As we reflect on the month of August, we are reminded of the progress of women in leadership and management while envisioning a future powered by women’s leadership and equality.
On 9 August 1956, over 20 000 women showed leadership by marching to Pretoria’s Union Buildings against apartheid pass laws. Today, women continue to march against inequality, Gender Based Violence, and opportunities in Leadership and Management. The strides and the struggles of Women in South Africa continue daily, demanding voice and impact. There has been a huge improvement in women in leadership roles with about 47.2% of senior roles in South Africa, making us ahead on the global curve.
Women occupy 36% of board seats in JSE Top 40 companies which shows an improvement from the 29% of the year before. In the Government sector we have 26.5% of women at top management positions with 37.2% at senior management roles. Our public sector also shows an improvement with 46.4% in middle management and 45.2% in Senior Management roles.
Women hold 42.8% of National Assembly seats and 44.4% in the National Council of Provinces. We must indeed acknowledge this progress!
However, as we celebrate these numbers, we must also reflect on the “power gap” that exists. This symbolises a “glass ceiling” where women rise to visibility but not power. Only 25% of executive roles in JSE Top 40 are women, with only 11% of CEO’s and 19% of Board Chairs.
On the Top Management in the workforce, only 45% are in middle and senior level roles. In Academia, 54% of academic staff are women but only 30% are professors and 27% are at Dean Level. The above statistics reveal division and that the journey towards equity is an unfinished one.
Real empowerment is not just making the Statistical Targets for women in leadership and management positions but it is also ensuring that women are in positions where decisions are made.
To close the power gap, we will need to:
- Encourage and promote mentorship and Leadership pathways in CEO and Board Chairs.
- We must continue to strengthen the targets enforcing DEI especially in Private Sector.
- The Academia world must purposefully boost representation of women by promoting support prioritise women in research funding.
- We need to enforce pay equity.
Yes, August may have ended, but lets now move to structural change by a collective effort to remove barriers, driving equality through transparent reporting, policy enforcement that creates cultures that encourage women at top positions of power!
Empower Her. Fund Her. Mentor Her. Promote Her. Listen to Her.
About the Author
Ms. Lilly Moabi is an accomplished business leader and laboratory management expert with over a decade of experience in Clinical Laboratory Management.
Currently serving as the Deputy President of the Black Management Forum (BMF), Ms. Moabi is also the Founder and Managing Director of Moabi Business Solutions.
