Page 21 - Winning Women 2017

BWASA 21

Vanished! Why are women disappearing on the path to senior leadership?

Four times per year in their workplaces:
51% of SA population is female 61% of men aspire to reach a top management position 17% of women are exposed to sexual overtures or harassment

53% of tertiary-educated South Africans are female 62% of women aspire to reach a top management position 37% of women feel uncomfortable with inappropriate conversations
28% of senior leadership roles are held by women 62% of men are confident of reaching a top management position 47% of women feel excluded from company networking events
<3% of South African CEOs on the JSE are female 57% of women are confident of reaching a top management position 54% of women feel a lack of respect or acknowledgement

54% of women feel their communities believe in equal opportunities
Source: Gender (dis)Parity in SA by Bain & Company Graphics24

THE understand how societal, organisational
Fajardo says the research aims to
and personal factors interconnect to
DISAPPEARED make sense of people’s experiences and
DISAPPEARED
then design solutions that will result in
all-important change.
But, she warns, “there is no silver
bullet”; we must “convince men and
women that there is a financial benefit
Where are women in leadership? to companies and this will change the
black female experience”.
Despite 70% of both men and women
believing in the benefits of gender
If women aren’t empowered to reach their equality, this conviction drops when the
same people are asked if the main
full potential it will cripple the economy. reason behind their support for gender
Gayle Edmunds unpacks new research into equality is improved performance.
This lack of belief in the bottom-line
gender equality in corporate South Africa benefits flies in the face of numerous
studies that have found that increased
gender parity grows a country’s
nclusion is a problem – the productivity and competitiveness.
numbers show it. Diversity is not Women make McKinsey’s 2011 report, Unlocking the
“Ithriving,” says Catalina Fajardo, up 51% of the Full Potential of Women in the US
the co-author of Gender (dis) Parity in Economy, found that greater
South Africa: Addressing the Heart of South African participation of women in the
the Matter. population and workforce since 1970 accounted for a
The report, released in May, delves 51% 51% 53% of tertiary quarter of the country’s gross domestic
into why women are “disappearing” educated South product.
from the path to senior leadership Africans, but Conversely, ILO and ADV’s Women
despite having the same levels of and Labour Markets in Asia –
aspiration and confidence as men when the numbers Rebalancing for Gender Equality, also
beginning their careers. don’t add up... released in 2011, found that Asia and the
Women make up 51% of the South Pacific sacrificed $42 billion to $47 billion
African population and 53% of tertiary a year because of women’s limited
educated South Africans, but the Perceptions access to opportunities.
numbers don’t add up. Only 28% of matter and The conclusion? The solution begins
senior leadership roles are held by with all of us.
women. only 39% of Bonang Mohale, vice-president of
Once researchers start adding up the women (against Upstream and chief executive of
number of chief executives at JSE-listed 39% 39% 58% of men) Business Leadership South Africa, puts
companies, the percentages fall into the believe that it in his foreword.
abyss – less than 3% are women. gender equity “In the same way that white people
The Gender (dis) Parity authors matter in black emancipation, men
surveyed more than 1 000 women and is a priority matter in the cause of gender equity.
men in the private sector across all at work. This is not and never has been a
sectors and industries, and conducted woman-only issue,” Mohale writes.
more than 50 one-on-one interviews “In your capacity as an individual, a
with people who work in corporations. member of your community and a
At non-management levels 58% of overtures or harassment, as well as leader in an organisation, you must use
women aspire to reach the C-suite, inappropriate conversations, being your influence to make a real impact –
compared with 48% of men, yet once excluded from company networking and make it soon.
these women reach middle management events, and feeling a lack of “Quite simply, if you believe in gender
their confidence levels drop acknowledgment and respect. equality, the only logical outcome is
significantly. This is because they start The significant missing link is the greater inclusion. If you don’t share this
to experience the day-to-day realities of resources and initiatives to promote view, I urge you to reach out to others
gender inequality, the report concluded. gender equality. who do and start having conversations
At work, these inequalities manifest Perceptions matter, and only 39% of about it.”
as negative experiences encountered at women (58% of men) believe gender . SEE THE WOMEN IN LEADERSHIP
least four times a year, such as sexual equity is a visible priority at work. CENSUS FEATURE ON PAGES 38 & 39