Lack of development opportunities A major barrier women face when progressing towards corporate boards is their limited exposure to appropriate development opportunities. Studies reveal that executive level experience is important to access board positions (Xxxxxx, 1998). Women’s advancement is therefore dependant on the company’s success to prepare them for strategic decision-making roles and responsibilities. The problem of the progression of women to board positions relates to the segregation between women’s and men’s jobs. Most women occupy lower level jobs having lower promotional opportunities (Xxxxx and Xxxxxx, 2006). Similarly, Xxxxxx (1977) explains that women fill positions that normally lack advancement opportunities to access board positions. Out of a survey ‘diversity at work’ released by Xxxx (2018), it is shown that 1 in 5 women believe they do not have the same career and development opportunities as their male colleagues (Xxxx, 2018). Additionally, men and women make different career choices. Young women indicated a preference for beta careers associated with work-life balance and lower salaries, while men are having a preference for alpha careers with higher salaries (Erudit, 2019). The traditional male career model remains the standard to progress in organisations. The lack of gender-appropriate career and organisational structures induces that women have to become part of the male career model to progress in the corporate ladder and attain board positions. Research has shown that most of the successful women have put their career at the center of their life (Mavin, 2001). This lack of appropriate organisational structures places barriers on the way of women to advance in their career path and to enter corporate boards. It can be observed that although women are better qualified than their male counterparts, organisations still struggle to retain women and advance them into senior positions and on boards of directors (Xxxxxxx and Xxxxxx, 2003).
