The World Economic Forum highlighted gender inclusivity in their 2014 Gender Report which indicates globally we will have to wait 81 years for workplace gender parity.

The Business Women Association research results indicate at an intake level women make up over 50% of new recruits, 29% at a senior management level, with 21% directorships held by women. At the most senior leadership levels, less than 9.2% of South African’s chairpersons are women and 2.4% of women are CEOs.

An assessment of the 2015/15 Commis­sion for the Employment Equity reveals female representation at senior management increased from 19% to 32.1% in 2014.

How do we compare with other countries?

Companies without women their board are Australia 27.0%, South Africa 19.4%, UK 19.2%, when comparing South Africa to the other Brics’ countries, South Africa is outperforming the rest by far yet we still have a long way to go. The Commission of Gender Equality in South Africa’s role is to advance gender equality in all spheres of society and make recommendations on any legislation affecting the status of women.

The commission aims to trans­form society by “exposing gender discrimination in laws, policies and practices, advocating changes in sexist attitudes and gender stereotypes, and instilling respect for women’s rights as human rights”.

The commission acts for the most disadvantaged women – those living in rural and peel urban areas, on farms, in domestic work. The translation of equality before
the law into equal outcomes is not an automatic process and often requires bold assertive behaviour from women to enforce their rights.

Women face many challenges in business today, such as access to opportunities, markets, finance and credible networks.

Top performing companies improve retention of senior women through integrated work-life balance empowerment initiatives that encompass: training, mentoring, networking opportunities thus creating a positive organisational work culture.

Diversity management is held in high esteem by most women who have managed to break­through the gender “glass ceiling”.

Companies must create a workforce with a diverse talent management frame­work and strategy.

The unique needs of women and their ability to multitask is an undeniable trait which can help close the gender disparity gap and increase the productivity of the bottom line through efficient practices such as “maximum utilisation of goods and services” that only women can offer.

People see women as caring and participative than men which in turn create greater loyalty and productivity .

The 2014 “AU Summit theme for 2015 is: Year of women’s Empowerment and Development towards African Agenda 2063”.

The mobilisation of such plat­forms and gender inclusivity practices are the most important vehicle for creating an environment where their top female talent can be nur­tured and empowered.

New ideas and actions soundly based on the South African realities are needed to generate inno­vative productivity solutions that could help improve the GDP. Various studies hold the assumption that narrowing gender gaps in employment is estimated to push per capita income in emerging markets up to 14% higher by 2020. Research has shown stronger stock market growth is more likely to occur when there is higher proportion of women in senior management.

One study found when the representation of women on the board was greater, such outperformed rivals with return on capital (66%), return on equity (53%), and sales (42%).

Boards with women show greater attention to audit and risk oversight and control.

We need to find ways of changing the hearts and minds of South Africans on gender parity. Transformation is at the centre of fair, equitable and just society. Gender parity is a human rights issue given that women constitute fifty percent of the population.

Bongani Coka is the CEO of Productivity SA.