Gender inequality and well-being of women in the South African banking sector: The effects of stereotyping, organisational culture, and voice climate

Abstract

This thesis investigated the capabilities essential for promoting gender equality and well-being among women in the South African banking sector. It identified capabilities for gender equality that are critical to enhancing employee well-being. The study also examined the role of organisational culture, gender stereotypes, self-bullying, and voice climate in influencing employees' well-being and their intention to leave the organisation. Study 1 examined the relationship between gender equality capabilities, well-being, as well as flourishing and the intention to leave among women in South Africa. A cross-sectional survey was conducted with 257 women working in South Africa's banking sector, and data were analysed using exploratory and confirmatory factor analyses, descriptive statistics, correlational analyses, and latent class analysis. The results identified three latent classes: the robust capability set, the collectivist capability set, and the shelter/focused capability set. Women in the robust capability set reported significantly higher flourishing and lower intention to leave than those in the other sets. The findings suggest that enhancing the robust capability set for gender equality could improve well-being and retention, providing valuable insights for creating more inclusive banking workplaces. This study offers a framework for banking institutions aiming to empower women and create an inclusive work culture that supports women's success and retention. Study 2 explored the relationship between organisational culture, stereotypes about women in management, self-bullying, and gender equality capabilities within the South African banking sector. A cross-sectional survey was conducted with 257 female bank employees, using a range of questionnaires on organisational culture, women in management, personal views, and gender equality capabilities. The findings revealed that male-centric workplace practices were negatively associated with self-compassion and positive stereotypes of women in management, while they were positively associated with scepticism towards women leaders and isolation. In contrast, participative and nurturing organisational cultures were associated with increased self-compassion and reduced scepticism and isolation. The study highlighted that male-centric norms had a detrimental impact, whereas inclusive, supportive cultures promoted positive attitudes and reduced biases. Low male-centric practices, a high participative and nurturing culture, low scepticism towards women leaders, and reduced isolation, were significant predictors of higher gender equality capabilities. This study provided valuable insights into creating a female-inclusive organisational culture that could reduce negative stereotypes, promote gender equity, and lessen self-bullying for female management employees in the banking sector. Study 3 investigated how voice climate and gender equality impacted the well-being of female bank employees, examining their emotional, psychological and social well-being to provide insights into creating inclusive organisational environments. A cross-sectional quantitative design was used to survey 257 female banking employees, and structural equation modelling explored the relationships between voice climate, gender equality, and employee well-being. The findings revealed that voice climate and gender equality were crucial for fostering emotional, psychological, and social well-being. A positive voice climate was associated with enhanced emotional satisfaction and operational effectiveness, while gender equality promoted fairness and better professional advancement opportunities. This study integrated voice climate and gender equality as dual drivers of employee well-being in the South African banking sector, offering innovative insights and practical strategies for creating inclusive, supportive workplaces that fostered employee flourishing. Limitations of the study were reported, and recommendations were made for future research. Also recommendations for addressing the research questions/or for practical implementation were made