AUTHOR: Leanne Emery Hunter
PUBLICATION: Standard Bank Top Women Leaders
They're driving change.
They're improving diversity, creativity and innovation in our workplaces. They're breaking gender equality barriers, and forging new paths that are benefiting business, society and our entire economy. The young women of South Africa are ready to transform our nation - and all they need is the chance to prove it.
There's no doubt that having more women in the workplace is good for business. An IBM study suggests that companies that prioritise the advancement of women grow their revenues by up to 61% more than their competitors, and 60% say they are more innovative. Firms with more women in senior positions are more profitable, more socially responsible, and provide safer, higher-quality customer experiences.
Women account for half of the world's population and have serious purchasing power. In fact, research shows that women drive the majority of consumer spending through a combination of buying power and influence.
This means that they have unmatched insights into product development, and the technologies and services that our markets need. Female input into the new technologies, products and services that are shaping our world is critical.
Problem is, we're not getting enough women into the workforce right now. World Bank data suggests that globally, women are far less likely to work, or even seek work, than men.
In sub-Saharan Africa, it's estimated that 74.1% of men participate in the labour force, compared to 62.9% of women. In South Africa, 47% of women are economically inactive. This means that almost half of our working age women are out of the labour force, compared to 35.6% of men.
Our challenge is that we need diversity, equity and inclusion in every sector, in every business and at every level. But in Africa, only 35 out of 581 listed companies with revenues exceeding $100-million, or a market cap of over $150-million, have women CEOs.
Millions of young South African women dream of being a CEO. But right now, they'll settle for a job. Any job. So, what can we as leaders do to empower our vast potential of women, who are waiting to make a difference?
DESIGN INCLUSIVE WORKPLACES
Many businesses are still set up to favour men, starting with job descriptions. It's up to us to make a conscious effort to create workplaces that appeal to women, and to actively bring them into the workplace. Thankfully, technology is making it a lot easier to include women in the workforce. The mining industry, for example, has made huge strides in getting women into jobs that were previously seen as the preserve of men.
At the Youth Employment Service (YES), where many of our private sector partners are focused on future-facing industries, we're seeing similar levels of innovation. One of our recent graduates became the first female forklift driver in the company. Others are becoming drone pilots, coders and financial analysts. They're showing other women that it can be done and blazing a trail for the next generation - and it all starts with a workplace that includes them.
Companies are paying more attention to how they can include and retain women, looking at elements such as pay equity, maternity/paternity leave policies and flexible working hours to accommodate working parents. Progressive nations with gender equality at the top of the agenda are focusing on gender egalitarian policies, such as equal maternity/paternity leave for families.
In South Africa, spatial inequality is still a major barrier for millions of young women in entering meaningful work. Programmes that allow women to work and make an impact in their communities is essential to ensure a more inclusive South Africa. At YES, we have seen the success of our turnkey model, where youth are placed in jobs close to home that also have a positive impact in their communities - jobs such as HIV/ TB screeners, teachers' assistants, IT enablers in schools and lay counsellors.
MAKE THE FIRST STEP OUT OF MANAGEMENT EASIER
Not only is it more difficult for young women to enter the job market, but according to a recent McKinsey study, women who are hired often fall at the first step to management. For every 100 men promoted from entry-level positions, only 87 women are promoted.
By not bringing equal numbers of men and women through the ranks, women can never catch up when it comes to managerial positions. And in a Wall Street Journal article, 'The Pay Gap for Women Starts With a Responsibility Gap', UC Berkeley Professor Laura Kray says female managers are often undermined by being given smaller roles from the start.
Through the YES programme, we've seen the positive impact that enabling young women to enter the workforce has had on diversity, businesses and entire communities. Now we just need to build broader momentum and ensure these women are provided the opportunity to grow.
CHANGE THE TRADITIONAL ROLES IN OUR SOCIETY
What we teach our young girls and women about who they are and how they can contribute starts early. When we encourage girls, their families and society to think differently about what they do, the effects are powerful. Research shows that when girls know they can become engineers and entrepreneurs, it leads to increased household income, better access to healthcare and education, and improved social mobility for their children.
Empowering women doesn't just happen in the workplace, though. It starts at home, where women's unpaid work often subsidises the cost of care that sustains families and even economies. According to UN Women, women carry out at least two and a half times more unpaid household and care work than men. This means that, automatically, they have less time to engage in paid labour or work longer hours. To help reduce the burden on working women, I would encourage more households to split unpaid work more equitably between partners. Changing traditional views of household management frees women up to be more active in the workforce, should they choose to be, and allows everyone to thrive.
HELP BUILD THE PIPELINE
As corporate leaders and entrepreneurs, we can play a real role in creating greater access to education and opportunities for South Africa's young women. Even small businesses who sponsor just one or two 12-month work experiences through the YES programme are contributing to greater social prosperity and wellbeing. They're giving young women the break they need to make a meaningful future. And ultimately, that's good for all of us.
Sources: IBM / Academy of Management / Wiley / Informs Pubs Online / World Bank / Stats SA / The Denitive List/ McKinsey / WSJI / UN Press / UN Women