Success isn’t about being male or female — it’s about having the right tools, resources and support.”
By Nuraan Agherdien
For decades, the workplace has been shaped by the belief that men naturally rise faster, earn more, and enjoy greater career success than women. But is this still true in today’s evolving professional landscape? My recent study, conducted within the South African context, set out to explore this question — and the results challenge long-held assumptions.
The gender question
South Africa has made significant strides in promoting gender equality. Educational opportunities are more balanced, labour laws are more inclusive, and social norms are slowly shifting. Yet, despite these advances, gender stereotypes persist. Men are still often seen as the default leaders, while women are expected to juggle professional ambitions with family responsibilities.
My research aimed to uncover whether the factors that contribute to career success differ between men and women. Do women face unique challenges that men don’t? Or are the ingredients for success universal? I explored whether internal traits like motivation and personality, external support systems such as family and organisational culture, and broader societal influences affect career success differently across genders. A diverse group of professionals, across gender, sector, and industry participated in the study.
It was found that contrary to common assumptions, gender did not significantly influence how participants experienced career success. Both men and women identified similar factors as critical to their growth — personal drive, supportive relationships, organisational culture, and access to opportunities.
“The more women are treated differently, the greater the divide becomes.”
However, I found that other demographic factors — such as age, religion, ethnicity, and marital status — played a role in shaping how success was perceived and achieved. For example, younger participants and those from different religious backgrounds reported varying levels of internal motivation and social support.
This suggests that while gender may not be the defining factor, intersectionality — the way different aspects of identity interact — remains crucial in understanding career experiences.
So, what does this mean for the workplace?
These findings carry important lessons for organisations. The key takeaway: treating women differently, even with good intentions, can reinforce outdated stereotypes and widen the gap we’re trying to close. Organisations must move beyond gendered assumptions and instead focus on creating inclusive environments that support all employees.
Instead, organisations should:
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Promote a culture of lifelong learning that supports all employees
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Encourage individual career planning tailored to personal strengths and goals
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Recognise and respond to diversity beyond gender—acknowledging how age, race, religion, and family dynamics influence career paths
“Not all groups have the same internal locus of control or commitment—strategies must reflect this.”
By focusing on inclusive strategies that empower individuals regardless of gender, organisations can foster environments where everyone has a fair opportunity at success.
Looking ahead
While my study challenges the notion that gender alone determines career success, it also opens the door for further research — particularly with a larger male cohort — to validate these findings and deepen our understanding of how different identities shape professional experiences. Ultimately, success is not gender-specific; it is shaped by a complex interplay of personal, social, and organisational factors.
“Let us ask not whether gender matters—but how we can ensure it doesn’t.”
The path to career success is not paved by gender — it’s shaped by a combination of personal effort, social support, and organisational opportunity. As we continue to build more equitable workplaces, let’s shift the conversation from gender differences to shared potential.
Dr Nuraan Agherdien is Head of the Department: HRM in the School of Industrial Psychology and HR at Nelson Mandela University.