Barriers to Career Development for Early-Career Women: Evidence from Indonesia’s Service Industry
DOI:
https://doi.org/10.47766/saree.v8i2.7668Keywords:
women, career barriers, sexism, broken rung, SDG 5, service sectorAbstract
Despite gender equality being a global goal (SDG 5), women continue to face systemic barriers in the workplace, particularly the "broken rung" phenomenon at the early career stage which limits their vertical mobility. This study aims to identify, rank, and analyse the career progression barriers perceived by entry-level female employees in the Indonesian service sector. This study employs a quantitative approach using a survey method. Data were collected from 382 female respondents aged 21-29 years working in the service sector via an online questionnaire. Data analysis was conducted using One-Sample T-test to test barrier significance, Kendall’s Coefficient of Concordance for ranking, and Exploratory Factor Analysis (EFA) to group barrier dimensions. The results indicate that 14 out of the 20 tested factors are significant career barriers. The top three perceived barriers are a normalized culture of sexism, a mismatch between individual needs and organizational offers (needs-supply fit), and the demand for a proactive personality. Factor analysis grouped these barriers into two main dimensions: Organizational and Structural Barriers, and Individual and Dual Role Barriers. These findings indicate that cultural and structural barriers are more dominant than relational ones. Consequently, organizations are advised to implement zero-tolerance policies regarding sexism and provide flexible work arrangements to support the retention and career advancement of women in Indonesia.
ABSTRACT INDONESIAN
Kesetaraan gender merupakan tujuan global (SDG 5), namun perempuan masih menghadapi hambatan sistemik di tempat kerja, khususnya fenomena "broken rung" (anak tangga yang patah) pada tahap awal karier yang membatasi mobilitas vertikal mereka. Penelitian ini bertujuan untuk mengidentifikasi, memeringkat, dan menganalisis hambatan kemajuan karier yang dirasakan oleh karyawan perempuan tingkat awal di sektor jasa Indonesia. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei. Data dikumpulkan dari 382 responden perempuan berusia 21–29 tahun yang bekerja di sektor jasa melalui kuesioner daring. Analisis data dilakukan menggunakan uji-t satu sampel (One-Sample T-test) untuk menguji signifikansi hambatan, Koefisien Konkordansi Kendall untuk pemeringkatan, dan Analisis Faktor Eksploratori (EFA) untuk mengelompokkan dimensi hambatan. Hasil penelitian menunjukkan bahwa 14 dari 20 faktor yang diuji merupakan hambatan karier yang signifikan. Tiga hambatan utama yang dirasakan adalah budaya seksisme yang dinormalisasi, ketidaksesuaian antara kebutuhan individu dan penawaran organisasi (needs-supply fit), serta tuntutan akan kepribadian proaktif. Analisis faktor mengelompokkan hambatan-hambatan ini ke dalam dua dimensi utama: Hambatan Organisasional dan Struktural, serta Hambatan Individu dan Peran Ganda. Temuan ini mengindikasikan bahwa hambatan budaya dan struktural lebih dominan dibandingkan hambatan relasional. Oleh karena itu, organisasi disarankan untuk menerapkan kebijakan toleransi nol terhadap seksisme dan menyediakan pengaturan kerja yang fleksibel guna mendukung retensi serta kemajuan karier perempuan di Indonesia.
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