| Abstract: | The major purpose of this Thesis is aimed to assess factors affecting women’s participation
in leadership positions at Dashen Bank S.C. The analysis was conducted based on a
descriptive survey research method applied to employees of the Bank. The sample was
selected by using both probability and non-probability sampling methods. From the
probability sampling method to avoid biasness and an error simple random sampling were
used. Moreover, purposive sampling was used as a technique so as to include women
managers as a respondent to get relevant data about the status and factors affecting the
participation of women in leadership position in the Bank. Both primary and secondary data
have been used in the study. From primary data source, the tools used were structured
questionnaires and interview. The questionnaires were distributed to 195 employees of the
Bank and the interviews were made with the key officials of the Bank. The main findings of
the research are the following: majority of the women’s are assigned in non-clerical and
clerical positions and the status of women in the Bank is very minimal it shows that there is
no equal distribution of positions between men and women in key decision making and
leadership positions, the promotion criteria were not strictly followed and it has been very
uncertain how some employees have been promoted in the Bank. The major identified factors
were the perception of top management that men are better leader than women, highly linked
male networks and alliance with the management, attitudes of top management, inconsistency
or unfair promotional policies and inhospitable and discouraging corporate cultures are the
most listed factors. The study concludes that the Bank does not encourage women’s to
promote equally with men. Furthermore, no clear promotions and appointments. Therefore,
top management should bring new attitudinal change to give recognition to women to higher
positions. Also, develop systematized promotion criteria supported by information technology
to reduce promotional bias across the ladder, develop an effective diversity policy, new
orientations in formulation and implementation of new affirmative action policies that could
enhance women’s participation in leadership position in the Bank. It is also recommended
that the women’s in collaboration with the management set up a network of national and
international leaders to share and exchange knowledge and experiences in leadership.
Finally, the Bank should focus on improving women leaders’ career by arranging and
developing training to upgrade women leaders’ capabilities. Recognition and
acknowledgement to women leaders at all levels is required in order to minimize challenges
and to build confidence of women leaders at the Bank and nationwide awareness raising
programs and sensitization programs on women empowerment should also be put in place to
bring change in the society at large. |
