Pat Semenya, IRMSA CEO
Despite the popular belief that women have nearly closed the equality gap, discriminatory laws and social norms remain prevalent.
In order to fast track the equality agenda, specifically to ensure that the work that is currently been done in the world is sustainable and can be resilient towards unforeseen future social dynamics presented by the effects of the times we live in. It’s important to tackle the inequality dilemma we are faced with from a point of diffusing stereotyping gender equality as an agenda only affecting women.
It needs to be made known this is a matter of being fair to all genders whereby there is equal enjoyment of all social services, opportunities, resources and rewards; and not to be confused with critical aspects of addressing gender inequality such as women empowerment.
We need to be constantly aware of the reality that anyone that is seen as “trespassing” in spaces that were previously dominated by a specific gender, there will be a backlash. This backlash can manifest itself in a form of humiliation, harassment and at times violence in our homes, education system and workplace
In the Home and Societal Shift
As Parents we also need to be consciously aware that equality begins at home, here the foundations of societal beliefs and practices are formed. The manner in which equality is addressed at home shapes the way the next generation perceives gender and equality.
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As an example, housework needs to be shared equally in the home and the sharing need not be gender based. One of the ways to achieve this is to regularly rotate the housework schedule, this way everyone gets an equal opportunity to be involved in all chores and responsibilities, are expected to perform at the same competency level and is rewarded equally.
By doing so, on a societal level, the equal value will be given to what is currently perceived as gender specific roles in our households. I believe this approach has a great potential to minimize the societal harassment and violence that are gender motivated and encourage all genders into non-traditional vocations in the future.
Workplace
Gender inequality in organizations is a complex phenomenon that can be seen in organizational structures, processes, and practices.
Even though tangible progress has been made over the years, there is still a tremendous amount of work that business leaders can do to help close the gap through fair and transparent recruitment processes, compensation, evaluation and promotion policies.
Leaders affect the organizational structures, processes, and practices. Specifically, leaders set culture, set policy, set strategy and are role models for socialization. As Leaders, we are in a position to institutionalise gender inequality. An unbalanced organisational structure marked by gender inequalities consequently promotes job ladders and networks that support gender bias.
Today, South Africa’s progressive laws have seen more women serving in high-ranking positions in government and the private sector than ever before. Access to education by young girls and women has improved substantially over time. However, the female unemployment rate remains higher than that of the male counterparts, which leaves women lagging behind in terms of socio-economic opportunities.
In the end – Gender equality is concerned not only with the roles, responsibilities and needs of women and men, but also with the interrelationships between them.