A reflection on International Womens Day
International Women’s Day (IWD), celebrated globally on the 8th of March is recognised as a special day to celebrate the social, economic, cultural, and political achievements of women. The day also marks a call to action for accelerating women’s equality. To draw attention to women’s equality, The United Nations adopts a theme each year that is used to mobilize action against inequality across the world. The theme for the year 2021 was #ChooseToChallenge, and was aimed at encouraging people to choose to call out gender bias and inequality. This year’s theme is #BreakTheBias and calls on all to call out gender stereotyping, and discrimination and to encourage people to commit to helping forge an inclusive world. Supporters also mark this day with localised events across the world.
Whilst important as campaigning tools, it’s questionable whether celebrating IWD through events and hashtags organized around this single day or month is in fact effective. One of the patterns that characterises IWD is public pronouncements made by leaders, pledging institutional support for addressing gender inequality. Despite several pledges over the years, gender equality and women’s experiences have not progressed. Moreover, studies indicate that COVID-19 has had a regressive effect on gender equality. A 2020 report by the National Income Dynamics Study – Coronavirus Rapid Mobile Survey (Nids-Cram) revealed that 66% of job losses between February and April at the height of lockdown were suffered by women. 2021 studies indicated that women have regained employment at a slower pace than men, continue to work less hours because of childcare responsibilities and have faced an increasing gender pay gap.
Our online platforms have confirmed the data and deepened the understanding of impacts on women. Over the past 2 years, the #Dare2SeeUs campaign[1], created by Womaniko and The Well Health Company has shown the disproportionate effects of the COVID-19 pandemic on women. Women reported challenges in juggling unpaid care work, remote education and their work responsibilities. Women also discussed the personal challenges, societal and institutional barriers they faced in raising their concerns and needs. Our 2021 Rapid Survey indicated that while 70% of women had experienced gender bias and inequality in the world of work, only 50% utilised workplace procedures and policies to address the incident and 33% did not report at all. Moreover, in a country where domestic abuse, sexual violence and sexual harassment are considered the top three issues that women and girls are facing; only 38% reported incidents of gender-based violence at work with 17% believing that their cases were handled with care.[2]
These statistics are not just numbers. They demonstrate the need for urgent action to address gender inequality and gender-based violence beyond pledge platitudes and social media campaigns. With over 14million South Africans in employment, the world of work becomes a critical context for such change. Initiatives that tackle social norms, break systemic biases and encourage behavioral change in the world of work generate 14million opportunities to filter back into society. McKinsey amongst others have also argued that taking action now, in response to the regressive effects of COVID-19 on gender equality will have quantifiable bottom-line benefits for business and society.
With these push-pull factors, a clear business case, pledges and frameworks and annual global campaigns, why are only 1% of the 1000 most influential companies in the world able to demonstrate a commitment to and reporting on gender equality? We believe that business leaders struggle to operationalise their pledges for a number of reasons including the lack of institutional capacity to support gender transformative work at the operational level, lack of access to tools to navigate the challenges they inevitably face in driving change, the lack of well-documented granular best practice, and the lack of clear accountability and reporting mechanisms. Womaniko Associates has thus developed the Beyond the Pledge Programme to address these gaps; providing leaders with the support and tools to operationalise gender equality and gender-based violence commitments, as well as building a community of practice to share best practice and build accountability. Best suited for leaders who are responsible for driving the strategic direction and agenda around demonstrating commitments to addressing gender inequality and gender based violence, the programme will start in May 2022 with monthly sessions until November.
[1] The #Dare2SeeUs campaign seeks to inspire a workplace culture where women are seen in the context of COVID-19.
[2] Womaniko Associates (2021). Gender Bias and Inequality in the Workplace.
