Addressing gender equality crisis in SA workplaces

Gender disparities within the South African workplace continue to be a significant issue, with women earning 20.1 per cent less than men on an hourly basis and 32.5 per cent less on a monthly basis. Additionally, fewer women hold senior management and CEO positions. The slow progress in closing this gender pay gap was discussed in a recent panel on CNBC Africa, featuring Karen Muller, Global Client Success Advisor at Top Employers Institute, Tiekie Barnard, CEO of the Shared Value Africa Initiative, and Sharmi Surianarain, Harambee's Chief Impact Officer. Muller highlighted that only 42 per cent of women hold senior management positions and 39 per cent are CEOs. The panelists addressed the need for change and highlighted various strategies and initiatives to promote gender equality in the workplace. Karen Muller emphasized the importance of reducing gender pay disparities, pointing out that companies worldwide, including those in South Africa, are implementing practices to address these issues. Companies like MTN have established hiring targets incentivized to promote gender diversity, while Unilever has introduced a gender appointment ratio matrix for future overview and bias training. Accenture has mandatory recruitment training for gender equality, and Unilever's framework for fair compensation aims to ensure equitable pay practices. Tiekie Barnard shed light on the societal challenges that hinder progress in gender equality. She cited the need for a shift in the patriarchal mindset and political willingness to combat gender-based violence and accelerate workplace gender equality. Barnard emphasized the potential economic benefits, citing a study that suggests a $12 trillion increase in global GDP if gender equality is accelerated. She stressed the importance of empowering women to address abusive relationships and reduce gender-based violence. Sharmi Surianarain shared insights from Harambee's work in empowering young women to find employment. She highlighted the education-employment gap faced by women, citing barriers like care burden and earnings penalties. Surianarain emphasized the need for inclusive hiring practices, future-oriented job opportunities, and support for women's care responsibilities to enhance women's access to the labor market. Harambee's initiatives focus on disproportionately including women, preparing them for future job sectors, and addressing care burden as a potential force multiplier for women in the workplace. The panel also discussed the impact of unconscious bias on women's career opportunities. Barnard highlighted examples of discrimination based on assumptions related to women's life choices, such as starting a family. She emphasized the need to address unconscious bias, particularly among older generations, to create a more equitable work environment. The panel expressed confidence in the younger generation's ability to challenge existing biases and drive positive change in workplace gender dynamics. Despite the challenges, the panelists expressed optimism about the potential for change and highlighted the importance of collaboration, advocacy, and policy interventions to accelerate progress towards gender parity in the South African workplace. By implementing inclusive practices, empowering women, and challenging unconscious bias, organizations can contribute to a more equitable and diverse work environment.