The economic impact of women’s inclusion

One of the key takeaways from Davos 2025 was the undeniable economic advantage of integrating women into the workforce. Experts highlighted that narrowing the gender gap in employment and entrepreneurship could boost global GDP by as much as 20%. This projection underscores a simple yet powerful truth: the more women gain access to equal professional and economic opportunities, the greater their contribution to collective wealth creation.

This realization is significant for multiple reasons. First, it reframes gender equality not merely as a social justice issue but as a strategic economic necessity. Second, it underscores the importance of proactive public policies that encourage female participation, particularly in high-growth sectors such as digital technology, healthcare, and education.

Barriers to women’s economic inclusion

Despite progress, significant hurdles remain in ensuring equal access to the labor market. Women continue to face systemic discrimination, wage disparities, underrepresentation in high-value industries, and persistent challenges in balancing professional and personal responsibilities. These factors not only hinder financial independence and career progression but also limit national economic potential.

To bridge these gaps, decisive action from governments, corporations, and international organizations is imperative. Measures must include closing the gender pay gap, increasing female representation in leadership positions, and creating targeted initiatives to facilitate women’s entry into emerging industries.

Women’s health: A cornerstone for workforce participation

One of the key recommendations from Davos 2025 centered on women’s health as a prerequisite for full economic participation. No society can achieve true economic progress if a substantial portion of its workforce struggles with inadequate healthcare access. Both mental and physical well-being must be prioritized to ensure that women can thrive in professional environments.

Another pressing issue raised was the lack of comprehensive data on women’s health. The absence of reliable statistics impedes the development of targeted policies that address gender-specific challenges in the workplace. Investing in robust health data collection is essential to understanding the barriers preventing women from advancing in their careers. By ensuring better access to healthcare services—particularly reproductive health and mental well-being support—societies can significantly enhance female productivity and workforce engagement.

Bridging the gender gap in the digital economy

The digital revolution is a key driver of contemporary economic expansion. Yet, the gender gap in technology remains a glaring concern. As the world enters 2025, it is crucial that women gain equal access to education, training, and career opportunities in fields such as artificial intelligence, cybersecurity, and information technology.

The statistics are alarming: while interest in tech careers among women is rising, they remain starkly underrepresented in both educational pathways and professional roles. Closing this digital divide requires targeted interventions, including encouraging young girls to pursue STEM careers and supporting women seeking reskilling or advancement in tech-driven industries.

Empowering women entrepreneurs

The World Economic Forum also underscored the transformative potential of female entrepreneurship. Women-led businesses frequently face unique challenges, ranging from restricted access to capital and entrenched gender biases to a lack of mentorship opportunities. Yet, female entrepreneurs are driving innovation, diversifying markets, and creating jobs at an unprecedented rate. For these reasons, fostering a supportive ecosystem for women entrepreneurs is essential. Concrete steps include facilitating access to funding, establishing mentorship programs, and creating professional networks tailored to women business leaders. By investing in female entrepreneurship, economies can unlock untapped potential and stimulate long-term growth.

Ensuring gender parity in future industries

The industries of the future, renewable energy, green technology, and digital healthcare, offer unique opportunities to increase female representation in high-growth fields. At Davos 2025, several sessions were dedicated to addressing the importance of integrating women into these rapidly expanding sectors.

Achieving meaningful change requires moving beyond mere diversity quotas. Companies must implement robust strategies to attract and retain female talent in these domains. This involves developing inclusive recruitment policies, offering continuous learning opportunities, and ensuring that women are promoted into leadership roles. Creating work environments that support flexibility and recognize women’s contributions in major projects is also essential.

Conclusion: Investing in women is investing in the future

The central message emerging from Davos is clear: investing in women is not just a moral imperative, it is an economic necessity. Women are essential contributors to global progress, and unlocking their full potential is critical for addressing the challenges of the future.

Concrete action is required at multiple levels. From closing the gender pay gap and improving workplace conditions to expanding access to healthcare and fostering inclusion in emerging industries, every step toward gender equality strengthens economies, businesses, and societies.

Gender equality is not a luxury; it is a fundamental prerequisite for sustainable development. Women are not merely beneficiaries of investment, they are the architects of innovation, growth, and resilience. Empowering them is not just the right choice; it is the strategic choice for a more prosperous and equitable future.

L’article Investing in women: A catalyst for sustainable economic growth est apparu en premier sur C&S Secretarial Services.

The Mauritian labor market has undergone profound changes over the last decades, with women playing an increasingly important role across various economic sectors. The Labour Market Survey 2024 (LMS 2024), spearheaded by the Ministry of Labour, Human Resources and Training, provides essential insight into employment trends, particularly with regard to gender breakdown. The report focuses on analyzing the representation of women across industries and examines the distinct hurdles they encounter in securing employment and accessing training opportunities..

Women’s participation in the labor market

According to the LMS 2024 , women make up around 40% of the workforce in Mauritius, a figure that continues to rise steadily. However, they seem to remain largely confined to sectors labeled as “traditionally female” like health, education and hospitality. In contrast, their participation in technical fields like manufacturing and information technology remains disproportionately low.

Distribution of jobs by gender – Sectors with strong female presence

The LMS 2024 highlights the unequal job distribution between men and women on the Mauritian labour market. While certain industries remain male-dominated, others, traditionally perceived as more accessible to women, are recording high participation rates on their part. Below is an analysis of the sectors where women play a prominent role in shaping the economy.

Health and social services

The health and social services sector continues to be a cornerstone of female employment, with a large representation in professions such as nurses, care assistants, special educators and social workers. According to LMS 2024, 55% of vacancies in this sector were for women, reflecting the strong integration of the female workforce in these professions. These professions, often categorized as “care roles,” have deep historical and cultural associations with women, have historically been associated with women.

Hotels and catering

The hotel and catering sector, while offering opportunities in a variety of professions, remains particularly conducive to female employment, particularly in positions like waiting staff, receptionists, and housekeeping. In 2024, 73% of vacancies in this sector were open to women, underlining their contribution to this field.

Sectors with under-representation of women

While progress has been made in promoting gender equality and despite efforts to integrate more women, certain sectors remain predominantly male-dominated, posing significant challenges for women attempting to break into these industries. This section explores the reasons for this under-representation and the initiatives needed to encourage greater female participation in these sectors.

Manufacturing industry

Excluding textile production, the manufacturing sector continues to see limited female representation. The LMS 2024 reports that just 28% of job openings in manufacturing were for women, with even fewer women occupying technical roles like machine maintenance or production management. Barriers such as restricted access to technical training and limited encouragement deter women from entering these fields.

Construction sector

Construction is another sector where women are glaringly absent. Despite the sector’s abundance of job opportunities, women rarely pursue roles such as site managers or skilled tradespeople like electricians and bricklayers.

Pay disparities

Despite the growing presence of women in certain sectors, wage inequality persists. The LMS 2024 highlights significant pay gaps in industries such as healthcare and hospitality, where women frequently occupy roles but often earn less than their male counterparts, particularly in managerial positions. This pay inequality is all the more pronounced in the industrial and manufacturing sectors, where women are often confined to lower-paid positions.

Access to training and skills development

Access to training is a key factor in improving gender equality in the job market. LMS 2024 shows that while 32% of employers are open to collaborating with training centers to upskill women in technical fields, female participation in such programs remains minimal. Professions requiring technical qualifications, such as in the engineering and IT sectors, see greater resistance from women, due to perceived gender roles and a lack of support to overcome these barriers.

Government efforts to encourage the training of women in fields such as digital technologies, engineering and finance are key to bridging this gap. However, much remains to be done to raise women’s awareness of professional opportunities in these sectors and provide them with the resources they need to seize them.

Government efforts to promote the inclusion of women

The Ministry of Labor, Human Resources and Training has put in place various initiatives to encourage the inclusion of women in more diversified sectors and promote their economic independence. These efforts include awareness-raising programs on gender equality and specific actions to attract women into technical professions, often perceived as masculine. The government has also launched support programs for women entrepreneurs and for those seeking training in fast-growing sectors.

Conclusion

The Labour Market Survey 2024 showcases encouraging strides in women’s participation in Mauritius’ labor market. However, significant inequalities remain, particularly in high-paying, industrial, and technical sectors. To promote genuine equality of opportunity, we need to continue supporting women’s access to training in key sectors, challenge recruitment stereotypes, and implement policies promoting equal pay for equal work.

Collaboration between the government, employers, and civil society is critical to ensuring that women are afforded the same opportunities as men in the labor market.

L’article Women and employment in Mauritius est apparu en premier sur C&S Secretarial Services.

Women are key to addressing demographic and economic challenges

In advanced economies grappling with declining birth rates and an aging population, integrating women into the workforce is a crucial lever for sustaining and boosting economic growth. The article underscores the necessity of incorporating more women into the labour force, not only as a demographic imperative but as an opportunity to diversify approaches and skills within organizations.

Studies consistently demonstrate that gender diversity enhances innovation and improves decision-making processes. Women bring distinct and complementary perspectives, enriching the human capital of businesses. Their increased participation could play a significant role in addressing productivity challenges faced by many advanced economies.

A productivity and innovation imperative

Incorporating women into the workforce goes beyond filling labour shortages—it addresses the need for a broader skill set and diversified perspectives. In an era where creativity and innovation are pivotal to success, women’s involvement offers fresh approaches to problem-solving and the development of novel solutions.

The transition to a green and digital economy requires a wide array of skills, blending technical expertise with interpersonal abilities. Women, often trained across diverse disciplines, can significantly contribute to this transformation by providing essential complementary competencies.

Persistent barriers to women’s employment

Despite progress, significant disparities persist in global labour markets, particularly between nations with robust social protections and those with precarious working conditions. Women are disproportionately represented in low-paying and insecure jobs. Wage gaps and unequal working conditions remain substantial obstacles to their full economic participation.

Additionally, the dual burden of professional and domestic responsibilities continues to hinder women’s career advancement. In regions where childcare infrastructure is insufficient or prohibitively expensive, this challenge is even more pronounced, limiting opportunities for professional growth.

The need for tailored lifelong learning

The digital revolution and ecological transition demand constant skill adaptation. The article emphasizes the critical importance of lifelong learning and skill development, particularly for women, whose careers are often interrupted more frequently. This calls for training programs designed to address their unique needs and constraints.

Digital skills, in particular, have become indispensable across nearly all sectors. Yet, women remain underrepresented in STEM (Science, Technology, Engineering, and Mathematics) fields, potentially restricting their future career opportunities unless corrective measures are implemented.

Reimagining professional integration models

The article advocates for a fundamental shift in educational systems, encouraging sustained collaboration among governments, universities, and employers. This approach is particularly relevant to enhancing women’s access to training and easing their adaptation to evolving labour markets.

Flexible training programs that account for women’s time constraints are crucial. Emphasis must also be placed on developing transferable skills, such as leadership, communication, and project management, which enable women to navigate a dynamic professional landscape with greater agility.

A new value creation paradigm

The shift toward an economy that prioritizes not just economic contributions but also social value, community engagement, and environmental stewardship could unlock new opportunities for women. This paradigm shift aligns with values often emphasized by women, such as social responsibility and sustainability.

This evolution in the economic model may foster inclusive work environments and the emergence of new industries. Women could find opportunities in entrepreneurship and leadership roles that align more closely with their aspirations and principles.

Conclusion

The expanded integration of women into the workforce is both an economic necessity and an opportunity for profound social transformation. Achieving this requires ambitious policies focused on education and continuous training, alongside a reevaluation of traditional work models and value-creation systems.

A coordinated effort from public and private stakeholders is essential to foster a more inclusive and equitable professional environment. Successfully addressing these challenges will not only enable economies to sustain growth amidst demographic pressures but also pave the way for a more sustainable and innovative future.

L’article The role of women in the Workforce: Challenges and prospects est apparu en premier sur C&S Secretarial Services.

Dynamic profiles driving change

The newly elected women bring an impressive array of professional backgrounds, illustrating the diversity of Mauritian society and enriching parliamentary debates:

• Karen Foo Kune-Bacha: Former Olympian (Beijing 2008), she brings her expertise in high-performance sports and a deep understanding of youth development.

• Arianne Navarre-Marie: An experienced politician and former minister, she offers invaluable knowledge of institutional mechanisms and a strong focus on women’s and children’s rights.

• Dr. Babita Thannoo: An academic by profession, she contributes analytical depth and a methodical approach to societal challenges.

• Anabelle Savabaddy: A media professional, she adds valuable insights into communication dynamics and public sentiment.

Professionals from the private sector, such as Jyoti Jeetun, contribute to the discussions by sharing their expertise in management and economic development.

This diverse range of experience is more than demographic variety; it’s a legislative asset, ensuring multifaceted perspectives on national issues.

Focused priorities for tangible impact

The newly elected MPs are prioritizing core societal issues with pragmatic solutions to address daily challenges:

Infrastructure and essential services:

• Improving water access, especially in rural and suburban areas.
• Renovating road networks to better connect isolated regions.
• Expanding healthcare and education facilities closer to communities.
• Upgrading communal spaces to elevate living standards.

Social challenges:

• Combating poverty through economic empowerment programs.
• Addressing substance abuse with a balanced approach to prevention and rehabilitation.
• Creating opportunities for youth via tailored training and employment initiatives.
• Supporting families with practical parenting assistance.
• Establishing recreational hubs to strengthen community ties.

Environment and public health:

• Implementing long-term waste management systems aligned with circular economy principles.
• Tackling environmental health issues, such as air and water quality.
• Promoting sustainable practices that balance ecological and economic goals.
• Safeguarding Mauritius’s natural heritage
• Embracing renewable energy solutions.

Collaborative and inclusive governance

A key feature of their governance style is its participatory ethos:

• Regularly consulting local stakeholders to inform project planning.
• Encouraging inter-community partnerships to build social cohesion.
• Promoting citizen involvement as a catalyst for local development.
• Setting aside political divides to focus on collective welfare.
• Establishing platforms that bridge gaps between citizens and administrators.

This collaborative approach is exemplified by Véronique Leu-Govind, who champions working with religious leaders, business owners, and local officials to prioritize effectiveness over partisanship. This commitment to inclusivity signals a notable shift in the political norms of Mauritius.

Overcoming challenges

Despite their successes, these MPs face critical challenges that require strategic and balanced management:

• Managing high voter expectations amid limited resources.
• Delivering short-term results while maintaining long-term sustainability goals.
• Translating campaign promises into actionable policies within current institutional structures.
• Navigating a predominantly male political landscape.
• Balancing the demands of political office with personal and family responsibilities.
• The reconciliation of political responsibilities with other aspects of their life.

A vision for the future

The increased presence of women in Parliament promises meaningful changes across governance and society:

• Enhanced methods of governance emphasizing consultation and inclusivity.
• Legislative priorities that better reflect social and environmental concerns.
  
• Broader representation of societal challenges, fostering a more comprehensive approach to policy making.
• Inspiring future generations of women to participate in politics.
• Evolving political leadership models to be more collaborative and representative.
• Advancing parliamentary practices to embrace greater diversity.

Conclusion

The election of these ten women is more than a statistical milestone—it reflects a societal evolution where skills and commitment transcend gender barriers. Their success broadens the horizon for female participation in Mauritian politics while emphasizing the ongoing journey toward gender parity.

This achievement could ignite a deeper transformation in Mauritius’s political landscape, enriching democratic debates and delivering more inclusive solutions. It is part of a global trend towards modernizing democracy, where representation and efficiency are paramount.

These MPs not only represent their constituencies but also serve as role models for a new generation of women, paving the way for a more balanced and diverse political future in Mauritius.

Source:

Femmes en politique : L’élection de 10 femmes ouvre un nouveau chapitre – defimedia.info

L’article Mauritius 2024: A milestone for women in Parliament est apparu en premier sur C&S Secretarial Services.

Women’s economic contribution

Despite comprising nearly half of Africa’s population, women’s workforce participation remains among the lowest globally. Their contribution to Africa’s GDP declined from 18% in 2000 to just 11% by 2022. Skilled and capable, many women remain confined to informal, low-wage, and insecure jobs. In Namibia, for example, government policies for gender equality raised female workforce participation by a mere 2 percentage points over five years, reaching 42%.

Across sectors like agriculture, industry, and services, women play vital roles. Many operate small businesses or are employed in hospitality and retail; however, their potential remains hindered by numerous structural and cultural obstacles.

Challenges to women’s participation

Several significant barriers restrict women’s workforce access in Africa:

Family obligations

Many women manage family duties that impede full-time work participation. Balancing these responsibilities is especially challenging without accessible childcare options.

Gender discrimination and stereotypes

Persistent gender bias in many African societies limits women’s professional opportunities. Traditional gender expectations often constrain their career aspirations.

Limited access to education and training

While school enrolment for girls has increased, access disparities endure, particularly in rural areas. A lack of vocational training further restricts women from acquiring workforce-relevant skills.

Financial constraints

Access to financial services remains a major challenge. With 66% of African women without a bank account in 2021, limited financial resources hinder their ability to invest in economic activities.

Hostile work environments

Those women who enter professional fields frequently face workplace hostility, with harassment and discrimination remaining all too common.

Economic benefits of greater female workforce participation

Investing in women’s workforce integration could yield substantial economic gains. Research shows that if women’s participation matched men’s in certain African regions, GDP could increase by up to 51%. This potential growth is driven by several factors:

Increased consumption: Higher female workforce participation boosts household income, spurring consumption and stimulating the local economy.

Economic diversification: Women contribute unique skills and perspectives that enrich economic sectors, fostering innovation and diversity within companies.

Enhanced living standards: Access to well-paying jobs improves health and educational outcomes for women’s children, helping to break poverty cycles.

Social stability: Economic empowerment of women reduces gender inequality, fostering social stability and balanced, inclusive development.

Strategies to increase women’s participation

Addressing these barriers requires a multi-faceted approach:

Strengthening education and training

Investment in girls’ education and vocational programs tailored to market needs is crucial. Initiatives encouraging women to enter male-dominated fields, like STEM, should also be prioritised.

Developing affordable childcare services

Accessible, affordable childcare enables women to balance professional and family responsibilities. Joint efforts by companies and governments can create flexible childcare solutions.

Awareness campaigns and cultural shifts

Public campaigns can help reshape perceptions of women’s economic roles. Engaging men as allies in promoting gender equality is essential to challenging cultural norms.

Improving financial access

Governments and financial institutions should introduce specific programs to ease women’s access to banking services, such as microloans, grants, and financial literacy initiatives.

Building inclusive workplaces

Companies should implement diversity and inclusion policies, ensuring representation at all management levels. Measures to prevent harassment and discrimination are essential to foster supportive work environments.

Conclusion

Increasing women’s workforce participation transcends social equity—it is a critical economic need for Africa. By dismantling barriers and creating an environment that supports women’s professional growth, African countries can unlock significant economic potential. Integrating women into the workforce is vital for sustainable, inclusive growth, promoting societal well-being at large.

Source: Report: Increasing women’s participation in workforce could boost Africa’s GDP – voanews.com

L’article The imperative of expanding women’s workforce participation est apparu en premier sur C&S Secretarial Services.

A U-shaped path: Women’s fluctuating workforce participation

Women’s entry into the labor market has not been straightforward. Instead, it has traced a U-shaped curve. Before the Industrial Revolution, women played a crucial role in the family economy, working alongside men in farms and workshops. However, with the rise of industrialization, women were gradually relegated to the domestic sphere. This shift, now theorized under the doctrine of separate spheres, persisted for decades, marking a period of regression in women’s workforce participation.

The contraceptive pill: A game-changer

The latter half of the 20th century brought about an important shift. The introduction and widespread availability of the contraceptive pill disrupted traditional social norms, granting women unprecedented control over their reproductive choices. This breakthrough has had considerable consequences on women’s choices: they were able to study more, delay marriage, and postpone having children, paving the way for them to invest more heavily in their careers.

The silent revolution: Shifting ambitions

As societal norms and access to contraception evolved, so too did women’s aspirations. Goldin describes this as a “silent revolution,” a quiet yet profound shift in women’s life goals and ambitions. Increasingly, women sought not only to contribute financially to their households but also to pursue careers for personal and professional fulfillment. Their role in the workforce began to be seen as essential not only to the economy but also to their own identities.

Persistent inequalities: Barriers that linger

Yet, despite these strides, significant disparities remain. Women continue to face systemic inequality, from pay gaps to underrepresentation in leadership roles and in terms of gender stereotypes confining them to certain careers.

The dilemma of ‘greedy’ vs. ‘flexible’ jobs

Goldin identifies two types of employment structures: “greedy jobs” and “flexible jobs.” Greedy jobs demand long hours and total availability, while flexible jobs offer more manageable schedules but often come with lower pay. Women, who disproportionately shoulder family responsibilities, tend to gravitate toward the latter, which in turn widens the income disparity between men and women. This choice between time and compensation continues to define the challenges women face in achieving workplace equality.

Pathway to gender equality: Where to begin?

.To bridge gaps on the labor market, action is required on multiple fronts.

Public policies must be ambitious

Expansion of childcare services, equitable parental leave, and even quotas to ensure gender diversity on corporate boards.

Companies must transform their cultures

Implementation of remote working options, flexible hours, and anti-stereotyping initiatives.

Educational reforms

Dismantling gender biases from an early age, encouraging young girls to explore career paths traditionally dominated by men.

Conclusion

The history of women in the workforce is a story of both triumph and struggle. While there has definitely been progress, deep-seated challenges endure. Claudia Goldin’s research offers a roadmap for navigating these complexities and striving toward a more egalitarian future, where men and women can fully realize their potential, both professionally and personally.

Source:

Nobel Prize in Economics: understanding gender inequalities in employment – polytechnique-insights.com

L’article Breaking Barriers: The evolution of women in the workforce est apparu en premier sur C&S Secretarial Services.

By tapping into the unique strengths women bring, the region can not only make strides toward its ecological aspirations but also strengthen its economic foundation in a way that’s both inclusive. This following article delves into how boosting women’s involvement in economic activities can drive the region’s ecological shift especially through innovation, community involvement, and the creation of green jobs.

Innovation fueled by diverse perspectives

Including women can offer broader perspectives that can spur innovative solutions to environmental challenges. In the Africa-Indian Ocean region, women play a crucial role in managing natural resources, practicing sustainable agriculture, and leading conservation efforts. Their greater participation in ecological endeavors can bring fresh ideas and enhance environmental strategies.

The diversity of perspectives is especially vital in the renewable energy and conservation arenas. Women entrepreneurs in these sectors can pioneer technologies tailored to local demands, such as region-specific water purification systems or solar panels designed for the local climate. Research indicates that women are underrepresented in the energy and environmental sectors, despite their substantial presence in low level roles. Expanding their involvement can fuel innovation and make green initiatives more efficient.

Community engagement and advocacy

Women are key community leaders and educators, and they can play a crucial role in transmitting sustainable practices at the grassroot level. Across Africa and the Indian Ocean, women often manage daily family resources like water and firewood. By equipping them with training and engaging them in awareness campaigns, we can positively influence community behavior and promote sustainable management practices.

Women-led initiatives can impart essential natural resource management skills and advocate for renewable energy adoption. Women’s deep understanding of local environments and specific ecological challenges makes them uniquely qualified to engage in conservation projects and monitor natural resources. Their participation can foster a culture of sustainability and encourage eco-friendly behaviors within their communities.

Creating green jobs and building capacity

Bringing women into green jobs is vital for fostering sustainable employment opportunities and building capacity in environmental management. Sectors like renewable energy, waste management, and conservation offer women opportunities to contribute to the ecological transition while securing their economic futures.

In the Africa-Indian Ocean region, women remain underrepresented in key economic sectors, despite playing significant roles in local economies. Advancing gender equality in green jobs can help bridge skill gaps and prepare women for roles in the energy transition. For instance, training and retraining initiatives can equip women with the competencies needed in renewable energy or resource management. These efforts not only increase women’s employability but also bolster the economic resilience of local communities against the impacts of climate change.

Promoting training and professional development

For women to play a pivotal role in the ecological transition, they must have access to training and professional development opportunities. In the Africa-Indian Ocean region, specialized training programs in green skills are still sparse. It is essential to develop initiatives that empower women with the knowledge and abilities required for environmental roles.

Collective efforts are required to develop retraining programs that empower women to shift careers and integrate environmentally focused industries. Supportive policies that foster investment in both training and retraining are important to enable women to capitalize on opportunities made available by the ecological shift. Moreover, collaboration between businesses and governments is imperative to promote green shills courses within educational frameworks and modify existing programs to align more effectively with labor market demands.

Conclusion

Integrating women into the workforce is essential to the advancement of the ecological transition within the Africa-Indian Ocean region. Their ongoing involvement in environmental and renewable energy sectors can drive innovation, enhance local expertise, and generate green employment, all while fostering more inclusive economic growth. Through investment in tailored training initiatives, the backing of women-led projects, and the revision of public policies, we can harness the full potential of women’s contributions to the ecological transition, paving the way for a more sustainable and inclusive future across the region.

Source of this article:Comment: Three ways to put women at heart of plugging the green skills gap – reuters.com

L’article Why women should be at the forefront of the ecological transition in Africa and the Indian Ocean est apparu en premier sur C&S Secretarial Services.

Maternity remains a barrier to female employment

Data unambiguously reveals that motherhood significantly impedes women’s participation in the labor market. This holds true across most countries, irrespective of their development level or cultural context.

Domestic task distribution

Women continue to shoulder a disproportionate share of household and childcare responsibilities, curtailing their availability for full-time employment.

Discrimination in hiring and promotion

Persistent gender stereotypes lead to discrimination against women, particularly in recruitment and skills assessment processes.

Scarcity of childcare facilities

Access to affordable, high-quality child care remains limited in many regions, compelling women to reduce working hours or abandon their careers.

Professional flexibility constraints

Insufficient job offerings with flexible hours, teleworking options, or parental leave make it challenging to balance work and family commitments.

The family: A reflection of economies

Household composition varies significantly by different countries’ income level. While childless households dominate across categories, family structures exhibit unique characteristics. In high-income nations, couples with young children are over-represented, indicating economic stability conducive to starting a family. Conversely, single-parent and extended families are more prevalent in low-income countries, possibly reflecting greater economic challenges and robust family support networks.

Single mothers: The most disadvantaged

A comparative analysis of activity rates from 2004 to 2023 shows relatively stable overall trends, despite notable gender and family situation variations. Men maintain a significant labor force participation advantage, partly due to the greater family responsibilities women bear, especially those with young children. Single mothers, who face unique economic hardships, exhibit even lower participation rates. These disparities highlight the necessity for public policies to facilitate work-family life balance.

Fathers: Crucial agents of change

While women are primarily affected by these inequalities, men also play a crucial role. By more equitably sharing family responsibilities, they can help narrow the gender gap in the job market.

Parental leave

Equal parental leave for both parents is vital to fostering a more balanced distribution of family responsibilities.

Supportive corporate cultures

Companies must implement human resources policies that promote diversity and inclusion, enabling employees to harmonize their professional and personal lives.

The impact of social and cultural norms

Social and cultural norms decisively influence the distribution of familial roles. Deep-rooted gender stereotypes traditionally assign domestic and childcare tasks to women, thereby limiting their professional opportunities. These perceptions affect women’s career choices, societal expectations, and the discrimination they may encounter.

Public policies for greater equality

To diminish the participation gap between men and women, authorities must enact ambitious policies.

Parenthood support

Developing high-quality, affordable childcare, extending parental leave, and introducing financial aid for families are essential measures.

Combating gender stereotypes

Raising awareness of gender inequalities in business and society and promoting positive female role models are critical steps.

Flexible working

Encouraging companies to offer flexible working hours, telecommuting, and alternative arrangements is imperative.

In conclusion

Balancing work and family life remains a challenge for women. Achieving true gender equality in the workplace requires a profound shift in social norms, rethinking the organization of work and concerted efforts from both public and private sectors.

Source:

Women with young children have much lower labour force participation rates – ilo.org

L’article Women, parenthood and the labor market est apparu en premier sur C&S Secretarial Services.

Women’s participation in the global workforce is both marked by progress and disparities. An analysis by visualcapitalist.com explores the highest and lowest participation rates for women around the world. Join C&S Secretarial Services as we highlight the champions of women’s inclusion and those lagging behind.

What is meant by ‘workforce’?

First and foremost, it’s important to understand what is meant by the term “workforce” when interpreting the following figures. The workforce includes individuals aged 15 and over who are either employed or actively seeking paid employment, whether as employees, independent entrepreneurs, or contributors to family businesses. Depending on the country, unpaid workers, those caring for family members at home, students, and military personnel may not be included in this count.

Top countries for women participation in the workforce

According to data compiled by the World Bank from International Labour Organization (ILO) estimates in 2023, several African nations are at the forefront of women’s workforce participation. Madagascar, Burundi, and Mozambique stand out, with nearly 80% of women aged 15 and over either employed or actively seeking employment. This remarkable statistic highlights the progress these countries have made in promoting gender equality in the workplace.

Countries with low participation of women in the workforce

At the other end of the spectrum, Afghanistan and Yemen currently have the lowest rates of women’s workforce participation, with only 5% of women of working age involved. Expanding our view to the 20 lowest-ranking countries reveals a concerning trend: nations in the Middle East, North Africa, and South Asia tend to have significantly lower rates of women in the workforce.

National income and women’s participation in the workforce: a prosperity paradox

Data from Our World in Data presents an interesting paradox. Women’s workforce participation is highest in both the richest and poorest countries globally. Conversely, nations with a middle national income tend to have the lowest rates of active women in their economies. This suggests that factors beyond mere economic development play a role in promoting workplace gender equality.

Women as drivers of economic growth

The economic argument for better representation of women in the workforce is compelling. Representing roughly half of the global population, women’s inclusion represents significant untapped potential for economic expansion. More people contributing to the workforce translates to increased productivity and overall economic growth. By fostering environments that encourage women to enter and remain in the labor market, countries can unlock a powerful engine for sustainable development and prosperity.

Top 10 countries with the highest percentage of women in the workforce

The percentage of women in the workforce varies by country.

Here are the top 10 countries with the highest percentage of women in the workforce:

• Madagascar: 83 %
• Solomon Islands: 83%
• Burundi: 79%
• Mozambique: 78%
• Tanzania: 77%
• Ethiopia: 75%
• Angola: 73%
• Kenya: 72 %
• Liberia: 72 %
• Moldova: 72 %

Other countries in this cohort include:

• Suriname: 71 %
• Guyana: 69 %
• Namibia: 68 %
• Botswana: 67 %
• Rwanda: 67 %

Source: World Bank – Figures are rounded and based on International Labour Organization estimates in 2023.

Breaking barriers and building an inclusive future

The data presented here underscores the need for continued efforts to dismantle barriers preventing women from fully participating in the global workforce.

By promoting policies that encourage gender equality in education, childcare, and workplace practices, nations can create environments where women can thrive and contribute fully to their economy and society.

Building a more inclusive future requires a concerted effort from governments, businesses, and individuals to eradicate existing disparities and unlock the full potential of women as drivers of economic growth and social progress.

Source: https://www.visualcapitalist.com/countries-most-least-women-in-the-workforce/

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On International Girls in ICT Day, Doreen Bogdan-Martin, Secretary-General of the International Telecommunication Union (ITU), called for greater female representation in the information and communication technology (ICT) sector. Her message, filled with urgency and optimism, highlighted the growing challenges and opportunities to achieve gender parity in this traditionally male-dominated field.

Since becoming the first woman to lead the ITU, Bogdan-Martin has made promoting women in Sciences, Technology, Engineering and Mathematics (STEM) a top priority. International Girls in ICT Day, observed annually on the fourth Thursday of April, aims to raise awareness and encourage more women to enter this rapidly growing sector.

Alarming numbers and ongoing barriers

Despite recent progress, the situation for women in ICT remains concerning. ITU data shows that less than a quarter of ICT ministers worldwide are women, and only 32 out of 165 sector regulators are led by women. These disparities are also reflected in salaries and career opportunities, where women continue to face significant hurdles.

Bogdan-Martin highlighted the negative impact of gender inequality in tech, including the risk of biased product designs and discriminatory algorithms. She stressed the need for more women in the field to ensure inclusive and fair technological development.

Promising initiatives and a call to action

Despite these challenges, there are promising initiatives aimed at promoting women’s inclusion in ICT. The ITU’s Girls in ICT program, for instance, has become a global movement offering a platform to help women overcome barriers in the tech industry. This program focuses on emerging tech areas like artificial intelligence and quantum computing, where women’s contributions are vital for innovation.

In her speech, Bogdan-Martin urged the international community to intensify efforts to close the digital gender gap and encourage more young women to pursue careers in STEM. “We cannot build an innovative and sustainable digital future without the full participation of half of humanity,” she declared, emphasizing the urgent need for gender equality in the digital age.

The case of Mauritius: Much room for improvement

In Mauritius, the status of women in the ICT sector is similarly challenging. According to Statistics Mauritius, female representation in ICT and engineering remains low, with only 8,035 women employed. Women make up just 4.4% of the ICT workforce.

Despite legislative efforts to reduce gender inequalities and the significant role of the ICT sector in the Mauritian economy, women remain underrepresented, especially in leadership positions.

A promising yet conditional future

Inclusion of women in ICT is crucial to make sure the digital future is just, inclusive, and prosperous digital. International and national initiatives, like the Girls in ICT program and efforts by the Mauritian government, are important steps forward. However, more progress and systemic changes are needed to break the glass ceiling and allow women to realize their full potential in the ICT sector.

Sources:

Aspen Global Incorporated : les femmes dans le secteur des TIC ne représentent que 4,4 % – defimedia.info

La secrétaire générale de l’UIT, plaide pour l’égalité des sexes dans le secteur des TIC   – afriqueitnews.com 

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