Namibia is now the most gender-equal country in Africa and sixth in the world, but there are mixed views on the reality in the southern African country.



PATIENCE MASUA, 22, RECENTLY MADE HISTORY in Namibia when she became the youngest member of parliament. If anything, it affirms Namibia’s newfound status as the sixth most gender-equal country in the world, a step ahead of even globally-renowned Rwanda, according to the World Economic Forum’s (WEF) 2021 Global Gender Gap Report released in March. Iceland is the most gender-equal country in the world for the 12th time on the list. Namibia and Rwanda are the only two African countries in the top 10. 



Vesselina Stefanova Ratcheva, the report’s Insights Lead, tells FORBES AFRICA: “What we see in the data is that there is political empowerment; we’ve seen this closing of political gender gaps, which is one of the reasons why Namibia has done so well.” 



There are more reiterations of this. Gender Links (GL), a southern African women’s rights organization, says in a 2020 report that women constitute 46% of Namibia’s parliament, narrowly missing the 50% mark. GL further states that “Namibia and South Africa are now tied for the highest representation of women in parliament in the Southern African Development Community (SADC)”. 



But there are other voices that need to be heard too, on the gender-related issues in the country. “Namibia on the list is a huge contradiction,” says Namibia-based gender mainstreaming consultant, Penohole Brock. “It’s our gender awareness that is lacking overall. You have women in leadership positions that continue to uphold conservative views and patriarchy.” 



In October last year, a wave of protests against gender-based violence broke out in Namibia’s capital city, Windhoek. The #ShutItAllDownNambia protestors called for the government to do more to stop the spread of rape and the killing of women. On October 10, EWN reported that the protest was quickly dispersed by police and the Special Reserve Force using tear gas, rubber bullets and batons. 



Since then, was it possible more political attention was given to improve issues? “But it could be that politicians made a conscious choice to drive forward the number of women that are represented in government so that they can help solve these issues,” Ratcheva says. “But I wouldn’t say certainly that it is, without knowing.” 



Brock counters by saying that although Namibia ticks all the representation boxes, she questions what representation actually means, and how there are still gender issues in the country. 



“Political parties are placing women in parliament now, but when you talk to the women, they say that the men still dominate the space. From a quantitative gender audit, Namibia seems okay on paper, but a qualitative gender audit will show major red flags.” 



Since its conception in 2006, the Global Gender Gap Report has highlighted the evolution of gender-based gaps in four areas: economic participation and opportunity, educational attainment, health and survival, and political empowerment. 



The 2021 report shows how it will now take 135.6 years – up from 99.5 years – to close the global gender gap. The pandemic has pushed back gender parity by a generation. Sub-Saharan Africa has made slow progress, as this region will take 121.7 years to close the gender gap. 



More than half of the countries in the region (20 out of 34) made progress towards gender parity in the past year, though only Namibia and Rwanda have closed at least 80% of their gaps. Ratcheva’s first assessment of the report is that “this is a risky time for gender parity”. 



She further explains that the issues of gender equality and equity plus Covid-19 equal an incredible amount of backsliding. This could result in that 136year figure increasing in the years to come. 



“Covid-19 is posing challenges to all of us in very different ways. Unless there is a concerted effort to reinvest in gender parity and to put in place the foundations for gender-equal recovery, there could be a lot more of that backward progress,” she warns. 



Although politically, Namibia seems to be on the right track in achieving gender parity, Brock argues that from a local authority level, there is still much to be done. 



“Gender parity and our 50/50 representation policy should be seen as a first step and not the end goal to combating gender inequality. If gender awareness and gender sensitivity are not pursued at all levels and taken seriously, then ideals of patriarchy will be impossible to dismantle.”

NAMIBIA-CRIME-DEMONSTRATION

‘A Risky Time For Gender Parity’

One of the most powerful women in the world is teaming up with one of the richest women in the world—Melinda Gates and&nbsp;<a href="https://www.forbes.com/profile/mackenzie-bezos/#efc49bc12948">MacKenzie Bezos</a>, respectively—to host a competition with one goal in mind: gender equality.



Gates and Bezos announced the competition, called the Equality Can’t Wait Challenge, through Pivotal Ventures, Gates’ investment and incubation company. The challenge will be managed by Lever For Change, a MacArthur Foundation affiliate, and will grant $30 million to the organizations (or the coalitions of organizations) with the best ideas for helping to expand women’s power and influence in the United States by 2030.



“Closing the gap on gender equality will benefit everyone. History keeps teaching us that when a diversity of voices is represented in decisions, the outcome is better for all,” MacKenzie Bezos said in a statement Tuesday. “I’m excited that the Equality Can’t Wait Challenge will focus energy and innovation on this vital catalyst for positive change.” 



“The entrenched inequalities that divide America—race, gender, class—will not go away without systems-wide change,” added Melinda Gates in a statement of her own. “This challenge is seeking bold ideas to dismantle the status quo and expand power and influence for women of all backgrounds.”&nbsp;



While Melinda Gates has <a href="https://www.forbes.com/sites/carolinehoward/2015/11/23/the-first-woman-of-women-how-melinda-gates-became-the-worlds-most-powerful-advocate-for-women-and-girls/#7eae6d1a4414">long been an outspoken advocate</a> for women’s health and gender equality, Bezos has been quieter with her philanthropy and influence. Since finalizing her divorce from Amazon founder Jeff Bezos last year, Bezos has indicated her philanthropic intentions by <a href="https://www.forbes.com/sites/daviddawkins/2019/05/28/mackenzie-bezos-will-donate-half-her-fortune-to-giving-pledge/#e8b7ffc31d89">signing the Giving Pledge</a> (thereby committing at least half of her now-$51 billion fortune to charity) and joining the board of Blue Meridian, an organization dedicated to helping children and families in poverty. Her contribution to the Equality Can’t Wait initiative marks her biggest public gift to date.



A spokesperson for Lever for Change said that the competition had been in the works for the past six months, and that the timing of its announcement—just weeks after massive protests against systemic racial inequities started spreading across the nation—is not meant to be a reaction to the current reality, but a continuation of serious conversations.



Broadly, the challenge will look for ideas that help dismantle barriers that hold women back (including but not limited to sexual harassment and discrimination, racial inequity, and inadequate federal policies around caregiving); fast-track female participation in sectors like technology, government and entrepreneurship; and change outdated systems and beliefs around gender. Specifically,&nbsp;<a href="https://www.equalitycantwaitchallenge.org/" target="_blank" rel="noreferrer noopener">according to the challenge’s website</a>, successful proposals should create real, measurable change for women in at least one of the following areas: wages and wealth, unpaid care, share of leadership roles, content creation (in other words, increasing the percentage of cultural and intellectual content created by women), and public perception.



&#8220;When I taught my first course on women in the U.S. economy back in 1985, a female full-time, year-round worker made 65 cents for every dollar earned by a man. In 2018, she earned 82 cents. That’s a raise of less than a penny a year,” noted Cecilia Conrad, the CEO of Lever for Change. She’s hopeful that the Equality Can’t Wait competition will accelerate parity in wages and societal treatment.



To participate in the challenge, organizations must register online by September 1, 2020; fuller applications are due by September 22. Finalists will be announced in early 2021, and winners will be chosen next summer. The $30 million in prize money will be divided among the two most compelling ideas (each will receive a minimum of $10 million) and the remaining finalists.



&#8211;<a href="https://www.forbes.com/sites/maggiemcgrath/">Maggie McGrath</a>, Forbes Staff, <a href="https://www.forbes.com/forbeswomen">ForbesWomen</a>

gettyimages-1156268280-594×594

MacKenzie Bezos And Melinda Gates Team Up On $30 Million Gender Equity Contest

In recent years there has been significant improvements towards empowering women in Africa and the Middle East (AME). Despite these steps towards inclusion, according to the World Economic Forum’s 2018 Global Gender Gap index , it will take more than 150 years to close the gender gap between men and women in Africa and the Middle East. 



The effect of gender divide means women often face barriers and end up in insecure, low-wage jobs, and constitute a small minority of those in senior positions.



The divide hasn’t gone unnoticed. Regional governments are increasingly moving ahead with progressive policies and legislation, whilst Non-Governmental Organisations (NGOs) have been instrumental in providing women with new skills and spurring attitudinal change. 



A solid foundation has been laid for women to maximise their potential, however government legislation and NGOs will not suffice if we are to truly level the playing field. For this to occur, the private sector must be engaged as a key partner to deliver on female equity. 



READ MORE | <a href="https://www.forbeswomanafrica.com/opinion/2019/08/26/lack-of-opportunity-for-women-at-work-not-talent/" target="_blank" rel="noreferrer noopener" aria-label="Lack Of Opportunities For Women At Work – Not Talent (opens in a new tab)">Lack Of Opportunities For Women At Work – Not Talent</a>



To begin with the public sector, governments across the region have moved to increase female participation in the workplace in recent years. In the UAE, the government recently passed a resolution to increase women&#8217;s representation in the Federal National Council (FNC) to 50 percent , whilst South Africa President, Cyril Ramaphosa has just announced that government plans and budgets will have to include gender-specific delivery targets. 



Governments across the region have also been instrumental in introducing legislation to encourage women both in, and into, the workplace. For instance, Lebanon has increased paid maternity leave from 49 to 70 days. 



Progressive policies are not only helping women enter and stay in the workforce, but in the long-term will have a positive impact on the region’s GDP. In the GCC alone, some estimates tout a 50 percent boost to economic output if women participate in the workforce to the same extent as men. 



READ MORE | <a href="https://www.forbesafrica.com/woman/2019/01/25/fight-for-gender-equality-at-un-faces-tough-internal-resistance-report-says/" target="_blank" rel="noreferrer noopener" aria-label="Fight for Gender Equality at UN Faces Tough Internal Resistance, Report Says (opens in a new tab)">Fight for Gender Equality at UN Faces Tough Internal Resistance, Report Says</a>



International organisations have also contributed to significant advances in female economic empowerment across Africa and the Middle East, with a significant impact on attitudes towards equality. The United Nations (UN) has led this charge, with gender equality high up on its agenda as one of the Sustainable Development Goals (SDGs). 



In the Middle East, UN Women awarded 200 youth volunteers at HeForShe for reaching 20,000 commitments on women’s empowerment , and in Africa, the organisation aims to empower up to two million women through various initiatives aimed at increasing income, wealth and business leadership skills. 



Beyond the UN, a large number of international organisations have also been instrumental in empowering women across the AME region. Oxfam, for example, has launched a global campaign called Raising Her Voice (RHV) which aims to promote women’s rights. 



This included a budget in Pakistan of over US$500,000 between the years of 2008-2013 . In South Africa, the RHV campaign received roughly US$50,000 annually for training and workshops that involved feminism and advocacy skills .



Local NGO initiatives have also been key in the advancement of female inclusion throughout the AME region. As an example, five Lebanese NGOs and the Lebanese League for Women in Business (LLWB) teamed up in 2016 to form Girls Got IT, an NGO to provide female students with access to hands-on tech workshops, talks by industry leaders and tutorials on digital innovation. 



READ MORE | <a rel="noreferrer noopener" aria-label="‘Gender Parity Will Come Sooner’ (opens in a new tab)" href="https://www.forbesafrica.com/interview/2018/09/29/gender-parity-will-come-sooner/" target="_blank">‘Gender Parity Will Come Sooner’</a>



To take but one of many examples from Africa, a Tanzanian NGO called ‘Village Enterprise’ works on ending extreme poverty by helping women in rural areas through entrepreneurship and innovation. The group has been working successfully and achieved a milestone of one million lives transformed in May 2019 . 



It’s clear that governments and civil society have done much to integrate women into AME economies, positively affecting millions of lives along the way. Nevertheless, much remains to be done. Female labour force participation rates vary widely among African states, with South Africa at 49 percent and Tanzania at 80 percent. 



On the other hand, in the GCC, women comprise just 19.2 percent of the workforce according to one study . In this context, the private sector, with all of its economic might, constitutes perhaps the most crucial element in addressing the balance. A recent study by Deloitte showed that Africa’s private sector represents 75 percent of generated wealth and 90 percent of all employment opportunities in the continent . 



Fortunately, there are encouraging signs that companies are stepping up across AME and pursuing a concerted effort to empower women with new skills and opportunities. Standard Chartered stands as a case in point. 



The Bank has committed to raise USD50 million, between 2019 and 2023 through fundraising and Bank-matching, to empower the next generation to learn, earn and grow via its Futuremakers programme. 



By no means is Standard Chartered satisfied to merely provide financial donations – it also actively implements women’s empowerment programmes such as Women in Tech, aimed at promoting the economic and social development of women entrepreneurs. 



To date, this programme operates in five countries with entrepreneurial female participants from Pakistan, Nigeria, the US, the UAE and my home country, Kenya. The Bank is also committed to creating a more inclusive environment to help working parents balance work and family responsibilities; its staff can enjoy the benefit of flexible working policy, a parental paid leave of up to 140 calendar days for the mother and two weeks for the spouse. 



Achieving gender equality is an important moral principle and acts as a catalyst to other development outcomes such as poverty reduction, well-being and health. Governments and NGO’s have been active in empowering women; however, change will take a collective partnership between government, NGO’s and private enterprise across the region to elevate women to an equal status. 



The outcome of maximising women’s potential and achieving gender equality will result in greater contributions being made and benefits to the entire region. 



-Olga Arara-Kimani, Regional Head of Corporate Affairs, Brand &amp; Marketing for Standard Chartered in Africa and the Middle East

gettyimages-1137701081-170667a

Challenging The Gender Divide

The gender pay gap remains enormous in sport. Despite women’s achievements in rugby, football and cricket, resources continue to be channeled to men’s sport in South Africa.

In May this year, Cricket South Africa (CSA) CEO Thabang Moroe made a bold pronouncement – he wanted to see men and women paid equally in the sport.
Bold because contentious contractual agreements for national contracts – for men – had not been signed yet, following a lengthy standoff between the South African Cricketers’ Association and the suits at CSA.
Bold because cricket – and sport in general – was a long, long way away from gender parity.
The silence from the other sports federations was audible. You would think such a statement would spark the ‘Four-Minute Mile’ effect and cause the other sports administrators to take up the fight for equal gender pay. Not a word.
The last known figures (2015) showed Proteas women earned about eight times less than the men. If the men win a Test, it’s R10,000 ($690) to R80,000 ($5,520).
Those figures might have improved for the women following financial wellness company Momentum’s injection into the sport, especially after their stellar showing at the Women’s World Cup in England last year, where they made the semifinals. However, the gap remains enormous.
The general consensus is that the AB de Villiers big hits and Kagiso Rabada’s bombardier bowling bring in the audience and therefore they deserve a bigger slice of the pie.
But how can they not be viewed in higher marketing esteem when all the resources are channeled to boys’ sports from inception? When there are school rugby derbies, the sister schools are in the stands watching the boys play but where are the boys when the girls play?
The game is rigged from the start. Women are playing a board game of snakes with no ladders, whereas the men are in a game of ladders with no snakes.
At the last women’s World Cup in 2014, the Springboks women’s squad members were paid somewhere between R5,000 ($345) and R7,000 ($483) per match, according to a source within SA Rugby.
Pitiful as those wages were, they were the last seen by the XV-player version of the women’s game. For four years, the rugby mother body scheduled no Tests for the women’s national team, choosing instead to focus on the Sevens derivative, whose players received R12,000 ($828) to R20,000 ($1,380) in match fees.
This year, the women’s national XV-a-side team returns to the field, most likely to cobwebs where a fair wage should be.
Au contraire, the men are laughing all the way to the bank. The current HSBC Sevens World Series champions, the Blitzboks, can each expect nothing less than R800,000 ($55,288) per year for contracted players, while Springbok match fees range from R90,000 ($6,220) to R120,000 ($8,230) per game and double that for a victorious match.
Consider the dual contracts rugby players can sign with South African as well as Japanese franchises – which can climb to about R13 million ($900,000) in East Asia alone. Such figures would make any of the female players’ eyes water.
An SA Rugby spokesperson says: “South African rugby is excited and committed to the challenge of growing women’s rugby in this country.
Our major challenge is the relatively small number of female players from which we can choose but we have addressed that by creating under-16 and under-18 competitions as well as establishing youth training centers around the country where female players can train and be upskilled.
<blockquote>“Only once we have reached a critical mass of female players will be able to think of professionalizing the women’s provincial game.”</blockquote>
What South African female footballers receive is a borderline insult.
<a href="http://www.forbesafrica.com/woman/2015/04/01/women-should-not-be-boxing/" target="_blank" rel="noopener">READ MORE: Women Should Not Be Boxing?</a>
A Banyana Banyana player, who has also played for the national team at Under-17 and Under-20 level, says, on condition of anonymity: “I didn’t receive any allowance for playing Under-17 and Under-20.
“With Banyana, I think it’s roughly R4,000 ($276) for being in camp for a week and if you win, you get a bonus of about R2,000 ($138).”
The women’s football team has qualified for the last two Olympic Games, in Britain and Brazil, while the men’s team has all but underperformed on the international stage. This has not prevented brand and sponsorship managers to jump towards the Premier Soccer League, making it the richest league on the African continent.
Women’s football in South Africa survives on the lone sponsorship from Sasol, who provide for an amateur league and the women’s national team needs. The paucity of resources also means that the sport fails to attract talented women, who would much rather earn a living in an office job.
A recent news report showed that Bafana Bafana players could get R40,000 ($2,767) to R60,000 ($4,150) per match, despite a chronic inability to qualify for major tournaments consistently. Banyana Banyana, by virtue of a 6-0 victory over Lesotho in June, qualified for the CAF Women Nations Cup to be held in Ghana later this year.
Recently appointed South African Football Association (SAFA) Vice-President, Ria Ledwaba, the first woman to hold the post, says a fresh approach to luring sponsors into the women’s game is needed. As it stands, Sasol is the biggest sponsor of women’s football, and they keep the lights on not just for the national team but the domestic Sasol League as well.
“We need other Sasols to come on board,” says Ledwaba.
<div id="attachment_37330" style="width: 210px" class="wp-caption alignleft"><img loading="lazy" decoding="async" aria-describedby="caption-attachment-37330" class="size-medium wp-image-37330" src="https://www.forbesafrica.com/wp-content/uploads/2018/10/Gree_Midrand_027-copy-200x300.jpg" alt="" width="200" height="300" srcset="https://cms.forbesafrica.com/wp-content/uploads/2018/10/Gree_Midrand_027-copy-200x300.jpg 200w, https://cms.forbesafrica.com/wp-content/uploads/2018/10/Gree_Midrand_027-copy-300x450.jpg 300w, https://cms.forbesafrica.com/wp-content/uploads/2018/10/Gree_Midrand_027-copy.jpg 461w" sizes="auto, (max-width: 200px) 100vw, 200px" />SAFA Vice-President, Ria Ledwaba.</div>
“We want our girls to be encouraged to play soccer. They [probably] look at what Banyana are earning now and say, ‘What’s the point? It’s not going to take me another level’. But when you look at Bafana, you know what you get when you get called up and that’s because of a sponsor.
“Sometimes you must go to the market and get competent companies that are able to package sponsors in, and sell what Banyana have achieved. We need to draw in companies that sell products that are used by women and such. And if you don’t approach them, they won’t come to you.”
Former Banyana captain Amanda Dlamini, tweeted in May: “I’m still mad at myself for this, for allowing people to emotionally manipulate us of what we deserve [sic]. People make serious money with just under 50 caps of national duty. We still struggle to make ends meet during our prime &amp; even after retirement.”
In that lone statement, the pitiful situation can be summed up.
&#8211; By Sibusiso Mjikeliso

Tag: Gender gap

FORBES AFRICA SOCIAL MEDIA

‘A Risky Time For Gender Parity’

MacKenzie Bezos And Melinda Gates Team Up On $30 Million Gender Equity Contest

Challenging The Gender Divide

Unequal Pay for Equal Play