Gender transformation in the workplace and Employment Equity Commission 10th Annual Report
2 Aug 2010
Politically and socially, there is a constitutional imperative for gender transformation in the workplace, to promote equality and non-discrimination, reinforced by measures such as Employment Equity legislation.
It is clear from the findings outlined in the Employment Equity Commissions' 10th Annual Report, as well as recent Business women's Association and Business Union South Africa survey findings, that South African businesses are performing dismally with regard to gender transformation in the workplace. It is apparent that progress made regarding gender transformation in political leadership and among state entities is not replicated in the corporate arena, and that women and people with disabilities are under-represented at all levels in the workplace.
The Employment Equity Commissions (CGE) is also concerned at the invisible elements that continue to marginalise working women, related to the institutional culture within a demonstratedly male-dominated environment. These relate to internal policies and practice regarding recruitment and promotion, sexual harassment in the workplace, and access to skills training, coupled with the sense that men are taken more seriously and women have to "earn their stripes" - a situation that is even harder for black women.
There is a clear need to enforce legislative requirements regarding equality in the workplace, and establish accountability for gender transformation in the private sector. We need stronger enforcement mechanisms for EEC reporting to ensure compliance, including the increase in value of penalties, and a "Name and Shame and Praise" campaign.
Companies should be required to develop a focused gender equality strategy, with targets, and timeframes, and implement women's empowerment and capacity-building programmes. Companies should also consider proactive interventions such as the provision of child-care facilities in the workplace, and the introduction of flexible working arrangements to enable women to balance career and domestic responsibilities.Further, gender sensitivity and gender equality in the workplace need to become performance requirements for companies and senior management.
Without such interventions to address both women's representation and experience in the workplace, we will fail to realise the notions of gender equality and non-discrimination outlined in our Constitution.
Statement issued by Janine Hicks, Commission for Gender Equality, August 2 2010
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