Abstract:
There is a growing momentum among government and organizations to
foster and ensure women'sparticipation in leadership by deploying some
incentives and initiatives. Despite these efforts, women are still
underrepresented in leadership positions in the country. This fact holds
for Ethiotelecom. To support women's advancement in Ethio telecom, it is
important to gain insight into thechallenge’s women in leadership roles
encounter, and the opportunities and support necessary to overcome
those challenges. This study investigated the major practice, challenges
and opportunities of Ethio telecom women leaders in their career
advancement. The study was carried out within the framework of a
qualitative exploratory research design. Accordingly, the study employed
in-depth interviews and document analysis.. The findings confirm that
female leaders face internal and external challenges for career
advancement despite having some opportunities and support systems.
The external challenges are managing multiple roles at home, and the
office, fewer opportunities for delegation, lack of access to informal
networks, limited education, and fewer role models and mentors. It also
includes gender bias, socio-cultural attitude, male-dominated corporate
culture, women held to higher standards than men, and discrimination.
The internal challenges are through which the women resist their
advancement including hesitation to take on additional responsibilities,
lack of ambition, and less self-advocacy. The study has also identified
major opportunities and supports to overcome those challenges,
incorporatingboth internal and external opportunities, as well as traits
of the women themselves. The internal opportunities comprise the rising
recognition for women's leadership benefits, delegation, and special
assignments, mentoring and coaching as well as training and networking
opportunities, supportive work environment, exceptional advancement
opportunities, recognition and value, andincentives including support for
further education, limited affirmative action, and long maternal leave.
External opportunities mainly incorporate family support and strong
family background. The major catalysts for women's career
advancement are their empowered mindset and commitment to work. The
findings of the study call for a holistic approach to enhance women's
participation practice in leadership positions in Ethio telecom, taking the
concerted effort of the company management and the female staff
themselves into consideration.
