Exploring the inclusion of women in work-life policy- and practice-making and its influence on career-advancement decisions at a state-owned entity
| dc.contributor.advisor | Swart-Opperman, Christina | |
| dc.contributor.author | Nassar, Aneesa | |
| dc.date.accessioned | 2025-10-08T08:13:20Z | |
| dc.date.available | 2025-10-08T08:13:20Z | |
| dc.date.issued | 2022 | |
| dc.date.updated | 2025-10-08T08:09:13Z | |
| dc.description.abstract | This study explored the experiences and perceptions of women employees' work-life integration, inclusion in work-life policy- and practice-making, and its influence on their career-advancement choices at Transnet Port Terminals (TPT), an operating division of Transnet Ltd, a State-Owned Entity in South Africa. The main research question was: “What role does inclusion in work-life policy- and practice-making and subsequent work-life integration practices play for women employees when making career-advancement choices?” Vast literature is available on women in the workplace and work-life perceptions. However, there is little exploration of this topic within a State-Owned Entity setting, where women are affiliated to two distinctive groups, namely, the Bargaining Unit (trade unions with collective bargaining power) and Non-Bargaining Unit (management employees without collective bargaining power). The research was conducted using a multi-method qualitative approach. Semi-structured interviews were conducted with women employees and managers of women employees to identify the discourses that construct their perceptions of women's inclusion in work-life policy- and practice- making, work-life experiences, and their influence on career-advancement choices. Also, selected policies were analysed to understand how these policies shaped work life and employment equity at the organisation. Some of the key findings of the study include: - Due to collective bargaining and resultant employee related policies, women in the Non- Bargaining Unit did not receive some of the same work-life benefits that their Bargaining Unit colleagues enjoyed. This indicates a ‘union or collective bargaining gap' – where women in the same organisation who have the same needs receive different benefits due to their collective bargaining status. - Participants expressed their desire to be present and meet their responsibilities in both the work and life spheres. This suggests a new construct of perhaps “work-life satisfaction”. - Family-supportive managers was found to be a key positive influence in participants work-life satisfaction. The study concludes with a praxis model, identifying positive elements that are in place at the organisation and suggesting initiatives to build on these to create an inclusive environment where women employees can influence work-life policy- and practice-making and make positive career-advancement choices at the organisation. | |
| dc.identifier.apacitation | Nassar, A. (2022). <i>Exploring the inclusion of women in work-life policy- and practice-making and its influence on career-advancement decisions at a state-owned entity</i>. (). University of Cape Town ,Faculty of Commerce ,Graduate School of Business (GSB). Retrieved from http://hdl.handle.net/11427/41986 | en_ZA |
| dc.identifier.chicagocitation | Nassar, Aneesa. <i>"Exploring the inclusion of women in work-life policy- and practice-making and its influence on career-advancement decisions at a state-owned entity."</i> ., University of Cape Town ,Faculty of Commerce ,Graduate School of Business (GSB), 2022. http://hdl.handle.net/11427/41986 | en_ZA |
| dc.identifier.citation | Nassar, A. 2022. Exploring the inclusion of women in work-life policy- and practice-making and its influence on career-advancement decisions at a state-owned entity. . University of Cape Town ,Faculty of Commerce ,Graduate School of Business (GSB). http://hdl.handle.net/11427/41986 | en_ZA |
| dc.identifier.ris | TY - Thesis / Dissertation AU - Nassar, Aneesa AB - This study explored the experiences and perceptions of women employees' work-life integration, inclusion in work-life policy- and practice-making, and its influence on their career-advancement choices at Transnet Port Terminals (TPT), an operating division of Transnet Ltd, a State-Owned Entity in South Africa. The main research question was: “What role does inclusion in work-life policy- and practice-making and subsequent work-life integration practices play for women employees when making career-advancement choices?” Vast literature is available on women in the workplace and work-life perceptions. However, there is little exploration of this topic within a State-Owned Entity setting, where women are affiliated to two distinctive groups, namely, the Bargaining Unit (trade unions with collective bargaining power) and Non-Bargaining Unit (management employees without collective bargaining power). The research was conducted using a multi-method qualitative approach. Semi-structured interviews were conducted with women employees and managers of women employees to identify the discourses that construct their perceptions of women's inclusion in work-life policy- and practice- making, work-life experiences, and their influence on career-advancement choices. Also, selected policies were analysed to understand how these policies shaped work life and employment equity at the organisation. Some of the key findings of the study include: - Due to collective bargaining and resultant employee related policies, women in the Non- Bargaining Unit did not receive some of the same work-life benefits that their Bargaining Unit colleagues enjoyed. This indicates a ‘union or collective bargaining gap' – where women in the same organisation who have the same needs receive different benefits due to their collective bargaining status. - Participants expressed their desire to be present and meet their responsibilities in both the work and life spheres. This suggests a new construct of perhaps “work-life satisfaction”. - Family-supportive managers was found to be a key positive influence in participants work-life satisfaction. The study concludes with a praxis model, identifying positive elements that are in place at the organisation and suggesting initiatives to build on these to create an inclusive environment where women employees can influence work-life policy- and practice-making and make positive career-advancement choices at the organisation. DA - 2022 DB - OpenUCT DP - University of Cape Town KW - Work-life satisfaction KW - Policies KW - Inclusion KW - Career KW - Transnet LK - https://open.uct.ac.za PB - University of Cape Town PY - 2022 T1 - Exploring the inclusion of women in work-life policy- and practice-making and its influence on career-advancement decisions at a state-owned entity TI - Exploring the inclusion of women in work-life policy- and practice-making and its influence on career-advancement decisions at a state-owned entity UR - http://hdl.handle.net/11427/41986 ER - | en_ZA |
| dc.identifier.uri | http://hdl.handle.net/11427/41986 | |
| dc.identifier.vancouvercitation | Nassar A. Exploring the inclusion of women in work-life policy- and practice-making and its influence on career-advancement decisions at a state-owned entity. []. University of Cape Town ,Faculty of Commerce ,Graduate School of Business (GSB), 2022 [cited yyyy month dd]. Available from: http://hdl.handle.net/11427/41986 | en_ZA |
| dc.language.iso | en | |
| dc.language.rfc3066 | eng | |
| dc.publisher.department | Graduate School of Business (GSB) | |
| dc.publisher.faculty | Faculty of Commerce | |
| dc.publisher.institution | University of Cape Town | |
| dc.subject | Work-life satisfaction | |
| dc.subject | Policies | |
| dc.subject | Inclusion | |
| dc.subject | Career | |
| dc.subject | Transnet | |
| dc.title | Exploring the inclusion of women in work-life policy- and practice-making and its influence on career-advancement decisions at a state-owned entity | |
| dc.type | Thesis / Dissertation | |
| dc.type.qualificationlevel | Masters | |
| dc.type.qualificationlevel | MPhil |