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-documented phenomenon in the literature that exists globally to date. The opportunities for women’s career progression still lag significantly compared to those for men, despite the equality legislations that were established to ensure that equal opportunities are offered to men and women. The underrepresentation of women at senior leadership positions implies that women are treated differently, and they continue to face challenges that hinder their career progression. This research aims to investigate the reasons behind the scarcity of women in leadership positions focusing on three main areas. First, through the lens of career management systems. Second, through examining the different barriers women face throughout their career journey, and also explains the role of organisations in either perpetuating or challenging gender inequalities that affect the career progression of women. Finally, it provides insights on the interventions offered to women to help them climb the leadership ladder and assesses the efficacy of these interventional strategies in the context of the continuing scarcity of women in senior leadership positions. This thesis adopted a qualitative dual case study design to explore, in depth, how different organisational processes and practices play a major role in affecting women’s career progression. To show different perspectives on the subject, a comparative study between an international bank and a local bank in the Sultanate of Oman was carried out. The data were collected through semi-structured interviews with employees from different occupational levels including HR managers, senior managers, and other occupational levels. The data collected were analysed by applying a thematic analysis on the career trajectories of participants. These career trajectories revealed the different career experiences that have been shaped by different decisions and factors, which shows various steps towards progression or challenges that are encountered throughout the career journey of the Participants. Investigating the career trajectory of both genders also highlighted the inequality issues between them, and the role played by the organisations in addressing and overcoming these issues. This research contributes to the discourse on gender inequality in career management systems applied to women and proposes a conceptual framework to facilitate an indepth understanding of the different factors and barriers that impact the career progression of women in the banking sector through career management practices. The framework presents an overview of the contributors that will support women’s progression in the banking sector, in addition to the barriers that could hinder their career progression. Moreover, it provides insights for various sectors beyond banking in forming policies that will improve the position of women and help them progress to senior 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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