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Overview: This paper delves into the pervasive challenges hindering women's progression into leadership roles. The study was conducted in Lusaka district, the capital city of Zambia from which the participants were selected for the study from 6 different organizations, 3 private and 3 government institutions. Body of Knowledge: Through a comprehensive review of existing literature and empirical evidence, it identifies key barriers impeding women's ascent to leadership positions across various sectors. The analysis encompasses societal, organizational, and individual factors contributing to the gender gap in leadership. Societal norms, biases, and cultural expectations often perpetuate gender stereotypes, creating systemic hurdles for women aspiring to leadership roles. Organizational structures and practices, including lack of mentorship opportunities, gender bias in hiring and promotion, and workplace discrimination, further exacerbate these barriers. Methods: The total target population was 601. The sample size involved a total of 61 respondents, which was 10% of the target population. A mixed method approach was used in this study in combination with the descriptive survey design. Interviews and questionnaires were used to collect data. Qualitative and Quantitative techniques of data analysis was used, and data was presented on the analytical tools such as tables, figures and charts. Results: The study findings indicated that deep-seated societal attitudes often favor men in leadership roles. Implicit biases, both conscious and unconscious, can lead to discriminatory practices in hiring, promotion, and performance evaluations. Similarly, the study found that women often encounter unequal opportunities for advancement, including limited access to high-profile projects, stretch assignments, and sponsorship from senior leaders. Without equal access to career-enhancing opportunities, women may struggle to develop the skills and experiences necessary for leadership roles. Recommendation: Raising awareness and concerted efforts from various stakeholders, including policymakers, organizations, and individuals through implementing diversity and inclusion initiatives, promoting equitable hiring practices, and fostering supportive workplace cultures are crucial steps toward dismantling systemic barriers to women's leadership.
Thelma et al. (Tue,) studied this question.