This study examinesintersections of genderleadership, ethnicity within CSOs in Zimbabwe and S A. Aim is to shed light on the challenges and potential solutions for promoting inclusivity and diversity. By analyzing the current landscape and drawing insights from existing literature, study provides practical recommendations. The research emphasizes importance of gender equality within CSOs, gender-responsive policies. Study emphasizes significance of providing gender-sensitive training mentorship programs to enhance skills and leadership potential of women. The research underscores importance of diverse representation in leadership positions and suggests inclusive practices. It also recommends leadership training programs, cultural competency,to enhance organizational effectiveness. The study advocates for targeted outreach and recruitment to engage marginalized ethnic communities. It emphasizes the need for culturally sensitive programming that addresses the unique needs of diverse ethnic groups.
TopIntroduction
Civil society Organization(CSOs) have a social responsibility of accountability to the communities they save as well as the government. This gives them the mandate to practice what they preach. They work on human rights focussing on non-discrimination, gender equality, protection, zero tolerance on sexual harassment among others. In line with Edwards (2000), issues of gender and ethnicity have a big bearing on the leadership, discrimination, prejudice and sexual harassment against ethnic minorities and female leaders continue to be a pervasive. Research has shown that men and women are underrepresented in leadership roles and often face a number of challenges when attempting to advance in their careers (Ideta & Cooper, 2021). Female leaders also face discrimination in the form of gender-based stereotypes when they take on leadership roles. Generally women are often overlooked for promotion, paid less than their male counterparts, and subject to more criticism (Ryan and Haslam, 2017).
Scholars have several arguments on the intersection between gender, leadership and ethnicity guided by different factors that influence the intersectional relations. Some scholars argue that although there has been an improvement in workforce diversity, gender and ethnicity issues such as discrimination, prejudice and sexual harassment prevail within organisations. This is because organisational leaders view diversity as a matter of legal compliance instead of as a value addition to organisational growth and profitability (Perkins et al., 2013). There is acknowledgement of progress towards inclusivity. However individuals continue to face unique challenges in organizations. Where women hold leadership positions in professional organisations, little attention has been paid to the experiences of women leaders other than middle- or upper-class white females in some instances. While these development challenges affect many women and men in Africa, minority and indigenous women experience them as inextricably related to their minority identity and the marginalization that their communities have experienced..
The objective of this chapter is to explore the multifaceted relationship between gender, leadership, and ethnicity within CSOs in Zimbabwe and South Africa. By examining this specific context, we aim to shed light on the challenges, controversies, and opportunities that arise from these intersections and propose recommendations for promoting greater inclusivity and diversity within CSOs. Gender, as a social construct, influences power dynamics and opportunities within organizations. It shapes the experiences and expectations of individuals based on their perceived gender identity or assigned sex. Leadership, on the other hand, encompasses the processes and practices through which individuals or groups guide and influence others towards common goals. Ethnicity, as a social construct rooted in cultural, historical, and geographic factors, defines individuals’ identities, experiences, and sense of belonging.
The intersections of these three dimension: gender, leadership, and ethnicity within CSOs present both challenges and opportunities. On one hand, gender biases and stereotypes can limit women’s access to leadership positions within CSOs, perpetuating gender inequalities and hindering the organization’s ability to fully leverage diverse perspectives. Ethnicity can also shape power dynamics within organizations, potentially leading to exclusion, marginalization, or the dominance of certain ethnic groups in leadership positions. However, recognizing and embracing the diversity within CSOs can be a catalyst for positive change. It can lead to the development of innovative approaches, foster inclusive decision-making processes, and enhance the organization’s ability to address the complex challenges faced by communities. By understanding the nuances of gender, leadership, and ethnicity within CSOs, we can identify strategies to promote more equitable and inclusive practices that harness the strengths of all individuals.