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This article addresses ten 'tricky' questions related to narrative inquiry in the field of language teaching and learning research. The questions come from the author's experiences of presenting lectures and seminars on narrative inquiry in many different contexts. The questions deal with issues to do specifically with narrative inquiry methods as well as with broader issues related to narrative research approaches. Where applicable, reference is made to the implications the answers have for both qualitative and quantitative research. The article starts with a brief overview of what narrative inquiry is in the context of language teaching and learning research. [Note: The page range (1-19) shown on the PDF is incorrect. The correct page range for this article should be p1-20. The following article in the issue begins on page 20.]

Background: Generation Z (Gen Z) is subject to more frequent and quick changes in the workplace compared to previous generations (such as the Fourth Industrial Revolution [4IR] and the coronavirus disease 2019 [COVID-19] pandemic). Considering the increasing unemployment rate among recent graduates, Gen Z must adopt a proactive and inventive strategy to enhance their desirability as potential employees for organisations. Aim: The main objective of this research is to determine the predictors of career success for Gen Z from a socioeconomic perspective. Setting: The target population for the study involved bursary beneficiaries from Sector Education Training Authorities (SETA) of South Africa, Wholesale Retail SETA (WRSETA) and Chemical SETA (CHIETA). Method: A quantitative research approach was followed with data collected from a stratified sample of GenZ individuals who are SETA bursary holders (N = 320). The data were analysed using Statistical Package for the Social Sciences (SPSS). Results: The findings show that most participants were at a socioeconomic disadvantage during their formation years. No significant relationships were found between proactive career behaviours (i.e., career and mentor engagement) and career success (i.e., career adaptability and career employability) based on the socioeconomic status of the participants. Conclusion: Facilitating the professional development of Gen Z persons from historically marginalised backgrounds in the workplace requires a comprehensive strategy that tackles educational, social and institutional obstacles. Contribution: This article provides new knowledge on how research on Gen Z should include co-variates to navigate career outcomes more successfully.

Orientation: The coronavirus disease 2019 (COVID-19) pandemic forced organisations to rapidly redesign workplace structures to adapt to a changed and disrupted business world and improve stakeholder relationships. The relational bureaucracy theory (RBT) provides a valuable foundation for increasing stakeholder participation. Research purpose: We investigate how a relational bureaucracy’s organisational structure promotes internal stakeholders’ involvement in a post-Covid workplace. Motivation for the study: Limited frameworks illustrate how a newly emergent relational bureaucratic structure can enhance stakeholder involvement and engagement in the new world of work. Research approach/design and method: The researchers followed a literature review to derive shared meanings in constructing an RBT framework for promoting stakeholder involvement. Main findings: According to our preliminary research, the organisational type known as the engaged ambassador could be named the relational bureaucratic stakeholder prototype. Seven zones crucial to the business’s overall operation are identified in the stakeholder landscape. Additionally, we illustrate the relational bureaucracy design ideas that promote stakeholder participation. Practical/managerial implications: We propose that organisations could benefit from stakeholder engagement through interpersonal coordination mechanisms that create, maintain and improve stakeholder relationships through strategic human resource management (HRM) frameworks and RBT. We further argue that a relational bureaucracy’s structure raises stakeholder participation for organisational leadership, coordination and coproduction. Contribution/value-add: This article integrates some main effects of relational bureaucratic theory to provide a landscape for the needs of internal stakeholders in a disrupted workplace.

Orientation: The emergence of the coronavirus disease 2019 (COVID-19) pandemic has compelled various organisations to alter their human resource management approaches in response to a challenging work milieu. Providing meaningful rewards is imperative for maintaining employee productivity and business continuity during turmoil. Research purpose: The main objective of this research was to explore significant incentives for employees of pharmaceutical enterprises amid the COVID-19 pandemic. Specifically, this study examined the reward preferences of pharmaceutical professionals in managerial positions concerning their age and gender. Motivation for the study: Despite the extensive body of research on rewards during the COVID-19 pandemic, there exists a notable gap in the literature regarding the investigation of total rewards in the pharmaceutical industry from the vantage points of gender and age. Research approach/design and method: A qualitative research approach was followed with data collected from managerial employees in a pharmaceutical company (N = 12). Thematic analyses were applied. Main findings: Overall, the female participants exhibited a greater propensity towards all rewards than male counterparts. The COVID-19 pandemic mostly impacted female Millennials, who identified all aspects of total rewards as crucial. Male Baby Boomers were more inclined towards being incentivised by monetary remuneration than non-monetary perks. Practical/managerial implications: The findings underscore the importance of leaders prioritising human-centred values such as trust, appreciation, interpersonal connections, and collaborative teamwork. Contribution/value-add: The study’s results prompt researchers and practitioners to reconsider conventional characteristics and incentive inclinations of distinct age cohorts and gender categories, which have undergone modifications because of the COVID-19 outbreak.

Purpose: Surviving the coronavirus disease 2019 (COVID-19) pandemic required much of leaders. It highlighted the complexities of faith in the workplace. Christian business leaders drew on their faith to influence employees’ work intentions and behaviours through specific leadership competencies. This study aimed to gain insights into the leadership competencies of Christian leaders during COVID-19 and its perceived influence on colleagues’ values and workplace behaviour through the leaders’ integration of faith and work. Design/methodology/approach: The study used a qualitative, grounded theory approach with semi-structured interviews to collect data. Participants (N = 14) were full-time Christian leaders selected through purposeful, convenient, and snowball sampling. Findings/results: The findings indicated that Christian business leaders exhibited distinctive leadership competencies attributed to their faith. These competencies allowed them to express their beliefs to co-workers in ways that surpassed verbal communication. Practical implications: Organisations should consider implementing leadership development programmes focusing on integrating faith and values into leadership practices. Providing Christian leaders with tools and resources to align their leadership approach with their spiritual beliefs can enhance their ability to create a positive and ethical workplace culture. Contribution/value-add: Although no study has directly explored religion’s role in dealing with pandemics, understanding the impact of beliefs such as Christian religiosity on work can complement management and organisational practices. The findings contribute to leadership studies by laying the groundwork for future investigation into the role of faith integration in leadership behaviours and outcomes.

Orientation: Volatile, uncertain, complex and ambiguous (VUCA) represents the environment in which business organisations operate, illuminated by the post-coronavirus disease 2019 (COVID-19) pandemic and the recent advent of artificial intelligence (AI). The VUCA environment epitomises pervasive unpredictability, shaping the challenges faced by businesses. Research purpose: This article focuses on the dynamics of individuals within private higher education institutions (PHEIs), driven by a bottom line; they compete to attract students, face greater scrutiny from outside constituencies and subjected to higher accountability. It explores the hierarchical structure of management levels and how the interrelatedness of the business environments can facilitate the navigation of the work role identity in flux in the face of constant change. Motivation for the study: The fast-paced and ever-changing nature of today’s business landscape significantly affects employees’ core identities, as the constant need to adapt and perform at their best creates feelings of insecurity and uncertainty. Consequently, it influences institutional and individual outcomes. Research approach/design and method: This qualitative study collected data from qualified staff in senior-level positions within academia, with titles such as CEO or head of campus (HOC) (N = 15) at selected PHEIs. The data were analysed using ATLAS.ti. Main findings: The findings show an extended framework highlighting elements vital to the increased institutional brand image and improved professional identity. Practical/managerial implications: How individuals in the workplace experience and respond to constant unprecedented change affects the institutional brand and the role of management causes a significant influence. Contribution/value-add: Leaders can drive organisations to adapt, change and evolve to the conditions of their organisational environment.

Although a number of studies have explored the experiences of remote English language teaching in response to COVID-19, yet to be addressed is English language teacher-educators' beliefs regarding their online tutoring practices. This article reports on the finding of a study which attempted to identify tutors' beliefs about the differences between face-to-face (F2F) and online tutoring and the knowledge and skills required for online tutoring. Data collected through a questionnaire and follow-up interviews reveal that instructional strategies were regarded as a main difference between F2F and online tutoring, followed by the use of technology. However, knowledge about technology and how to use it was believed to be most important for tutoring in an online environment. Implications of the study include creating structured professional learning opportunities for online tutors, incorporating a focus on managing well-being, and developing awareness of the trainees' sociocultural context.

Orientation: South African higher education institutions (HEIs) face significant challenges in attracting and retaining younger-generation academics. This results in a critical shortage of a talented pool of scholars required for succession and the sustainability of HEIs over the longer term. Research purpose: This study aimed to explore the factors affecting the retention of millennial academics in South Africa. Motivation for the study: The retention of millennial academics is essential to the success of HEIs. Research on the factors affecting the retention of this cohort of academics is scarce despite their growing importance in sustainable HEI practice. Research approach/design and method: The study adopted a cross-sectional qualitative research approach using semi-structured interviews to collect the data. The sample included 14 millennial academics representing various public HEIs in South Africa. Thematic analyses were applied to analyse the data. Main findings: The findings showed that five factors should be considered to retain millennial academics: career and growth opportunities, work environment, rewards, leadership and work–life balance. Practical/managerial implications: The study concluded that an integrated talent retention strategy should be developed that, at a minimum include opportunities for career development, employee growth, healthy employee–employer relationships, employee support and market-related compensation to retain millennial academics. Contribution/value-add: This research contributes to the limited knowledge of the factors affecting the retention of millennial academics.

This paper aims to propose the implementation of electronic justice within the Indonesian criminal justice system, focusing on the reform of criminal law enforcement. The research methodology employed is normative legal research. The findings of the study reveal two key points. Firstly, it is crucial to regulate digital-based criminal justice at the legislative level, particularly through the reform of the Code of Criminal Procedure (KUHAP). The current implementation of electronic criminal trials presents challenges, and the legal foundation for conducting such trials is established by external entities rather than the legislative institution. Therefore, incorporating regulations on electronic criminal trials in future KUHAP reforms is vital to facilitate criminal law reform. As it stands, electronic criminal trials lack specific legal regulations. Secondly, the existing KUHAP does not sufficiently address the issue of technological advancements, as it cannot anticipate rapid changes in technology. Consequently, a legal framework should be established to address this issue. This framework should ensure the availability of modern technological devices and necessary resources to facilitate digital-based criminal justice. Additionally, it should introduce laws governing electronic courts and initiate legal reforms through the revision of Law Number 8 of 1981 concerning Criminal Procedure Law (KUHAP). To provide an example, the United States has regulated electronic criminal proceedings through the Coronavirus Aid, Relief, and Economic Security Act (CARES Act), which implements fiscal stimulus policies and allows for video conferencing in certain cases. Such regulations can serve as a reference point for the implementation of electronic criminal proceedings in Indonesia.

Orientation: The coronavirus disease 2019 (COVID-19) pandemic, concurrent with Fourth Industrial Revolution (4IR), introduces a new work environment and vocabulary that challenges traditional talent management (TM) thought processes, taxonomies, and practices. As a result, we must reconstruct the meanings of workplace talent and TM to ensure business continuity in a disrupted workplace. Research purpose: The main objective of this research was to investigate the current thought processes and meanings associated with the concepts of talent and TM as catalysts for enhancing meaningful work experiences in a volatile workplace. Motivation for the study: Research exploring the meaning of talent and TM as a two-way approach in the new world of work is yet forthcoming. Research approach/design and method: A literature review was conducted to synthesise a shared comprehension of the meaning of talent and TM in the new work environment and their practical applications. Main findings: The findings reveal that the current definitions of talent and TM are ambiguous and contradictory. Consequently, there are numerous dichotomies regarding the most practical method of implementing TM during a crisis. From a multi-value perspective, talent provides valuable insights into how talent and TM practices can be optimised in a world of work characterised by disruption. Practical/managerial implications: Leaders and talent practitioners must reimagine and transform TM practices for sustainable and meaningful individual and organisational impact. Contribution/value-add: This paper provides novel and unique insights into how talent can best be optimised in the new world of work.

Orientation: Public sector organisations (PSOs) are continuously scrutinised for their inability to deliver required services to the broader society. Organisational development (OD) appears to be the solution for improved service performance in PSOs. Research purpose: The main objective of this study was to develop an OD framework that could support long-term performance in a selected PSO. Motivation for the study: Integrated OD frameworks that can effectively guide the sustainable performance of PSOs are yet forthcoming in Southern Africa. Research design, approach and method: A qualitative approach was utilised to obtain semi-structured interview data from a purposive sample of management (N = 15) from a selected public sector institution. Theme analyses were applied to illicit themes for the data gathered. Main findings: The findings showed that participants perceive a misalignment between OD interventions and the performance imperatives of the PSO department. The participants highlighted several components that should be part of the OD framework to enhance performance. These included accurate diagnosis and evaluation, leadership and management development, operational factors (i.e. structure, processes and alignment), communication, inclusivity and profiling of employees. Practical/managerial implications: The study highlights the importance of management competence in driving OD interventions. The framework furthermore provides a guideline for management to implement change interventions to achieve the organisation’s strategic objectives. Contribution/value-add: A framework is presented that is specifically aimed at providing practical guidance for the design of OD interventions in PSOs.

Orientation: Public Sector Departments (PSD) play an essential role in rendering services for public welfare. Unfortunately, PSDs are slow to adapt to change and apply the required interventions to ensure sustainable service delivery and performance to the broader society. Research purpose: The objective of this study was to explore employee perceptions of organisational development interventions in a selected public sector organisation. Motivation for the study: Research on Organisation Design (OD) interventions in the public sector remains scarce despite its strategic importance. Research approach/design and method: A qualitative approach was utilised to obtain semi-structured interview data from a purposive sample of management (N = 15) from a selected Public Sector Institution. Theme analyses were applied to illicit themes for the data gathered. Main findings: The findings showed that employees had negative experiences of OD in the department. The participants highlighted various factors constraining the effective implementation of OD interventions, such as a lack of consultation, communication and role clarity, poor change management, planning and time management. Practical/managerial implications: The findings highlighted the importance of management creating inclusive workplace cultures with opportunities for proper dialogue with subordinates to prevent resistance against change. Organisation design stakeholders can further benefit from role clarification and training to ensure that change initiatives are properly assembled in support of organisational strategies. Contribution/value-add: This research adds to the limited body of empirical knowledge on OD interventions within the public sector.

2024 is the year of simultaneous general elections. All citizens can participate, and every vote counts, including that from people with disabilities. This paper aims to determine the fulfilment of the political rights of persons with disabilities in general elections in Bengkulu City to welcome the general elections to be held simultaneously in 2024. This legal paper used an empirical method with a qualitative approach by collecting primary data from persons with disabilities in Bengkulu City. In-depth interviews were used to find out the fulfilment of the political rights of persons with disabilities in the general elections in Bengkulu City. This paper concludes that the political rights of persons with disabilities in elections in Bengkulu City had not been fulfilled optimally. These rights included the rights to (i) be registered to cast a vote, (ii) access polling stations (TPS), (iii) cast their votes confidentially, (iv) receive information, including information about the elections, and (v) take part in elections. This was because the organizers, namely KPU, failed to play their role optimally. They failed because they had limited funding and persons with disabilities themselves were self-isolating and did not know their political rights.

As language teachers and teacher educators transition into doctoral research and on into full-time academic positions in universities, they begin to encounter research practices and policies associated with neoliberal systems of higher education. These might be quite different from previous research experiences, such as self-initiated participation in short-term action research focused on their classroom practice, resulting in tensions in the professional life of researchers. This article reports on a study that explored the researcher identity dilemmas that result from such tensions. Using short story analytical methods, it focuses on aspects of the research experiences and developing researcher identity of one language teacher educator as she transitions through the early stages of her doctoral program at a Colombian university. Following analysis of the short stories, the tensions and identity dilemmas are mapped out in a conceptual framework that outlines what the tensions are (e.g. meaningful v. meaningless research, meeting institutional standards v. doing research to impact one's community), what they mean for the teacher educator's sense of herself as a researcher, and what she plans to do about the situation. Implications for early career teacher researchers are suggested.

Abstract Astrocytes play a central role in the neuroimmune response by responding to CNS pathologies with diverse molecular and morphological changes during the process of reactive astrogliosis. Here, we used a computational biological network model and mathematical algorithms that allow the interpretation of high-throughput transcriptomic datasets in the context of known biology to study reactive astrogliosis. We gathered available mechanistic information from the literature into a comprehensive causal biological network (CBN) model of astrocyte reactivity. The CBN model was built in the Biological Expression Language, which is both human-readable and computable. We characterized the CBN with a network analysis of highly connected nodes and demonstrated that the CBN captures relevant astrocyte biology. Subsequently, we used the CBN and transcriptomic data to identify key molecular pathways driving the astrocyte phenotype in four CNS pathologies: samples from mouse models of lipopolysaccharide-induced endotoxemia, Alzheimer’s disease, and amyotrophic lateral sclerosis; and samples from multiple sclerosis patients. The astrocyte CBN provides a new tool to identify causal mechanisms and quantify astrogliosis based on transcriptomic data.

Orientation: The advent of the fourth industrial revolution (4IR) and its digital disruptions require new competencies from leaders to ensure the sustainability and competitiveness of business enterprises. Purpose of the study: The purpose of the study was to develop and validate a scale to measure the digital leadership competencies that will enable employees to remain relevant. Motivation for the study: Despite a proliferation of empirical studies on 4IR and its impact on leadership, validated assessments of leadership competencies for the digital age are scarce. Research approach, design and method: A quantitative research approach was followed with data collected from employees (N = 241) from a multinational company in the technology and engineering industry. A newly developed digital leadership competency questionnaire was distributed electronically to the respondents. The data was analysed using the SPSS and AMOS programmes. The data analyses included descriptive statistics, confirmatory factor analyses and reliability analyses. Main findings: The results confirmed and supported a valid and reliable six-dimensional leadership competence assessment supported by sub-competencies. The six competences include embracing digital, leadership facilitating the digital drive, digital adaptiveness and resilience, cultivating a digital culture and digital skills and digital competitiveness intelligence. Practical/managerial implications: The digital leadership competency scale can be used to assess and develop employee competencies, which will positively affect business performance. Contribution/value-add: The study provides a holistic digital leadership competency framework that encompasses generational theory as well as levels of work theory.

Indonesia has enacted mining law, environmental protection law, and a number of rules addressing mining and environmental issues. However, the establishment of these numerous laws and regulations has not resulted in a decline in corruption cases and environmental degradation. In fact, government officials are frequently lenient with mining industry owners who fail to follow good environmental standards. This is critical since Indonesia has spent the last two decades attempting to resolve corruption and environmental challenges. This study describes specific instances of mining and environmental law confusion resulting from corrupt activities. The study takes a normative legal approach. Resources have been gathered through examinations of mining and environmental laws and regulations, as well as reports by multiple authorities that track the same subject. The study demonstrates how prior Indonesian mining law policy acknowledged regional governments as mining authorities. The policy has caused widespread mining corruption, particularly in the area of business permits, involving regional political leaders and the private sector. The irresponsibility of regional political elites has jeopardized the environment and ecosystem. It is also an echo of overlapping legislation and authorities in the mining and environmental sectors.

Orientation: The South African water board sector plays an essential role in providing water and basic sanitary needs to the country. Yet the sector faces drastic talent shortages required to deliver its service mandate. Research purpose: The primary purpose of this study was to develop an employee value proposition (EVP) framework for the South African water board sector. Motivation for the study: Research on EVPs within the public sector is scarce. Employee value propositions are essential to attract, engage and retain scarce skills. Research approach, design and method: A qualitative research approach was followed. Semistructured interviews were used to collect the data from talent management stakeholders from nine water boards (n = 9). A constructive grounded theory method was applied to analyse the data. Main findings: The findings showed that EVPs received limited priority within the water board sector. The water board sector offered various financial awards, benefits, training and development opportunities to employees. In addition, the participants perceived a positive institutional culture and employment brand. The water boards thus already had fundamental building blocks available to integrate into a compelling EVP. Practical/managerial implications: The findings of this research emphasise the importance of management commitment towards creating a compelling EVP that will attract and retain those talented individuals who are of value to the strategy implementation of the South African water boards sector. Contributions/value-add: This research presents an original EVP framework that can be used as a guideline to manage workplace talent more effectively to achieve strategic government objectives.

This narrative inquiry explores teacher ownership of curriculum change by examining how a blended learning program was put into action in a Colombian tertiary institution. In particular, the study aimed to examine the experiences of two English language teachers as they grappled with and managed the changes brought about by their involvement in the implementation of a blended learning curriculum. Data collection methods included narrative interviews and field notes from classroom observation. Findings indicate that switching to blended learning is a complex enterprise that goes beyond 'getting the mix right', as multiple individual and institutional factors come to shape teachers' implementation experiences. Depending on the extent to which their aspirations, beliefs and actions are aligned to the expectations of influential others and the culture of the organization, teachers can find it more or less difficult to perform stable professional identities and develop ownership of their practice. This study highlights the importance of considering ways in which tensions can be both managed and used as reflective opportunities to help teachers and change leaders implement BL programs more effectively.

Abstract Cigarette smoking is a modifiable behaviour associated with mental health. We investigated the degree of genetic overlap between smoking behaviours and psychiatric traits and disorders, and whether genetic associations exist beyond genetic influences shared with confounding variables (cannabis and alcohol use, risk-taking and insomnia). Second, we investigated the presence of causal associations between smoking initiation and psychiatric traits and disorders. We found significant genetic correlations between smoking and psychiatric disorders and adult psychotic experiences. When genetic influences on known covariates were controlled for, genetic associations between most smoking behaviours and schizophrenia and depression endured (but not with bipolar disorder or most psychotic experiences). Mendelian randomization results supported a causal role of smoking initiation on psychiatric disorders and adolescent cognitive and negative psychotic experiences, although not consistently across all sensitivity analyses. In conclusion, smoking and psychiatric disorders share genetic influences that cannot be attributed to covariates such as risk-taking, insomnia or other substance use. As such, there may be some common genetic pathways underlying smoking and psychiatric disorders. In addition, smoking may play a causal role in vulnerability for mental illness.

The global fishing industry supports the livelihoods of millions, however, it adversely allows the occurrence of crimes throughout the value chain, especially modern slavery. This research aims to examine the current existence of slavery in the fishing industry for the state to determine the best way to deal with its repeated occurrence. Studies show that slavery still exists due to the vulnerability of the fishing sector. These include the prolonged timeframe onboard which prevents the crew from leaving the vessel, poor working conditions, the long-hours associated with the catching process, lack of access to authorities, use of foreign flags to create barriers to the law enforcement, use of migrant labour lacking representation and the lack of governmental oversight or support. This research states that it is important to combat modern slavery by strengthening law enforcement, policy, and international cooperation between States, by involving the source, flag, coastal, port, trade and market States based on international and national law

Orientation: Talented employees play an essential role in the service performance of local government institutions. Unfortunately, talent management remains a neglected practice within the local government, mainly because of the absence of leadership talent mindsets. Research purpose: The main focus of this research study was to determine how leadership talent mindset influences talent management and voluntary turnover intentions of employees in a Botswana local government institution. Motivation for the study: Research on the predictive relationships between leadership talent mindset, talent management and voluntary turnover intentions is yet forthcoming in the Botswana context. Research approach/design and method: The researchers followed a quantitative research approach. Data were collected from a stratified random sample of employees (N = 405) from a Botswana local government institution. A leadership talent mindset scale, talent management measurements and voluntary turnover intentions questionnaire were administered. Main findings: The results showed a weak leadership talent mindset towards talent management. A leadership talent mindset significantly predicted poor talent management practices and voluntary turnover intentions. Talent development moderated the relationship between the leadership talent mindset and voluntary turnover intentions. Practical/managerial implications: Leaders need to adopt the appropriate talent mindsets to implement those talent management practices that will retain key and competent talent in local government institutions. Contribution/value-add: This research study advances empirical knowledge on the importance of leadership in facilitating effective talent management in local government.

Orientation: Despite promising legislative frameworks and policies to eradicate gender imbalances in the workplace, women have yet to earn their rightful place as senior business leaders. Research purpose: The primary goal of this study was to investigate the factors that prevent women from advancing to senior leadership positions in a variety of South African business contexts. Motivation for the study: More research is required to understand the unique challenges that senior women leaders experience in various South African business contexts. Research approach/design and method: This research followed a qualitative approach. Data were gathered using semistructured interviews with nine women (n = 9) who made significant inroads in their respective professions. Theme analyses were applied to analyse the data. Main findings: The findings revealed six factors that hinder the career advancement of women to senior leadership positions: societal perceptions and stereotypes, a lack of mentorship, masculine corporate cultures, leadership identity distortions, inadequate training and development and poor work-life balance. Practical/managerial implications: Organisations are encouraged to create more feminine workplace cultures that allow women to realise their full potential and establish their identity as senior leaders. Mentoring, networking, and professional development opportunities can all assist women in advancing their careers. Senior female leaders play an essential role in fostering workplace cultures that promote equal opportunity and combat unfair discrimination on various grounds. They pave the way for younger, upcoming female talent to move into senior management positions more quickly. Contribution/value-add: This study fills important gaps in the global understanding of the factors limiting women’s career advancement to senior leadership positions. The findings of this study emphasise the importance of recognising and embracing women’s leadership competence in the modern workplace.