Abstract:
It is globally recognised that there is an underrepresentation of women in senior leadership positions. Although there have been multiple studies over the decades that have explored the career trajectory of women, the dearth of women on these levels has resulted in a lack of studies on them.
Professionally employed women who undergo identity transitions to motherhood, have been known to pay career costs for pursuing family goals. This study sought to understand the complexities associated with childbearing as it pertains to career advancement of women to upper echelons of leadership. 15 senior women leaders were interviewed, using a semi-structured, qualitative approach, to gain deeper insights into the issue.
Based on the findings, a conceptual model has been built to illustrate the forces at play. Career ambition, stereotypes, gendered leadership roles, shared identities and leadership support are some of the key constructs of the model. The model illustrates how these forces interact before and after a woman experiences an identity transition to motherhood. This study makes a novice contribution to the field of leadership and gender studies.
