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Exploring the inclusion of women in work-life policy- and practice-making and its influence on career-advancement decisions at a state-owned entity
This study explored the experiences and perceptions of women employees' work-life integration, inclusion in work-life policy- and practice-making, and its influence on their career-advancement choices at Transnet Port Terminals (TPT), an operating division of Transnet Ltd, a State-Owned Entity in So...
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| Format: | Thesis |
| Language: | English English |
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Graduate School of Business (GSB)
2025
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| _version_ | 1867613292731564032 |
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| access_status_str | Open Access |
| author | Nassar, Aneesa |
| author2 | Swart-Opperman, Christina |
| author_browse | Nassar, Aneesa Swart-Opperman, Christina |
| author_facet | Swart-Opperman, Christina Nassar, Aneesa |
| author_sort | Nassar, Aneesa |
| collection | Thesis |
| description | This study explored the experiences and perceptions of women employees' work-life integration, inclusion in work-life policy- and practice-making, and its influence on their career-advancement choices at Transnet Port Terminals (TPT), an operating division of Transnet Ltd, a State-Owned Entity in South Africa. The main research question was: “What role does inclusion in work-life policy- and practice-making and subsequent work-life integration practices play for women employees when making career-advancement choices?” Vast literature is available on women in the workplace and work-life perceptions. However, there is little exploration of this topic within a State-Owned Entity setting, where women are affiliated to two distinctive groups, namely, the Bargaining Unit (trade unions with collective bargaining power) and Non-Bargaining Unit (management employees without collective bargaining power). The research was conducted using a multi-method qualitative approach. Semi-structured interviews were conducted with women employees and managers of women employees to identify the discourses that construct their perceptions of women's inclusion in work-life policy- and practice- making, work-life experiences, and their influence on career-advancement choices. Also, selected policies were analysed to understand how these policies shaped work life and employment equity at the organisation. Some of the key findings of the study include: - Due to collective bargaining and resultant employee related policies, women in the Non- Bargaining Unit did not receive some of the same work-life benefits that their Bargaining Unit colleagues enjoyed. This indicates a ‘union or collective bargaining gap' – where women in the same organisation who have the same needs receive different benefits due to their collective bargaining status. - Participants expressed their desire to be present and meet their responsibilities in both the work and life spheres. This suggests a new construct of perhaps “work-life satisfaction”. - Family-supportive managers was found to be a key positive influence in participants work-life satisfaction. The study concludes with a praxis model, identifying positive elements that are in place at the organisation and suggesting initiatives to build on these to create an inclusive environment where women employees can influence work-life policy- and practice-making and make positive career-advancement choices at the organisation. |
| format | Thesis |
| id | oai:open.uct.ac.za:11427/41986 |
| institution | University of Cape Town (South Africa) |
| language | English eng |
| last_indexed | 2026-06-10T12:33:49.949Z |
| license_str | Not specified — see source repository |
| provenance_str_mv | Harvested via OAI-PMH from UCTD — University of Cape Town Open Access Repository |
| publishDate | 2025 |
| publishDateRange | 2025 |
| publishDateSort | 2025 |
| publisher | Graduate School of Business (GSB) |
| publisherStr | Graduate School of Business (GSB) |
| record_format | dspace |
| source_str | UCTD — University of Cape Town Open Access Repository |
| spelling | oai:open.uct.ac.za:11427/41986 Exploring the inclusion of women in work-life policy- and practice-making and its influence on career-advancement decisions at a state-owned entity Nassar, Aneesa Swart-Opperman, Christina Work-life satisfaction Policies Inclusion Career Transnet This study explored the experiences and perceptions of women employees' work-life integration, inclusion in work-life policy- and practice-making, and its influence on their career-advancement choices at Transnet Port Terminals (TPT), an operating division of Transnet Ltd, a State-Owned Entity in South Africa. The main research question was: “What role does inclusion in work-life policy- and practice-making and subsequent work-life integration practices play for women employees when making career-advancement choices?” Vast literature is available on women in the workplace and work-life perceptions. However, there is little exploration of this topic within a State-Owned Entity setting, where women are affiliated to two distinctive groups, namely, the Bargaining Unit (trade unions with collective bargaining power) and Non-Bargaining Unit (management employees without collective bargaining power). The research was conducted using a multi-method qualitative approach. Semi-structured interviews were conducted with women employees and managers of women employees to identify the discourses that construct their perceptions of women's inclusion in work-life policy- and practice- making, work-life experiences, and their influence on career-advancement choices. Also, selected policies were analysed to understand how these policies shaped work life and employment equity at the organisation. Some of the key findings of the study include: - Due to collective bargaining and resultant employee related policies, women in the Non- Bargaining Unit did not receive some of the same work-life benefits that their Bargaining Unit colleagues enjoyed. This indicates a ‘union or collective bargaining gap' – where women in the same organisation who have the same needs receive different benefits due to their collective bargaining status. - Participants expressed their desire to be present and meet their responsibilities in both the work and life spheres. This suggests a new construct of perhaps “work-life satisfaction”. - Family-supportive managers was found to be a key positive influence in participants work-life satisfaction. The study concludes with a praxis model, identifying positive elements that are in place at the organisation and suggesting initiatives to build on these to create an inclusive environment where women employees can influence work-life policy- and practice-making and make positive career-advancement choices at the organisation. 2025-10-08T08:13:20Z 2025-10-08T08:13:20Z 2022 2025-10-08T08:09:13Z Thesis / Dissertation Masters MPhil http://hdl.handle.net/11427/41986 en eng application/pdf Graduate School of Business (GSB) Faculty of Commerce University of Cape Town |
| spellingShingle | Work-life satisfaction Policies Inclusion Career Transnet Nassar, Aneesa Exploring the inclusion of women in work-life policy- and practice-making and its influence on career-advancement decisions at a state-owned entity |
| thesis_degree_str | Master's |
| title | Exploring the inclusion of women in work-life policy- and practice-making and its influence on career-advancement decisions at a state-owned entity |
| title_full | Exploring the inclusion of women in work-life policy- and practice-making and its influence on career-advancement decisions at a state-owned entity |
| title_fullStr | Exploring the inclusion of women in work-life policy- and practice-making and its influence on career-advancement decisions at a state-owned entity |
| title_full_unstemmed | Exploring the inclusion of women in work-life policy- and practice-making and its influence on career-advancement decisions at a state-owned entity |
| title_short | Exploring the inclusion of women in work-life policy- and practice-making and its influence on career-advancement decisions at a state-owned entity |
| title_sort | exploring the inclusion of women in work life policy and practice making and its influence on career advancement decisions at a state owned entity |
| topic | Work-life satisfaction Policies Inclusion Career Transnet |
| url | http://hdl.handle.net/11427/41986 |
| work_keys_str_mv | AT nassaraneesa exploringtheinclusionofwomeninworklifepolicyandpracticemakinganditsinfluenceoncareeradvancementdecisionsatastateownedentity |