THE GLASS CEILING OF WOMEN’S PARTICIPATION IN LEADERSHIP POSITION: THE CASE OF HAWASSA INDUSTRIAL PARK, ETHIOPIA

Abstract

This study investigates the persistent glass ceiling hindering women’s participation in leadership positions, with a focus on Hawassa Industrial Park (HIP), Ethiopia. The research adopts an explanatory design and a quantitative research approach, collecting data from 393 employees through questionnaires. The data were analyzed using multiple linear regression to identify factors influencing women’s access to leadership roles. The results highlight that internal organizational structures and communication networks play a pivotal role in promoting women’s leadership opportunities. Organizations with well-defined structures that encourage open communication and support can create an environment conducive to women’s advancement, positioning these elements as key contributors to achieving gender equality in leadership. The study also identifies significant barriers, including gender stereotypes, situational challenges, and personal limitations. Among these, gender stereotypes emerge as the most detrimental, substantially limiting women’s opportunities for upward mobility. Situational barriers, such as societal expectations and workplace dynamics, further exacerbate the challenges women face. Although personal barriers, such as self-perception and confidence, also negatively impact women’s leadership prospects, they are relatively less influential than structural and situational factors. These findings suggest that addressing organizational structures and fostering inclusive communication networks can counteract these barriers, enabling more equitable leadership opportunities. Consequently, targeted interventions to dismantle structural impediments and challenge societal norms are essential for overcoming the glass ceiling and achieving meaningful gender equality in leadership roles within industrial parks and beyond.