Empowered Women in Management: The Case of DWAF, Cape Town, SA

Following South Africa s independence from apartheid rule, there has been progressive developments in equity policies including the water sector. Equality in the water sector is not only limited to water access, but also management of the water. This study investigated the factors that empower women in the water sector as an example of gender equity. It examined the attributes of women in water management through a case study of fourteen women in management in the Department of Water Affairs and Forestry (DWAF) Western Cape regional office, South Africa. The study findings suggest that implementation of equity legislation has contributed to adding the quantitative value and not so much the qualitative value to transform and challenge the institutional culture and practices. Women managers occupying senior positions are well qualified and bring diversity into the management of water resources. Yet, they are faced with both internal and external challenges in their positions. It was recommended that organizational transformation needed to be broadened and women managers required more support systems to ameliorate the challenges they faced.

Autorentext

Memory Kachambwa has a MSc in Integrated Water Resource Management from Western Cape University, South Africa a BSc double major in geography, environmental science and geology from University of Zimbabwe. She is a gender & human rights expert with over 10 years work experience in international women's rights issues in Southern and Eastern Africa.

Klappentext

Following South Africäs independence from apartheid rule, there has been progressive developments in equity policies including the water sector. Equality in the water sector is not only limited to water access, but also management of the water. This study investigated the factors that empower women in the water sector as an example of gender equity. It examined the attributes of women in water management through a case study of fourteen women in management in the Department of Water Affairs and Forestry (DWAF) Western Cape regional office, South Africa. The study findings suggest that implementation of equity legislation has contributed to adding the quantitative value and not so much the qualitative value to transform and challenge the institutional culture and practices. Women managers occupying senior positions are well qualified and bring diversity into the management of water resources. Yet, they are faced with both internal and external challenges in their positions. It was recommended that organizational transformation needed to be broadened and women managers required more support systems to ameliorate the challenges they faced.