Practices, Challenges and Opportunities Of Women Leadership: The Case Of Ethio Telecom Head Quarter Addis Ababa Ethiopia

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.