English (United Kingdom)

https://curated-unify.zendy.io/wp-json/zendy-region/v1/featured_content/oa?rat=en

https://curated-unify.zendy.io/wp-json/zendy-region/v1/highlighted_journal/

Global: Zendy Plus annual

Presents the access of premium content as premium feature

Premium Content

Presents the keyphrase highlighting as premium feature

Keyphrase Highlighting

Presents the summarisation as premium feature

Summarisation

Insights

Presents the pdf analysis as premium feature

PDF Analysis

Presents the zaia usage as premium feature

ZAIA

Global: Zendy Plus monthly

Global: Zendy Tools annual

Global: Zendy Tools monthly

Global: Zendy Free Plan

Many women continue to struggle in organisations, and their career progress has stalled because their work and organisational conditions tend to be hampered by their life patterns (Cha, 2013; McKie & Jyrkinen, 2017; Tomlinson et al. 2013; Wyatt & Sylvester, 2015). Career progression is described as the vertical or horizontal advancement of individuals inside and outside the organisation (Faugoo, 2011; Matthews, Monk-Turner, & Sumter, 2010). Women experience more encumbrances in their career paths than men, intimating that work and organisations are not experienced the same way by women and men and are therefore not gender-neutral (Acker, 2012). Gender-neutrality cannot be professed when advantage and disadvantage in organisations are patterned through and in terms of a distinction between women and men (Acker, 1990, 2006). Orientation: Even though there has been a phenomenal increase in the number of women employed in the mining industry, the figures hide many gender inequalities as the gendered impediments to career advancement persist despite South Africa’s remarkable equity policy regime. However, it is unclear, from the perspective of the women themselves, how their career advancement is encumbered.

Women’s prospects for career advancement: Narratives of women in core mining positions in a South African mining organisation