Promoting Gender Equality in Labour Markets in Africa and the Role of G-20 Member States
Gender inequality is a multifaceted issue with far-reaching consequences that require comprehensive and sustainable efforts geared towards addressing the root causes. This may call for sustainable development which comes from the understanding of satisfying the present needs of the people without compromising future generations. Although it has many meanings considering the varying disciplinary approaches and cultural backgrounds shaping understanding (Hopwood, Mellor & O’Brien, 2005), it has nudged several conversations relating to human rights. It calls for concerted efforts towards inclusive engagement and hopes for the resilient and sustainable futures for all global citizens. As a concept it also offers understanding of the interrelations of humankind with economics, social and political spheres. Sustainable development is multidimensional and layered with a level of complexity, and uncertainty therefore requiring a deep analysis. Globally it has been interpreted using the 17 Sustainability Development Goals (SDG’s). These have been seen as a step towards sustainability and resilience. As part of the 2030 Agenda[1], these SDGs have been accepted and adopted by several world leaders who are members of the United Nations (UN). Furthermore, the G-20 has also made it its mandate to implement these SDGs. South Africa Presidency in the G-20, although existing within an opportune moment of addressing varying global issues at the forefront, it is plagued with the staggering SDG issues.
What do the SDG’s show?
In tracking the progress of these goals however, there has been growing concerns on reaching the SDG targets. So far, only 16% of the targets are on track and are likely to be met by 2030. The remaining 84% however, are either showing limited or a reversal in progress (Sustainable Development Report (SDR), 2024). The SDG 5 which focuses on “Gender Equality”, is no exception with progress also being limited. To measure the varying progress across the 17 SDG’s efforts, sustainability indicators are used. “These collectively help to guide actions for global development and shape visions for the future” (Estoque, 2020). The SDG Indicators main function is to trace, recognise, announce, determine, inform and estimate the implementation of the goal. On a global scale SDG efforts are monitored by the UN Statistical Commission. Additionally, the commission also oversees the UN Statistics Division. The UN Statistics Division in turn is responsible for the maintenance of the Global SDG Indicators Database (Estoque, 2020). Considering sustainable development has varying understandings, the need for indicators of sustainability has continued growing rapidly as they serve to inform national and international decision-making systems (Gallopin, 1996).
Although Gender Equality has SDG indicators which span across family planning, education, access to opportunities and labour related issues, this article will engage with two of the SDG indicators for Gender Equality that is: (i) Ration of female-to-male labour force participation rate and (ii) gender wage gap. These two indicators will offer a more comprehensive illustration of gender equality within the global labour market. The objective of SDG 5 is to achieve gender equality and empowering all women and girls. Furthermore, SDG 8 “Decent Work and Economic Work” also seeks to provide data relating to the average hourly earnings of women and men employees. According to the SDR (2024), SDG 5 “Gender Equality” has been achieved for the most part globally. Challenges however, ranging from significant to major, remain a concern in the greater parts of the Middle East and North Africa (2024) see fig. 1. This is shown by the ratio of female-to-male labour force participation SDG indicator. Despite this significant attribute there is still a gender equality disparity within the gender wage.
Fig 1: Map showing the SDG 5 Ratio of female-to-male labour force participation rate progress in 2024[2]
Although there may be various policies and efforts geared towards addressing gender disparities in the labour market through education and skills, challenges remain widespread particularly in the developing world (International Labour Organisation (ILO), 2019). According to the ILO – a member of the IMF, their database showcases that of the 180 countries enlisted, men and women each constitute roughly half of the population. However, this parity is not reflective in the labour market. Despite the somewhat equal demographics, men seem to constitute a higher portion of the employment pool leaving women susceptible to either precarious work or unemployment. Additionally, men seem to earn more than women within the same industries and education levels. Africa offers a vivid illustration of these disparities.
In the North Africa and Middle East regions for example, the labour market participation of women compared to men within the region has been lower compared to other regions in the world. Despite the long-term objective for this SDG target being a value of 100, there are countries like Senegal, Mauritania, Iran and Saudi Arabia that have percentage ratio’s that fall below 50 (see Fig. 2). These countries show either stagnating or decreasing trends in achieving the SDG target by 2030. Additionally, the gender wage gap indicator also serves as a serious sign of the ongoing struggles for gender equality. Gender wage gap has persisted for generations with no country being able to completely eradicate it. According to the UN Women (2023) report ‘Why Women Earn Less?’, women earn approximately 21% less than men in the Southern and East regions of Africa, with noticeable variations across countries. The gap is said to exist even after accounting for the education levels, type of job, work experience and levels of seniority. Women continue earn less. In a world plagued by poverty and hunger, the persistent income inequalities between women and men make women susceptible to generational poverty. Why then do women earn less?
The Struggles of Women
There has been a growing push for gender equality in employment. However, it is one of the greatest development challenges especially in Africa. A myriad of reasons explains the reasons behind women earning less. According to the Gender Pay Gap Report (2023:6), “although a large portion of the gender pay gap can be explained by key individual characteristics – most notably educational level and work experience – and job characteristics, a substantial part remains unexplained. The unexplained part of the gender pay gap is often thought to result from discrimination”. Societal norms inform the grounds for discrimination especially for those rooted in patriarchal systems that purposefully infringe on a woman’s right to exist as an equal being. This can be seen in the distribution of roles which often finds women in subservient roles such as housework and care work in families with no prospects of access to formal education or opportunities outside the home. In the modern day these has translated to the working environment with women still earning less or having subservient roles in the workplace. This vulnerability of women is more likely to also affect the faring of childcare thereby adding another layer of complexity. As primary caregivers, their vulnerability is compounded. This has prompted not only a greater need for transparency relating to gender equity scales employed by organisations but also conversations relating to gender equity and equality. While the matter calls on the recognition of the vulnerability and susceptibility of women, girls and children to poverty, currently there is also added vulnerability for women who choose to migrate to other countries in search for greener pastures.
Following the COVID-19 lockdown in 2020 the growing phenomena and desperation to return to business-as-usual presented a false misconception of access (Sichone, 2022: 74-75). For women, access is spun into the sociopolitical, sociocultural and socioeconomic institutions. Access, as we have seen above is not equally distributed and attainable. The growing unemployment rates have forced some women to migrate, and although access to the labour market may be limited or denied, these women with the added layer of vulnerability by being migrants, they continue to find themselves operating within the economy’s fringes in a quest to survive. They continue to have access to other forms of employment which may range between either formalized or informalized work (Moghadam, 2005:111). Although conditions in these kinds of work may present challenges such as gender-based violence, they soar through in their quest to survive.
Recommendations and Conclusion
While reasons for gender pay disparity involve complex issues influenced by various factors such as education backgrounds, patriarchal societal norms, and discrimination, a multistakeholder approach involving governments, civil society and institutions alike is needed. This is where the G-20 comes in. As a global intergovernmental forum, it has the capacity to influence global economies as well as government policies. With the 2030 Agenda already underway, achievements of the SDG’s have been slowed down in some parts of the world. It is in these parts that the G-20 ought to focus on especially relating to encouraging social protection policies that set up minimum wages for example. This could be necessitated through setting up and sharing global targets. For example, aiming on reaching a particular target for the employment of women in the workforce. Additionally, the G-20 should encourage social policy geared towards gender balance through recognising women’s unpaid care work as this emphasizes some of the troubling societal norms that infringe on women rights. Women must also be encouraged to utilize their skills. This could be through broadening investment opportunities that can support the entrepreneur projects and help elevate women’s capital standing.
In conclusion, the closing of the gender pay gap remains an important initiative in addressing labour-market related gender inequalities. It is highly important especially considering women form just over a half of the world’s population. Although there may be many reasons accounting for the gender disparity, the implementation of the SDG framework is very important. In furthering the SDG targets, responsibility should not only fall on the governments but institutions, blocs, intergovernmental forums like the G-20 and civil society should hold governments accountable in their SDG mandate. The labour-market is only a reflection of the dominant societal norms shaping a country and as such requires this multistakeholder approach to eradicating gender inequality.
Thelma Nyarhi is a Researcher at the Democracy Development Program (DDP) and writes in her own capacity
References
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[1] https://sdgs.un.org/2030agenda
[2] Sourced via the Sustainable Development Report: https://dashboards.sdgindex.org/map/goals/SDG5
[2] Sourced via the Sustainable Development Report: https://dashboards.sdgindex.org/map UN Women, 2024. Why Women Earn Less: Gender Pay Gap and Labour-market inequalities in East and Southern Africa Available at: https://africa.unwomen.org/sites/default/files/2023-10/gpg_regional_report_un_women.pdf Accessed on 23 Ma
