INTERNATIONAL Women’s Day is celebrated worldwide on March 8, and its observance this Tuesday again forced us to confront our environment and social attitudes. As indicated by UN Secretary-General Ban Ki-moon: “There is no greater investment in our common future.” Those words came to me recently while I conversed during a break at a regional workshop. An indignant participant complained that she was fed-up with the treatment that she received in the workplace, and she was eager to leave. It was disappointing to hear of her experiences, especially because she was an ICT worker. Although her work quality was equal-to, if not better-than her male colleagues, somehow she did not receive the praise that was due to her efforts.
You would be correct in thinking that it was a single case, and the plural of anecdote is not evidence. The challenge, though, is to assess the frequency with which such reports are made. In part, that is why I was curious and encouraged her to share her thoughts and experiences. Also to assist someone faced with a difficult situation, and in need of a sympathetic ear.
Does any of this sound familiar to you? Equal work, but unequal reward. Should we passively tolerate this situation, or actively challenge the underlying cause? In January 2015, the International Labour Organisation (ILO) released a report that highlighted Saint Lucia as being the third highest country where your boss is likely to be a woman (after Jamaica and Columbia). On top of that, we can boast of having a female Governor General. Is it enough to bask in the reflected glory that our region is at the forefront?
Perhaps a gender balance in the workplace should represent the default position. Then any deviation from that position should trigger questions, analysis, and corrective action. Have you ever given though to the barriers that might prevent women from getting into the workforce, whether for ICT jobs or otherwise? In some countries, there are initiatives to teach kids to code in order to improve their creativity, logic, and problem solving skills.
Such programmes equally expose those children, boys and girls alike, to the tools and technologies of the future. If both are represented at that stage, then you might expect similar representation in the workforce in later years. Unfortunately, that is not yet a reality.
A few things to remember regarding gender equality and ICT:
1) Remote working and teleconferencing can help overcome travel restrictions;
2) Interview panels should feature a gender balance to avoid stereotypes;
3) Flexible working hours could promote a healthy work-life balance for caregivers;
4) Job exit interviews may be useful to capture reasons for leaving.
This short list does not capture the full range of issues that may affect the gender balance in the workforce. Poverty may cause a lack of internet access; sexist attitudes, bullying, and poor management may cause numbers to dwindle; and a lack of positive role models may also hinder progress.
If we are observant, we may identify other issues that cause inequality. Of the UN’s Sustainable Development Goals, goal number five refers to achieving gender equality and empowering all women. What is missing for us to improve the participation of women?
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To share your views, standard or powerful, contact the author at: www.datashore.net or via The Voice.
About the Author
Dr.Lyndell St. Ville is an ICT Consultant based in Saint Lucia. His areas of interest include systems analysis, design, and policy development.