Women’s Career Progression Into Managerial Positions in the Aid Sector: a Case of the Horn of Africa

Abstract

Women's underrepresentation in managerial positions within the aid sector remains a significant challenge despite efforts to promote gender equality and women's empowerment. This cross-sectional exploratory study assessed women's career progression into managerial positions in the aid sector, examined the specific barriers they face and evaluated workplace initiatives that have successfully advanced women into leadership roles within the sector. Guided by the Glass Ceiling and Social Role theories, data was collected through case narratives, key informant interviews and desk reviews from women in long-term or permanent positions for at least five years, across five diverse aid organizations in the Horn of Africa. Findings revealed that women's career progression is characterized by gradual advancement, with key factors such as strong work ethics, technical expertise and effective communication skills contributing to their success. However, women encounter significant challenges, including limited access to female mentors and sponsors in senior positions, persistent gender stereotypes that undervalue women's leadership capabilities, difficulties balancing work responsibilities with societal expectations of family care and restricted opportunities for professional development and networking. The study identified several effective initiatives for advancing women into managerial roles, including structured mentorship and sponsorship programs pairing junior women with senior leaders, tailored leadership development programs addressing women-specific challenges, implementation of gender-balanced representation targets for leadership positions, adoption of flexible work policies to support work-life integration and establishment of women's leadership networks for peer support and advocacy. The study concludes that targeted interventions focused on skill development, networking and organizational culture change can effectively support women's advancement into managerial positions. Key recommendations include developing comprehensive gender-responsive policies and practices, creating an inclusive workplace culture through ongoing training and awareness programs, allocating dedicated resources for women's leadership initiatives, collaborating with external stakeholders to build a supportive ecosystem for women leaders in the aid sector and implementing transparent promotion processes and leadership pipelines for women.