Despite being over half of the population and leading a significant portion of households, why do women in South Africa continue to face daunting challenges in accessing employment opportunities and breaking through the glass ceiling?
Women in South Africa face significant challenges regarding employment opportunities compared to men, despite the fact that females make up over half (51.1%) of the South African population, and more than two-fifths (42.0%) of households are led by women.
This disparity persists despite global efforts towards women’s empowerment and gender equality. A report released by Statistics South Africa reveals that women have higher rates of unemployment and lower levels of labour market participation than their male counterparts. Moreover, even if they manage to secure jobs, they are underrepresented at managerial levels.
Between 2000 and 2010, there was a classification change for white women in terms of B-BBEE (Broad-Based Black Economic Empowerment) requirements. This shift occurred in response to acknowledging historical gender inequalities within the workplace.
To comply with BBBEE standards, companies were encouraged to prioritize promoting women and extending share ownership opportunities to females from all racial backgrounds. However, by the end of this period in 2010, an excessive focus on investing in white women led to a reevaluation of the BBBEE Scorecard, resulting in their exclusion from further consideration or inclusion in B-BBEE initiatives.
A report from the Commission for Employment Equity shows that despite women comprising 44.7% of the workforce and the 14 points available on the B-BBEE scorecard for companies promoting women’s empowerment, women still face significant obstacles in reaching senior management positions.
The 2020/21 Commission for Employment Equity Report indicates that while Coloured and Indian women’s representation in top-level management has increased, African women’s representation has declined. Addressing this discrepancy requires targeted strategies that recognize the unique challenges faced by African women and actively promote their representation across all levels of leadership.
Empowerment legislation in South Africa, including B-BBEE, seeks to address historical inequalities, including gender disparities. By enhancing provisions that specifically target black women’s representation across various scorecard elements, the country can strengthen its commitment to women’s empowerment.
The B-BBEE scorecard presents a crucial opportunity for promoting women’s development within organizations. Despite some companies not fully prioritizing women’s empowerment, especially in skills development, aligning projects and policies with the codes’ specific targets is essential.
By integrating women-specific objectives into their B-BBEE strategies, companies can prioritize women’s development through tailored training programs and promoting women’s representation in leadership positions.
Fostering an inclusive work environment with flexible arrangements and diversity training further supports gender equality. Embracing these principles not only improves B-BBEE scores but also cultivates a diverse and empowered workforce, contributing to a more equitable society where women thrive in all aspects of business and society.
Achieving gender equality and empowering women in South Africa requires concerted efforts from various stakeholders. Addressing the slow progress in senior management representation, revisiting empowerment legislation, encouraging broad-based skill development, and overcoming representation gaps are all essential steps.
Promoting gender diversity and equality in the workplace should not remain an elusive ideal but become a tangible reality, driving South Africa towards a brighter and more prosperous future for all.
Article by: Tebatjo Mashotja
References:
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