Women in the changing world of work
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by Phumzile Mlambo-Ngcuka
Across the world, too many women and girls spend too many hours on
household responsibilities—typically more than double the time spent
by men and boys. They look after younger siblings, older family
members, deal with illness in the family and manage the house. In many
cases, this unequal division of labour is at the expense of women’s
and girls’ learning, of paid work, sports, or engagement in civic or
community leadership. This shapes the norms of relative disadvantage
and advantage, of where women and men are positioned in the economy,
of what they are skilled to do and where they will work.
This is the unchanging world of unrewarded work, a globally familiar
scene of withered futures, where girls and their mothers sustain the
family with free labour, with lives whose trajectories are very
different from the men of the household.
We want to construct a different world of work for women. As they grow
up, girls must be exposed to a broad range of careers and encouraged
to make choices that lead beyond the traditional service and care
options to jobs in industry, art, public service, modern agriculture
and science.
We have to start change at home and in the earliest days of school, so
that there are no places in a child’s environment where they learn
that girls must be less, have less, and dream smaller than boys.
This will take adjustments in parenting, curricula, educational
settings, and channels for everyday stereotypes like TV, advertising
and entertainment; it will take determined steps to protect young
girls from harmful cultural practices like early marriage, and from
all forms of violence.
Women and girls must be ready to be part of the digital revolution.
Currently, only 18 percent of undergraduate computer science degrees
are held by women. We must see a significant shift in girls all over
the world taking STEM subjects, if women are to compete successfully
for high-paying ‘new collar’ jobs. Currently, just 25 percent of the
digital industries’ workforce are women.
Achieving equality in the workplace will require an expansion of
decent work and employment opportunities, involving governments’
targeted efforts to promote women’s participation in economic life,
the support of important collectives like trade unions, and the voices
of women themselves in framing solutions to overcome current barriers
to women’s participation, as examined by the UN Secretary-General’s
High-level Panel on Women’s Economic Empowerment. The stakes are high:
advancing women’s equality could boost global GDP by US$12 trillion by
2025.
It also requires a determined focus on removing the discrimination
women face on multiple and intersecting fronts over and above their
gender: sexual orientation, disability, older age, and race. Wage
inequality follows these: the average gender wage gap is 23 percent
but this rises to 40 percent for African-American women in the United
States. In the European Union, elderly women are 37 percent more
likely to live in poverty than elderly men.
In roles where women are already over-represented but poorly paid, and
with little or no social protection, we must make those industries
work better for women. For example, a robust care economy that
responds to the needs of women and gainfully employs them; equal terms
and conditions for women’s paid work and unpaid work; and support for
women entrepreneurs, including their access to finance and markets.
Women in the informal sector also need their contributions to be
acknowledged and protected. This calls for enabling macroeconomic
policies that contribute to inclusive growth and significantly
accelerate progress for the 770 million people living in extreme
poverty.
Addressing the injustices will take resolve and flexibility from both
public and private sector employers. Incentives will be needed to
recruit and retain female workers; like expanded maternity benefits
for women that also support their re-entry into work, adoption of the
Women’s Empowerment Principles, and direct representation at
decision-making levels. Accompanying this, important changes in the
provision of benefits for new fathers are needed, along with the
cultural shifts that make uptake of paternity and parental leave a
viable choice, and thus a real shared benefit for the family.
In this complexity there are simple, big changes that must be made:
for men to parent, for women to participate and for girls to be free
to grow up equal to boys. Adjustments must happen on all sides if we
are to increase the number of people able to engage in decent work, to
keep this pool inclusive, and to realise the benefits that will come
to all from the equal world envisaged in our Agenda 2030 for
Sustainable Development.
*The author is UN Women Executive Director
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