Symbolic violence as an inhibiting factor to women's career advancement amongst middle and senior managers

Abstract

This study examines how symbolic violence functions as an inhibiting factor in women’s career advancement within South Africa’s private sector, focusing on middle and senior management. Despite progressive labour legislation and corporate governance frameworks designed to promote equity and inclusion, women, particularly women of colour, remain significantly underrepresented in executive leadership roles. Drawing on Pierre Bourdieu’s framework of capital, habitus, and field, the research explores how structural, cultural, and developmental dynamics interact to reinforce systemic exclusion and maintain organisational hierarchies. A qualitative, interpretivist methodology was employed, incorporating semi-structured interviews with sixteen (16) managers across diverse industries, age groups, and racial backgrounds. Through narrative thematic analysis, five dominant themes emerged: (1) structural and systemic barriers, (2) social and cultural exclusion, (3) developmental and sponsorship deficits, (4) inhibiting organisational culture and norms, and (5) governance, policy, and accountability gaps. Findings reveal that women often encounter subtle bias, constrained access to influential networks, and implicit pressure to conform to masculine leadership norms. Advancement is frequently determined by social capital and sponsorship rather than capability or performance. The study contributes to the literature on leadership, diversity, and organisational sociology by contextualising symbolic violence within South Africa’s private sector. It offers practical recommendations for corporate leaders, policymakers, and governance bodies to disrupt entrenched power dynamics and cultivate equitable, inclusive leadership pipelines.