The Supermum factor can be interpreted as the external influences on the work choice of the women. As shown in Table 8.2, “Supermum sub-themes”, it contains three sub-themes: social expectation, work-family balance and support. The supermum aspect of the findings recognises the impact and value of support from both the family and from employers in helping to achieve a sustainable balance between work and family. It acknowledges the struggle experienced by women striving for excellence in both the work and family areas of their life within a framework of societal expectation. The data subtly demonstrated the existence and impact of societal expectation and also illustrated the changing nature of societal expectation. The amount and form of support provided to the women was also impacted by societal expectation.

This theme encapsulates the skills, qualities and attitudes of the participants as represented by the data. It has been so named because of the strong sense of the role of fate or luck expressed by the women.

Participant #6: ‘well it’s just... serendipity. I mean that's how life is isn't it?’

It can, however, be demonstrated from the data that luck probably contributed less to the women’s progress and success in their careers than did the skills, outlook and the adaptive behaviours these women used to survive and thrive even though they were and remain a minority in a male dominated environment. The sub-themes, along with supporting quotations from the data, are shown in Table 8.3, “Serendipity sub-themes”. While there were examples of a range of skills in the data (interpersonal communications, problem solving/analytical skills, and skills in mathematics and science) there did not appear to be a single core skill set among the participants. However, the outlook of the participants and any consequent adaptive behaviours evidently do not occur independently of the skill set of the individual women concerned.

The outlook sub-theme was arguably the most exciting finding in the research, revealing as it did a set of common qualities shared by the women participating in this research. It highlighted some strong aspects including displaying a positive attitude, excitement and enthusiasm for their work and life. The women welcomed change and opportunity to the extent that some participants spoke of the need for stimulation and a commitment to continuous learning. Paradoxically, there was also a sense of insecurity and lack of confidence among the participants. There was also some evidence of self-awareness and the recognition that insecurity and lack of confidence were not justified when skill and ability were considered.

As shown in Table 8.4, “Culture sub-themes”, the final main theme of Culture is based on four sub-themes: paucity of women in IS/IT, definition of IS/IT, gender traits and the distinction in approach and support. These sub-themes combine to create the environment within which the women carry out their IS/IT work-related activities.

There was some sense that the low numbers of women in IS/IT may have impacted on the culture and environment within the IS/IT workplace. Potentially, it has served to perpetuate the dominant male culture. The nebulous nature of IS/IT was revealed by the data, with no common perception among the women participating in the research. From the data it was clear that there was a perception that men and women, in general do have subtle inherent differences and that this impacted on the way they operate and interact. There was also recognition that the description of gender traits relies heavily on generalisation and stereotyping.

The distinction sub-theme encompasses discriminatory behaviour that the participants had experienced. A common view from the data was that the women had not experienced barriers within their workplaces, although they acknowledged the existence of barriers in a more general sense.