Despite making up nearly half of the total employed population, women only fill 28% of managerial roles worldwide, according to a report by the World Economic Forum (WEF). The report suggests it will take 136 years to achieve gender parity in economic participation at our current rate. A gender audit can offer invaluable insights and actionable steps to drastically accelerate this prolonged timeline.
In the midst of this disparity, a beacon of hope shines brightly. The recent appointment of Patricia Stock as SAICA’s first female CEO heralds a significant breakthrough for the accounting sector. Such advancements exemplify the potential of targeted, inclusive efforts.
What is a gender audit?
A gender audit is an introspective tool meticulously examining an organisation’s policies, culture, and resources through a gendered lens. It’s not just a process; it’s a transformative catalyst. The ultimate aim is to identify barriers and propose actionable steps that usher in a more gender-responsive environment.
The power of self-assessment
The 2019 McKinsey report delivers a potent message: companies with gender-diverse executive teams are 25% more likely to outpace their peers in profitability. Yet, the ‘Women in the Workplace’ report by McKinsey in 2022 highlights a worrisome trend: an unprecedented departure of women leaders, with the disparity between male and female exits widening considerably. These insights suggest an urgent call for corporations to rethink their traditionally male-centred environments and ensure they are truly conducive for women to flourish.
Gender audits: paving the way for female leadership
SAICA’s August 2023 data paints an optimistic picture with 41% of chartered accountants being women. Yet, upon closer examination, it becomes evident that these accomplished women often face challenges in ascending to top leadership roles, especially when compared to their male counterparts. This trend, unfortunately, is not exclusive to the chartered accountancy field.
Beyond mere statistics, it’s about levelling the playing field, ensuring every capable woman CA is positioned for success in their career as prominently as her male counterpart. This is where gender audits step in as a game-changer.
Gender audits advocate for structural changes in corporate dynamics, foster environments that enable women to flourish, champion inclusive work policies, and spotlight the need for female-focused leadership programmes. By genuinely embracing the findings and recommendations of these audits, corporations can amplify the influence and reach of their female leaders, leveraging a talent pool that is evidently rich and vast.
Empowerment through insight is within our reach, and both women and men have a pivotal role in this transformative journey. I urge each of you to champion gender audits within your organisations. By doing so, we’re not just bridging gaps − we’re fostering environments that are ripe for innovation, growth, and inclusivity.
The gender inequality paradox
In corporate spheres, women’s undeniable potential has often been overshadowed by historically male-centric structures. Although women make up nearly half of the global workforce, they occupy a mere 28% of managerial roles. This gap transcends mere qualifications − it’s an imprint of legacy systems moulded by male preferences.
Gender audits are not just revelatory: they chart the path to rectification. Beyond mere exposure, these audits act as transformative catalysts. As they highlight systemic barriers to female leadership, corporations must pivot from passive acknowledgement to proactive, strategic reform. By reshaping workplace norms and policies, corporations can tap into the boundless potential of this diverse talent reservoir, driving unparalleled success.
Author
Refilwe Matenche
President & Founder: African Women’s Movement (AWM)
