[ 33 ] [ UJ TRANSFORMATION UNIT n APRIL 2024 ] This quote is one that has subconsciously plagued the mind of every woman at some stage in her life. Do I accept the fate that comes with being a woman, the outrageous slings and arrows of misfortune this identity has brought onto me, the sea of slander and patriarchal oppression that has so many times near drowned me, or do I oppose the socialised mindset that deems my gender a weakness, a liability, a burden − a society that can see me only as a vessel for the sole purpose of procreation. We have come a long way in terms of female representation in spaces that were previously taboo. Anecdotally, this is made evident through social media platforms that display female representation on boards and women in positions of seniority in many public and private domains. In some cases, women occupying seats that were previously reserved for or deemed fit for men. This is indeed a great feat for women; however, we must not lose sight of the ongoing battle women still face in terms of gender equity and meaningful inclusion. Research has shown that some women placed into such positions are presented with a newfound impediment – the glass ceiling shattered only to stand before a glass cliff − her navigation becomes so crucial as all eyes are on her (Ryan and Haslam, 2005). There is much research about women in the workplace, shattering the glass ceiling and navigating the leadership labyrinth but not without the challenges and difficulties they still face (Eagly and Carli, 2007). They may have won the fight for representation, but the battle for meaningful inclusion is one that is fought every day. As our Vice-Chancellor, Professor Mpedi, stated, “to say that SA has achieved gender equality would be a fallacy”. The empirical data frommy study was indicative of the work that still needs to be done if we are to achieve gender equality, be it in terms of equal representation, meaningful inclusion, decision-making powers and the wage disparity between men and women. The lived experiences of the female engineers interviewed were alarming. What was a common thread was the double oppression they faced (Du Bois, 1969; Crenshaw, 1991; Bell and Nkomo, 1998). On the one hand, the orthodox homes in which they were raised were built on the foundation of patriarchy and culturally driven gender roles, and on the other hand, the male dominated workspace they found themselves in that rendered their presence as unwelcome (Nath, 2000). The mere fact that they were categorised as female at birth, in their home, they were automatically relegated culturally defined gender roles and responsibilities, which involved cooking, cleaning, entering marriage and procreating. Not forgetting, it was expected that they exude a meek and subservient nature when engaging with the male folk in their families and community. What was an interesting, unexpected find frommy research, was that for many of these women, their shackles were removed and that too unexpectedly by the father figure in the family, so that they could read for qualifications that would lead to a career deemed a male profession and as is the case for South Africa, due to the legacy of apartheid, a space that was dominated by white males. Dr Vanishree Pillay | Specialist: PBMR : Postgraduate School To be or not to be, that is the question, whether ’tis nobler in the mind to suffer the slings and arrows of outrageous fortune, or to take arms against a sea of troubles, and by opposing, end them? Hamlet, Act 3 Scene 1 To be or not to be…
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