Women in leadership: the role of individual agency in leadership career decisions of female executives in South Australian public service.

Abstract

Today there is a wide spread perception amongst young women that career choice and advancement are matters of lifestyle preference of men and women as no structural barriers based on gender discrimination prevail in organisations. Numerous recent studies have also argued that gender equality is a less important goal for the new generation of women as women now enjoy genuine choices in their preferred lifestyles. One very thought provoking yet controversial argument relating to this is that women themselves in many instances choose not to seek leadership positions. In this view the factors in their decision making are less of a socio-economic nature but rather to do with personal factors such as their chosen goals, values, aspirations, motivations and priorities. However, the counter argument is that in spite of this perceived increased choice available to women, most still remain unable to achieve top leadership roles in organisations and the gender pay gap is widening instead of declining. The broad purpose of this thesis is to analyse what factors continue to hold more women back from achieving leadership positions in employment. To do so the thesis adopts a case study approach utilising primary data gleaned from interviews with 30 female South Australian public servants aged from 30 to 55. The thesis critically examines the argument that individual choice and psychological factors have significant impacts on women’s career and lifestyle behaviours. The case study focuses this approach by seeking to discover the nature of the choices available to a group of women pursuing careers in a state public service in Australia. The case study findings suggest that gaining leadership positions in their employment was easier for some of these women than for others. Moreover, promotion opportunities generally are restricted, even in a modern public service where equal opportunity and family-friendly work practices are in existence. Although young Australian women increasingly are showing a desire to pursue a career, this research suggests that while the existing policies and structures in the workplace do facilitate and support women’s increasing workforce participation they do not in themselves improve women’s success in achieving leadership positions in the workplace. The direct consequence is an ongoing low rate at which women achieve senior leadership positions in their employment. This study indicates that the women interviewed do not possess a lack of career ambition and are aware of their potential for leadership. However, they are also aware that the scales are tilted against combining a leadership role with motherhood and many express the view that combining both aspirations is not easy. The common strategy utilised by women with leadership ambitions is to delay motherhood or to not have children. Therefore, although some post-feminists claim that women are now free to choose between career and family, this choice remains highly constrained, particularly in relation to securing career advancement to senior leadership roles while at the same time maintaining a family life. In conclusion, in addressing the problem of the on-going lack of women in senior leadership positions, this thesis argues for policy reforms which go beyond providing access to employment and allow women to combine work and family. Policies are needed to allow women (and men) to parent and fully participate in family life while at the same time fulfilling their aspirations to career advancement. It rejects the idea of ‘gender neutral policy’ provisions, which are based on the idea of providing free choices of lifestyle for every individual in the society. Society is not yet sufficiently fair or neutral to look after the diverse and sometimes distinct needs of women.