Furthermore, the researcher will also read to the participants their rights as 

research participants to ensure there will be no infringement of rights. Finally, the 

collected data will be utilised only for the intended purpose and the names of the 

respondents will remain confidential. 

The researcher will also ensure confidentiality and anonymity (Hoft, 2021). The 

researcher will not collect or record the names or any personal information of the 

respondents to ensure anonymity. Furthermore, only the researcher will have access 

to the raw information/data, which will be kept in a secure location. The information 

will be destroyed five (5) years from the day of collection. 

 

1.19 Elimination of bias 

Research bias is a critical concern in any research endeavour. Research bias is any 

systematic (intentional or unintentional) error that can be introduced during the 

planning, execution, or analysis of a study and compromise the quality of the research 

findings (Smith & Noble, 2014). There are several common types of research bias that 

can significantly impact the validity of a study. These include selection bias, 

confirmation bias, publication bias, and measurement bias (Popovic & Huecker, 2021).  

The researcher is a female and works at Transnet Freight Rail, hence research bias 

is a concern. The researcher will adopt the following strategies to mitigate research 

bias: 

Detailed Recordkeeping: the researcher will record every aspect of the research, 

thus creating a comprehensive record to improve traceability and transparency (Sica, 

2006). 

Honest Reporting: the researcher will endeavour to be honest in all the stages of the 

research and acknowledge potential biases as transparency promotes credibility 

(Krishna, Maithreyi & Surapaneni, 2010). 



20 

 

Overview and supervision: the work will be conducted under the supervision of an 

independent researcher in the form of an academic supervisor hence any bias will be 

identified and corrected. Additionally, multiple independent researchers in the form of 

research colleges will review the questions and coding of the data as this fosters 

diverse perspectives and helps minimise individual biases (Gerhard, 2008). 

External Review: the work will be reviewed by more than one external reviewer after 

passing internal review as an external perspective can provide valuable insights and 

identify potential biases. 

Research best practice: the research will adopt a thorough research plan informed 

by literature to ensure that the study includes clear objectives and methodologies. A 

well-defined plan helps in maintaining focus and reducing biases (Hammersley & 

Gomm, 1997). 

 

1.20 Chapter Summary 

The current chapter provides an overview of the research background, provides the 

problem statement, defines the research questions, outlines the study's aims and 

objectives, and introduces and defines the relevant terms utilised in the research. The 

current chapter includes a discussion of the relevant theoretical frameworks employed 

by the researcher as well as an outline of the approaches used to comprehensively 

address all ethical issues. 

The next chapter, Chapter 2, is the Literature Review and will focus on the literature 

relevant to the objectives of the study. 

 



21 

 

CHAPTER 2  

LITERATURE REVIEW 

2.1 Introduction 

Chapter 2, the literature review, provides a critique of existing literature on women’s 

stereotyping and coping strategies, with a focus on addressing the objectives of the 

study. The literature review contributes to the current work by detailing what is known, 

identifying gaps in the literature and demonstrating how all these concepts are 

integrated into the current work. 

Section 2.2 of the literature delves into gender as the central theme of this work; 

gender’s societal origins and how these societal constructs manifest within the 

workplace. Section 2.3 then examines how women cope with the gendered 

stereotypes in the work environment. The theoretical framework as well as how it 

applies to the study is discussed Section 2.5. Section 2.4 frames the gender 

stereotyping and coping from a resilience perspective in line with the theoretical 

premise of the study. Section 2.6 then looks at some methodologies from the literature 

which have been proposed to combat gendered stereotyping and enhanced coping 

mechanisms.  

 

2.2 Gender 

Gender is not an objective concept like sex but is a societal creation based on the 

differences between biological males (male) and biological females (females) 

(Lindqvist, Sendén & Renström, 2021). Humans are not born with a gender but they 

“normally” grow into “their” gender (Helgeson, 2020). To illustrate, young babies will 

play with a toy irrespective of it being a toy car or baby. Only after a certain age and 

being continuously told by society (parents, uncles, aunts, neighbours) that boys play 

with cars (masculinity) and girls play with dolls (femininity) do young boy tend to 

gravitate towards playing with cars and young girls preferring bright coloured dolls 

(Acker, 2020). The young male human has grown into his gender of being a man and 

the young female has grown into her gender of being a woman. Young humans are 

channelled into their respective genders based on their sex by the society around them 

(Bhattacharjee, 2021). This illustrates a fundamental connection between sex and 

gender, showing societal expectations placed on individuals of a particular sex to 

conform to gender norms. Even when individuals may not personally align with 



22 

 

stereotypical gender preferences, societal pressures often compel them to conform to 

these norms in order to be accepted (Acker, 2020). 

Gender is a collection of social norms it is then incumbent on those who associate with 

a specific gender to act in a certain way and segregate those who do not conform to 

their gender’s norms (Hodgson, 2022). It is exactly this protection of a gender profile 

that complicates the lives of women in male-dominated work environments (Gartrell, 

2022). Gender is a sword that cuts both ways there are those who are victimised for 

not belonging to a gender but wanting to be part of the gender, and those who act by 

victimising yet they do not believe that it is right, but still victimise because the norm is 

to act that way (Timmermans et al., 2019). It is also critical to note that gender imparts 

unequal gains and risks. To illustrate, men generally benefit from being male in terms 

of say, higher salaries, however they carry a higher risk of death in wars (Gartrell, 

2022). 

The discussion on gender then leads to a definition by Connell (2009, p11) that this 

study will adopt: 

“Gender is the structure of social relations that centres on the reproductive 

arena, and the set of practices that bring reproductive distinctions between 

bodies into social processes.” 

Here are some significant implications that arise from this definition. Gender, similar 

to other social structures, possesses multiple dimensions; it encompasses not only 

elements of labour, authority, identity, or sexual orientation, but all of these 

simultaneously (Kreimer, 2004; Connell, 2020). Gender patterns can vary significantly 

between cultural contexts, but they are still "gender" patterns (Best & Williams, 2001; 

Kamenou, 2020). The difference in genders in different cultures limits the applicability 

of gender studies from one culture to other cultures. The ability of structures to 

influence individual behaviour causes gender arrangements to appear static because 

they are socially rather than biologically reproduced (Roxas & Stoneback, 2004; 

Dzansi, 2022). However, gender arrangements are in a constant state of flux, due to 

the fact that human behaviour generates novel circumstances and structures develop 

crisis inclinations. Ultimately, gender has a past and potentially a future as gender 

rules and norms are dynamic, being influenced by variables which cannot be 



23 

 

predicted; hence, it is impossible to predict what gender will look like in the future 

(Dzansi, 2022). 

 

2.3 Gender stereotypes 

Gender stereotypes, is defined by scholars, as encompassing societal constructions 

that ascribe particular qualities and competencies to individuals on the basis of their 

sex, thus implying their suitability for diverse professional and societal positions 

(Heilman, 2012; Ellemers, 2018). The origins of these stereotypes can be traced back 

to old ideas and concepts of masculinity and femininity, which are perpetually 

reinforced through gender-specific behaviours and unequal representation in positions 

of authority and social standing (Mashilwane, 2019; Kray & Kuipers 2020). 

Pervasive stereotypes pose a dual-edged weapon, particularly for women seeking 

entry into traditionally male-dominated professional spheres. According to Eagle 

(2023), a prevalent preconception places women at opposite extremities of a 

continuum separating sociability and competence. The existence of this dichotomy 

frequently places women in a precarious position within the dynamics of the work 

environment especially with respect to leadership, as competence may be interpreted 

as aloofness, whereas amiability may suggest an absence of competence (Lindqvist 

et al., 2021). Males are frequently perceived as competitive and assertive leaders due 

to argentic characteristics such as ambition and dominance (Kinicki & Kreitner, 2009; 

Kray & Kuipers 2020). Finch and Groves (2022) on the other hand assert that, women, 

who possess communal qualities such as a focus on relationships and sensitivity to 

others, are frequently confined to positions that emphasise nurturing and cooperative 

qualities. 

The consequences of these stereotypes manifest as a perceptible gender bias in 

organisational environments, where there are numerous systemic obstacles that 

impede the advancement of women to leadership positions (Clarke, 2020). The 

advancement of women to higher positions is impeded by preconceived conceptions; 

qualities such as assertiveness and resilience, which are frequently praised in male 

leaders, but are stigmatised when demonstrated by female leaders (Cooper et al., 

2021). The prevailing social convention that values composure and friendliness in 

women over confidence and authority in men sustains a gendered discourse that 



24 

 

diminishes the capabilities and potential of women in positions of leadership. In 

industries dominated by men, for instance, women's assertiveness may be 

misinterpreted as aggressive, whereas men's equivalent conduct is commended as 

assertiveness (Caleo & Halim, 2021). 

The persistence of gender stereotypes hinders the advancement of women and 

confines men to inflexible masculine standards, emphasising the urgency to 

deconstruct these old concepts (Tiwari, 2023). The establishment of a cultural 

environment that questions and reinterprets these gendered narratives has the 

capacity to generate an equal professional environment in which individuals are valued 

and recognised for their aptitude and ability to lead, without being constrained by 

gendered stereotypes (Tabassum & Nayak, 2021). 

 

2.4 Gendered stereotyping of Women in Male Dominated Industries  

The central theme of this section is to inquire into and critique the challenges faced by 

women in male dominated work environments. While very informative, it does not 

specifically address the challenges faced by women managers in a heavy industry like 

Transnet Freight Rail which is also a public entity. The entry of women into traditionally 

male work environments can be conceptualised as gender rebellion; this rebellion 

often faces significant resistance which the women then experience as challenges. 

Nevertheless, despite the resistance, a noticeable trend towards gender inclusivity is 

evident in many countries, driven by legislative advancements like the Employment 

Equity Act of 1998 in South Africa. 

The integration of women into sectors that have historically been dominated by males 

can be attributed to a combination of factors, including rising levels of education, 

legislative reforms, and changing societal expectations. The entry of women into these 

domains, frequently prompted by their strong credentials, represents a departure from 

traditional gendered career structures (Broadbridge & Fielden, 2020). Upon 

examination of the roles they hold, an array of positions becomes apparent, spanning 

from entry-level to executive leadership. However, as one ascends the organisational 

hierarchy, the representation of such roles diminishes considerably (Schock et al., 

2019). Numerous studies have consistently demonstrated that women who enter 

traditionally male-dominated sectors, including manufacturing, construction, and 



25 

 

professional and business services, frequently possess credentials that are on par 

with, if not surpassing, those of their male counterparts (Jackson, 2022; Johnson, 

2020; Catalyst, 2023). The integration of women into leadership positions in 

traditionally male-dominated domains elicits a range of responses. The reception 

these trailblazing female leaders receive is frequently marred by gender stereotypes, 

which places an additional psychological burden on them (Ely & Meyerson, 2022). 

Gendered stereotypes in male dominated industries is a complex and multifaceted 

phenomenon and will be discussed under the following themes; i) physical body based 

stereotyping, ii) dynamics between dominant (males) and minority (females) groups, 

iii) Informal interaction on worksites, iv) workplace surveillance, and v) sexual 

harassment in the skilled trades (Adusei, 2022). 

 

2.4.1 Physical body-based stereotyping 

Women are called weak, a demeaning gender stereotypical phrase, due to their 

phenotype and thus deemed unsuitable in some physical occupations due to 

hegemonic masculinity. Hegemonic masculinity, as discussed by various researchers, 

operates by excluding and asserting superiority of male bodies over female types of 

bodies in physical work environments (Smith et al., 2013; Kamenou, 2020). In their 

work Payne and Smith (2016), present the argument that male-dominated 

environments serve as spaces where individuals create and perpetuate a specific form 

of masculinity, using the physical characteristics of the male body to justify the act of 

excluding women. According to various studies, the trade and heavy industries which 

are historically male dominated tend to perpetuate the notion that individuals who do 

not conform to traditional masculine stereotypes are deemed inferior and incapable of 

handling physically demanding or dirty tasks (Menches & Abraham, 2007; Kamenou, 

2020). The construction worker's body is typically associated with characteristics such 

as being male able-bodied, and heterosexual, hence entry by women is resisted based 

purely on the assumption that their body is not able to handle the heavy physical work 

(Smith et al., 2013). Additionally, there is a social expectation that all employees will 

adhere to these norms. Individuals who deviate from societal norms, whether due to 

their gender, sexual orientation, ethnicity, disabilities, or perceived vulnerability, often 

face resistance and exclusion. Connections can be observed between these cultural 

norms concerning the male body and unionism (Harris, 2022). 



26 

 

Historically, there have been attempts to enhance the standing and compensation of 

trade occupations, which were often linked to male worker unionism (Klausen, 1999; 

Jackson, 2022). The development of masculine identity within the skilled trades can 

be traced back to the historical struggles of working-class men. As part of this struggle, 

men have sought to establish their superiority over women as a means of justifying 

their higher wages (Chase, 2017). Within the context of working-class discourse, 

individuals who are perceived as tough and masculine often associate their identity 

with performing what they consider to be "authentic" work. Consequently, they may 

feel a sense of insecurity or apprehension if women are perceived as capable of 

performing tasks that they consider to be exclusively within their domain (Young, 2011; 

Jackson, 2022). This is consistent with concerns that the involvement of women may 

diminish the prestige of the job, potentially leading to lower compensation. 

 

2.4.2 Dynamics between dominant (male) and minority (female) groups 

Minorities have always been disadvantaged by virtue of non-superiority in number. 

The work environment is no different as women are a minority in a male-dominated 

environment (Whittock, 2002; Kanter, 2022). The concept of tokenism is utilised to 

mean a minority, and in male-dominated work environments, women are tokens. 

Tokens, by their small number are susceptible to high visibility, polarisation, and these 

contribute to their marginalisation (Koenig, 2020). The theory of marginalisation 

provides an explanation for the increased visibility of women as well as their limited 

inclusion in social networks within organisations and job sites. Frequently, the 

dominant group justifies this exclusion by engaging in a process known as polarisation, 

which involves highlighting gendered differences (Lewis, 2020). It has been observed 

that certain dominant masculine cultures tend to reject women by virtue of being 

different sexually, as they do not conform to their established norm, resulting in the 

marginalisation of women (Denissen, 2010; Hunte, 2016; Lewis, 2020). This serves 

as a justification for their exclusionary practices.  

Extensive research has shown that cultures with a predominantly male presence tend 

to exhibit hostility towards women as minority groups when it comes to their 

involvement in physical and heavy occupations (Lewis, 2020). The implementation of 

exclusionary practices allows males to subject women to heightened scrutiny, leading 

to criticism, hostility, and the use of derogatory and sexualised humour. In their study, 



27 

 

Kelly (2015) delves into the prevalence of casual sexism and racism in work 

environments, revealing that gender stereotyping behaviours such as sexist jokes, 

indecent behaviour, and negative comments have become normalised (Fielden et al., 

2000; Hunte, 2016; Ibáñez, 2016; Litzky,2020). According to Hunte's (2016) study, 

women may be able to address and overcome instances of sexist and racist bias from 

their co-workers. However, when faced with a group that has made a collective 

decision to exclude them based on cultural practices, it becomes extremely 

challenging to change the hostile atmosphere (Litzky, 2020). 

 

2.4.3 Informal interactions 

While organisational policy may or may not be discriminatory, the majority of 

discrimination is encountered in informal everyday interactions. Informal interactions 

lead to the formation of a social network known as a boys’ club culture, as described 

by Kelly (2015). It has been observed that certain individuals, particularly women, may 

seek acceptance into these boys’ clubs by displaying an interest in traditionally male-

dominated activities such as cars and football (Wright, 2016; Gatrell, 2022). This 

behaviour can be seen as a way for individuals to conform to societal norms and 

expectations regarding gender roles (Smith et al., 2013). It is frequently necessary to 

minimise the expression of femininity and adopt masculine behaviours and attire 

(Wright, 2013; Hernandez, 2022). 

According to Denissen (2010), women who integrate themselves into male-dominated 

spaces challenge traditional gender norms by erasing the distinctions between 

genders in terms of physicality and identity. It is evident that women find themselves 

in a complex situation, where they are expected to maintain their femininity while also 

conforming to masculine norms (MacIsaac & Domene, 2014; Ibáñez, 2016; 

Hernandez, 2022). Alternatively, practices such as protective paternalism can be seen 

as a form of benevolent sexism, where women are assigned roles that are traditionally 

associated with their gender, such as lighter duties or tasks considered feminine 

(Taylor et al. 2015; Jackson, 2020). Behaviours that aim to protect individuals can 

hinder their learning and growth, leading them to appear incapable and having their 

skills undermined. This has been discussed by various researchers (Denissen 2010; 

MacIsaac & Domene, 2014; Kelly 2015; Hunte 2016; Acker, 2020). 

 



28 

 

2.4.4 Workplace surveillance 

The literature has highlighted the emergence of surveillance of women workers in the 

trades workplace as a significant stereotype issue in male-dominated work 

environments (Brown, 2021). Surveillance is the concept where someone is closely 

watched; surveillance is amplified by the fact that women are a minority and hence are 

very visible (Byrd, 1999; Bagilhole, 2020). Men may sometimes appear to blend into 

the crowd, but they possess a keen eye for observing women.  

Because of female surveillance, women get the perception that they have to perform 

as they are few and thus very visible. This involves surpassing expectations and 

assimilating into the male-dominated environment (Ibáñez, 2017; Dzansi, 2022). It is 

widely acknowledged in academic literature that increased surveillance in the 

workplace often leads individuals to feel the need to demonstrate their worth by 

exerting additional effort (MacIsaac & Domene, 2014; Connell, 2020).  

 

2.4.5 Sexual harassment 

Sexual harassment is widely recognised as a significant stereotype problem for 

women in the skilled trades workplace (Bridges et al., 2023; Byrne et al., 2005; Fielden 

et al., 2000). It is worth mentioning that nearly all reports on women work place 

experiences in the man-dominated industries acknowledge this problem (Fielden et 

al., 2000). According to MacIsaac and Domene (2014), there have been several 

instances of significant and intense harassment documented in various studies. 

Agapiou (2002) and Ness (2012) assert that there is a perception that when a woman 

accuses a male employee of sexual harassment (Jenkins et al., 2019) or displays her 

sexuality, it can lead to trouble and disruption (Byrd, 1999; Adusei, 2022), which some 

argue is a valid reason not to hire women. 

According to a study conducted by Denissen (2010, p. 298), there are notable 

differences in the experiences of sexual harassment; they reported that women in 

male-dominated and blue-collar jobs tend to encounter more frequent and forceful 

instances of sexual misconduct. However, it is worth noting that they may not always 

classify these incidents as sexual harassment (Adusei & Adu-Gyamfi, 2022). 

Unacceptable or increasingly aggressive behaviour that goes beyond acceptable 

boundaries and instils fear can lead to the decision to resign, confront the perpetrator, 

or follow formal complaint procedures (Denissen, 2010; Gartrell, 2022). In Denissen's 



29 

 

study, women reported experiencing various forms of retaliation, such as being laid 

off, isolated, finding pornographic materials in their locker, having their tools glued 

together, finding faces in their hardhat, or discovering urine in their thermos. In a study 

conducted by Hunte (2016) and Hernandez (2020), various incidents were 

documented where women reported instances of sexism and racism to their 

supervisors. Unfortunately, instead of receiving the support they deserved, these 

women were often dismissed with claims that the behaviour was merely a joke or faced 

even more hostility in return. Hunte (2016) discovered that a significant portion of the 

objectification of women occurs through the use of jokes, seemingly innocent remarks, 

and is often open to interpretation (Haq, 2020; Harris, 2022).  

 

2.5 Resilience: theory and practice 

Resilience theory explores the process of navigating challenges and thriving. It takes 

a strengths-based approach, emphasising the inner resources and external supports 

that help individuals bounce back from adversity (Carlson et al., 2012). Resilience 

theory argues that it’s not the nature of adversity that is most important, but how we 

deal with it. Resiliency theory provides a conceptual framework for considering a 

strengths-based approach to understanding child and adolescent development and 

informing intervention design (Fergus & Zimmerman, 2005; Zimmerman & Brenner, 

2010). Resiliency theory supplies the conceptual scaffolding for studying and 

understanding why some youth grow up to be healthy adults in spite of risks exposure 

(Garmezy, 1991; Masten, Cutuli, Herbers, & Reed, 2007; Rutter, 1987; Werner & 

Smith, 1982). 

Resiliency theory focuses attention on positive contextual, social, and individual 

variables that interfere with or disrupt developmental trajectories from risk to problem 

behaviours, mental distress, and poor health outcomes (Carlson et al., 2012). 

Resilience is a central concept to this study as it details perseverance and, in some 

cases, thriving (coping) in the face of adversity (gender stereotyping) . Resilience can 

be utilised to frame coping strategies as well as the outcome of those strategies 

(Hernandez, 2022). The concept of resilience building is most applicable to 

recommendations aimed at improving coping mechanisms and mitigating the effect of 

gender stereotyping. Kim-Cohen (2007) defines a resilient individual as one who stays 

healthy and functional despite hardship. A resilient employee thrives in unpredictable 



30 

 

settings and adapts and learns during and after crises (Kuntz, Connell & Näswall, 

2017; Gatrell, 2020). The study is underpinned on the Resilience theory with resilience 

as a process and outcome as shown in Figure 2.1. 

The Resilience Theory, which examines resilience as a dynamic process and a 

measurable result, proves to be a valuable framework for analysing the phenomenon 

of gender stereotyping among women in male-dominated settings and comprehending 

their strategies for dealing with it (Kim-Cohen, 2007). Resilience, as a process, 

perfectly aligns with the ever-changing nature of women's experiences in settings that 

are predominantly male dominated. It recognises the ongoing ability of individuals to 

adapt and respond to the challenges presented by gender stereotypes (Naswall, et 

al., 2017). By adopting a process-oriented approach, researchers are able to delve 

into the ever-changing strategies that women utilise when navigating these 

environments. 

 

 

 

 

 

 

 

 

 

Figure 2.1: Resilience as a process and outcome (Source: Van Breda, 2018) 

By recognising resilience as an outcome, we can shed light on the remarkable ability 

of women to develop positive adaptations and strengths in the face of adversity. When 

examining gender stereotyping, this particular viewpoint allows for the recognition of 

effective strategies for dealing with it and assessing how well they work (Van Breda, 

2018). Resilience Theory offers a comprehensive framework that takes into account 

various factors, both individual and contextual, that shape women's experiences. 

Resilience as a process 

Better than expected 

outcome. 
Mediating process 

Adversity 



31 

 

Understanding the intricate dynamics of gender stereotyping and the various coping 

mechanisms utilised by women is of utmost importance (Harris, 2022). 

Examining resilience as an outcome provides a valuable opportunity to delve into the 

intricacies of coping mechanisms. One can delve into the examination of how women's 

resilience plays a role in their capacity to challenge stereotypes, establish networks of 

support, and embrace participatory leadership styles, as suggested by the search 

results (Ely & Padavic, 2020). Kuntz et al. (2017) define resilience as a taught 

behaviour, not a personal trait or attitude, which is crucial for understanding employee 

resilience. This resilience model acknowledges that individual resilience relies on 

many organisational resources. According to Lewig (2013), organisations may 

promote resilience by providing workers with frequent professional and emotional 

support, autonomy, and job clarity. Additionally, she identifies that hope, optimism, 

and self-efficacy contribute to resilience, but may be improved with access to essential 

organisational resources (Gartrell, 2022). Factors affecting individual resilience 

include culture, inclusive leadership, workplace cohesiveness, employee 

engagement, work-life balance, and supportive management (Lowe, 2011; Bardoel et 

al., 2014; Duchek et al., 2020). High workload, rotating schedules, shift and night work, 

role stressors, job insecurity, career concerns, poor interpersonal relationships, 

bullying, and limited job content can negatively impact workers' resilience (Hurrell, 

2005; Moen et al., 2011; Ely & Meyerson, 2022). 

 

2.6 Coping mechanism 

The main focus of this section is to examine common operationalisation of coping 

strategies utilised by women in male-dominated environments. Again, the strategies 

are for women in general in the literature and lack a focused perspective of women 

managers in heavy state owned industries like Transnet Freight Rail. The concept of 

coping plays a crucial role in the process of adjustment and the promotion of well-

being (Marroquin, Tennen & Stanton, 2017; Dzansi, 2022). It refers to the deliberate 

actions taken to effectively manage or endure challenging circumstances with the aim 

of improving or resolving the problem (Ben-Zur, 2020). The utilisation of coping 

mechanisms has been found to be effective in managing stress-inducing 

circumstances (Baqutayan, 2015; Haq, 2020). The management of stress can be seen 

as a systematic approach or method employed when confronted with a circumstance 



32 

 

that induces stress (Nogalski et al., 2018; Connell, 2020). The occurrence is an 

essential consequence of a distressing and traumatising circumstance. The key focus 

within the notion of coping pertains to the endeavours undertaken by individuals to 

effectively navigate and address the demands or challenges that they encounter.  

Algorani and Gupta (2023) define coping mechanism as the thoughts and behaviours 

mobilised to manage internal and external stressful situations. It is a term used 

distinctively for conscious and voluntary mobilisation of acts, different from defence 

mechanisms, that are subconscious or unconscious adaptive responses, both of which 

aim to reduce or tolerate stress (Catalyst, 2022). The effectiveness of coping 

mechanisms is dependent upon the specific circumstances and the subjective 

interpretations associated with them. Existing literature indicates that individuals from 

minority groups employ coping strategies to navigate work contexts characterised by 

exclusionary practices (Myeza & April, 2021; Hernandez, 2022). What follows in this 

review are possible coping mechanisms. 

 

2.6.1 Feminine advantage 

Appreciation of the feminine advantage falls within the realm of resilience as a 

process, contributing to the broader understanding of resilience mechanisms. Being a 

woman can be utilised by women as a coping mechanism based on favourable women 

characteristics, such as attention to detail (Gatrel, 2020). Research has noted that 

women had found themselves appreciating and relying on their femininity, and that 

they had incorporated this into their professional identities (Bridges et al., 2023). The 

exploitation of femininity for the purpose of manipulation and the use of sexual 

prowess by women in order to acquire acceptance have been reported as coping 

strategies, where women utilise their gender as a coping strategy (Kersh, 2018; 

Jackson, 2022). 

The research conducted by Smith et al. (2013) and Kamenou (2020) revealed that the 

ability of women to make constructive use of their bodies has the potential to be 

transformational. In the research conducted by MacIsaac and Domene (2014), the 

women were able to overcome preconceived notions about the female form in order 

to achieve success. In the research conducted by Ibánez (2016) and Jackson (2022), 

it was observed that women interior designers and painters who were self-employed 

and predominantly engaged in house restoration found their place by virtue of their 



33 

 

visibility as women. The fact that they were believed to possess key feminine attributes 

such as cleanliness, attention to detail, and excellent taste resulted in an increase in 

demand for their services and allowed them to avoid working for huge firms or new 

construction projects (Bagilhole, 2020). In spite of the fact that adhering to established 

gender norms is considered to be damaging in many aspects, Ibanez (2016) 

discovered that essentialisms provided women with significant boosts in self-

assurance. According to the findings of research conducted by Smith (2013) and Acker 

(2020), a female customer said that she was under the impression that she would 

construct superior kitchens, while another client was allowed the liberty to be creative 

due to their gender. 

 

2.6.2 Adopting masculine qualities 

People who participated in a study often mimicked masculine qualities in order to 

better integrate themselves into their environments (Bridges et al., 2023). These 

characteristics included participating in aggressive verbal and non-verbal behaviour, 

as well as using foul language (BarNir, 2021). 

 

2.6.3 Mentoring 

Mentoring is a credible coping mechanism utilised by women in male-dominated 

environments (Bridges et al., 2020). To combat stereotyping in male-dominated work 

environments, women often find that mentorship and role modelling serve as effective 

coping mechanisms. Some studies identify mentoring as a key technique for 

enhancing inclusiveness and professional development (Taylor et al., 2015, Wright, 

2016; Lewis, 2020). According to Menches and Abraham (2007), mentorship 

considerably enhances retention of women in construction at all levels. McGregor et 

al. (2019) state that industry leaders identified mentorship, buddy systems, all-women 

teams, networking, and social media as helpful strategies for women in the trades to 

overcome hurdles and achieve success. Progressive employers can encourage 

women to join women’s clubs or networks consisting of other women in the same 

trade, to help them vent frustrations and get advice from other women (Ladge, 2022). 

According to MacIsaac and Domene (2014), supporting male professors, bosses, 

employers, and colleagues is significant. In male-dominated trades, employer and 



34 

 

colleague support is crucial due to the emphasis on on-the-job learning from 

experienced workers (Byrne, 2005).  

 

2.6.4 Optimistic character 

An optimistic attitude on future professional chances, despite having encountered 

adversity, aided coping and persistence among study participants (Patterson & 

Kelleher, 2005). The conviction that things will change for the better and that 

opposition and negative preconceptions would fade was one many women accepted 

(Neff, 2021).The women's positive attitudes towards their male counterparts and their 

recognition of male colleagues' efforts to support the acceptance and integration of 

female colleagues also demonstrated a sense of optimism (Jogulu & Franken, 2023).  

The favourable views that the women had towards their male counterparts, as well as 

their acknowledgment of the efforts that their male colleagues had made to facilitate 

the acceptance and integration of female colleagues, were also indicative of optimism 

(Athanasopoulou, Moss‐Cowan, Smets & Morris, 2018). The use of job involvement 

as a coping technique has been seen among women who are confronted with 

challenging work situations (Fathima et al., 2020). For the ladies, the nature of their 

professions had become something they had learned to like, and they had gotten used 

to the pleasure and involvement that they gained from their work. For women, it was 

observed that they thrived on the difficulties that were presented to them and that they 

found satisfaction in triumphing over the odds that were stacked against them (Stewart 

& Adams, 2020). 

 

2.6.5 Recognition and success 

Recognition and success, falls into the resilience as an outcome category within the 

resilience theory. A coping method that has been used by women in order to continue 

working in male-dominated industries is drawing upon significant professional success 

experiences (Martin & Barnard, 2013). The accomplishments that women can point to 

serve as a source of motivation and reassures them that it is worthwhile for them to 

continue working in the professions they are already in (Epstein, 2022). If women 

succeed in male-dominated environments, it not only encourages them but also paves 

the path for subsequent generations of women who follow in their footsteps. In one 



35 

 

study, acknowledgment by male co-workers, who even nominated a woman for the 

post of safety representative, which was a position of power, is another example of a 

coping technique that contributed to the success of the individual's career (Glass & 

Cook, 2016; Kray & Kuipers, 2020). For women to find value in their professional 

experiences, it was not necessary for such experiences to be very significant or even 

to be publicly recognised by male co-workers or the organisation. 

 

2.7 Coping Strategies in the Context of South Africa Railways 

Within the patriarchal fabric of South Africa's railway sector, women employ a myriad 

of coping strategies to proficiently circumnavigate the hurdles in their paths. These 

strategies, underscored in diverse studies by Pante (2014), prominently include the 

creation of support groups. Through the formation of such networks, women foster a 

conduit for sharing experiences and coping techniques, thereby enhancing their 

collective resilience amidst adversities (Marroquín et al., 2017; Adusei, 2022). 

Moreover, mentorship has been identified as a crucial coping mechanism, with women 

actively seeking guidance and support from seasoned female colleagues or advocates 

to adeptly tackle the nuanced challenges inherent within this male-dominated domain 

(Lekchiri & Kamm, 2020).  

Mentors are instrumental in aiding women, particularly those in leadership echelons, 

by identifying skills gaps, offering developmental guidance, expanding professional 

networks, bolstering self-confidence, and providing emotional support amid 

adversities (Adusei & Adu-Gyamfi, 2022). The sector-specific mentorship in railways 

engenders avenues for career advancement and strengthens professional affiliations, 

while also furnishing a sanctuary for deliberation on gender-centric issues, 

discrimination, and other workplace challenges (Martin, 2020; Kanter, 2022). 

Furthermore, advocacy for change is another potent mechanism employed by women, 

entailing active endorsement of policies and procedures aimed at nurturing gender 

equality, and decisively addressing harassment and discrimination within the sector. 

This proactive approach is pivotal for altering the entrenched systemic gender biases 

within the organisational milieu (Maphumulo, 2023). The development of resilience 

among women is essential for effectively tackling adversities such as harassment and 

discrimination (Rutter, 1995; Maphumulo, 2023). This resilience is cultivated through 

a keen focus on self-awareness, self-regulation, continuous learning, skill 



36 

 

enhancement, and seeking mentorship which further fortifies their resilience, 

bolstering their confidence in navigating the workplace dynamics (Maphumulo, 2023). 

Moreover, the transition towards participatory leadership among female leaders within 

the South African railways is noteworthy. This leadership style, characterised by 

inclusive decision-making, open communication, and fostering ownership, presents a 

robust response to the gender disparities (Epstein, 2022; Maphumulo, 2023). By 

engendering a culture of inclusivity and collaboration, participatory leadership not only 

accommodates diverse perspectives but also empowers women, thereby enhancing 

the decision-m