Gender equality crisis in SA workplaces: Business leaders must close the gap
Despite the widespread annual celebration of Women's Month across South Africa, significant gender disparities persist within the nation's workplaces.
The stark reality is that women continue to earn significantly less than their male counterparts.
On an hourly basis, women earn 20.1% less than men, and their monthly earnings are 32.5% lower, according to the UN Women's Why Women Earn Less: Gender Pay Gap and Labour Market Inequalities in South Africa report.
Additionally, women occupy only 42% of senior management roles and hold just 39% of CEO positions.
Lead global HR Auditor at the Top Employers Institute, Sandra Botha, emphasises the urgency of addressing these disparities so more women can achieve economic advancement.
She highlights that the gender pay gap is a manifestation of a broader system of inequality that undervalues women's contributions to the economy.
According to Botha, the imbalance stems from several factors, including women's fewer working hours compared to men, disproportionate child care responsibilities that are often unpaid, and discriminatory labour market practices.
The Gender Pay Gap and Labour Market Inequalities in South Africa report also provides insight into these issues, revealing that occupational and sectoral segregation also contribute to pay inequalities.
Women and men are often concentrated in different jobs and industries, a phenomenon known as occupational and sectoral segregation. The Duncan Segregation Index measures this imbalance, with a score of 0 indicating perfect gender balance.
South Africa's scores of 0.35 for occupational segregation and 0.3 for sectoral segregation highlight a significant gender gap in the labour market.
“This uneven distribution restricts women's access to higher-paying roles and career advancement opportunities,” said Botha.
“Moreover, women are consistently paid less than men across most sectors and occupations,” she adds.
“Despite equal qualifications and experience, women are often undervalued and underpaid. In the construction industry, for instance, women earn an appalling 85.6% less.”
Botha further points out how studies demonstrate that a more equitable workforce enhances profitability, productivity, and innovation and lists some of South Africa’s Top Employers that have adopted strategies to try and address these complex issues.
Leadership Advancement
MTN aims for a gender-equal workforce by 2030 through targeted hiring and advancement of women to leadership positions.
Bias Mitigation
Unilever employs the Gender Appointment Ratio (GAR) to provide senior leaders with insights into their hiring decisions, enhancing awareness of biases and promoting equitable practices.
Unconscious Bias Training
Accenture mandates training on unconscious bias for all employees, fostering a culture of inclusivity. The company also uses technology to minimise bias in recruitment.
Fair Compensation Policies
Unilever's Framework for Fair Compensation ensures transparent, market-based, and non-discriminatory pay for all employees.
Flexible Work Arrangements
BMW Group South Africa supports employees with remote work, flexible hours, sabbaticals, part-time options and parental leave to help women balance work and caregiving responsibilities.
Leadership Development
MTN's Rising Leaders program provides training focused on leadership, negotiation techniques, and career advancement for women.
Mentorship Programs
Vodacom's Mentorship for Leaders pairs female employees with senior leaders to support their professional growth and overcome workplace challenges.
Work-Life Balance Support
Cipla South Africa provides confidential counselling services and daycare facilities across its locations, supporting employees in managing stress and work-life balance.
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