Thesis

The underrepresentation of women at senior leadership positions : investigating the impact of career management systems on women's career progression in the banking sector at the Sultanate of Oman

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Awarding institution
  • University of Strathclyde
Date of award
  • 2023
Thesis identifier
  • T16584
Person Identifier (Local)
  • 201753083
Qualification Level
Qualification Name
Department, School or Faculty
Abstract
  • The scarcity of women holding senior leadership positions is a well-documentedphenomenon in the literature that exists globally to date. The opportunities forwomen’s career progression still lag significantly compared to those for men, despitethe equality legislations that were established to ensure that equal opportunities areoffered to men and women. The underrepresentation of women at senior leadershippositions implies that women are treated differently, and they continue to facechallenges that hinder their career progression. This research aims to investigate thereasons behind the scarcity of women in leadership positions focusing on three mainareas. First, through the lens of career management systems. Second, throughexamining the different barriers women face throughout their career journey, and alsoexplains the role of organisations in either perpetuating or challenging genderinequalities that affect the career progression of women. Finally, it provides insightson the interventions offered to women to help them climb the leadership ladder andassesses the efficacy of these interventional strategies in the context of the continuingscarcity of women in senior leadership positions.This thesis adopted a qualitative dual case study design to explore, in depth, howdifferent organisational processes and practices play a major role in affecting women’scareer progression. To show different perspectives on the subject, a comparative studybetween an international bank and a local bank in the Sultanate of Oman was carriedout. The data were collected through semi-structured interviews with employees fromdifferent occupational levels including HR managers, senior managers, and otheroccupational levels. The data collected were analysed by applying a thematic analysison the career trajectories of participants. These career trajectories revealed the differentcareer experiences that have been shaped by different decisions and factors, whichshows various steps towards progression or challenges that are encountered throughoutthe career journey of the Participants. Investigating the career trajectory of both genders also highlighted the inequality issues between them, and the role played by theorganisations in addressing and overcoming these issues.This research contributes to the discourse on gender inequality in career managementsystems applied to women and proposes a conceptual framework to facilitate an indepth understanding of the different factors and barriers that impact the careerprogression of women in the banking sector through career management practices. Theframework presents an overview of the contributors that will support women’sprogression in the banking sector, in addition to the barriers that could hinder theircareer progression. Moreover, it provides insights for various sectors beyond bankingin forming policies that will improve the position of women and help them progress tosenior leadership positions.
Advisor / supervisor
  • Findlay, Patricia
  • Baum, Tom
Resource Type
Note
  • Previously held under moratorium from 22 May 2023 until 30 July 2025.
DOI
Date Created
  • 2022
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