GENDER INEQUALITY IN SOUTH AFRICA – AS AN OBSTACLE TO ECONOMIC GROWTH AND EQUITABLE OPPORTUNITY

Abstract

In South Africa, gender inequality is still a major socioeconomic problem that disproportionately affects young women in their 20s and 30s. Social and structural impediments still exist in spite of the constitutional promise of equality and laws intended to correct past injustices. With a focus on media representation, gender pay disparities, and exclusion from leadership roles, particularly in male-dominated industries like mining and professional sports. This article critically examines the relationship between gender discrimination, unemployment, and economic stagnation in South Africa. In order to promote gender justice and economic development, the analysis emphasizes how vital it is to eliminate gendered preconceptions and put strong enforcement of equality legislation into place

Introduction

Gender inequality is an issue that seems to be increasing yearly and has been getting out of control. “it was reported that during the 1990’s the was a higher percentage of men who received tertiary education compared to women meaning that women were unable to participate in employment opportunities.”[1] Some critics argue that young women are not awarded leadership roles because their role is to follow while a man lead as the head, however, some critics argue that in other countries there are other young women who are in a male dominated industry and are succeeding without gender inequality but sometimes certain jobs require masculinity. However, economic growth and constitutional principles are both threatened by gender inequality.

Women’s exclusion from leadership positions and the workforce hinders creativity and production while sustaining poverty, according to studies by UN Women and the World Economic Forum, attaining gender parity could greatly increase GDP and socioeconomic advancement. This article will focus on the issue of gender inequality which has posed a serious threat especially when it comes to young women since they are mostly unemployed which constitutes an economic barrier and a violation of the constitution. By looking at contributing factors such as the media coverage being a barrier between the genders, and how gender gap pay has an impact on women will be analysed in detail using different job sectors such as mining and sports such as football.

Gender Inequalities and Economic Exclusion

Young women between the age of 20-30 years are often criticised for leadership roles within workplaces as they are rather given low paying jobs since they are said to be emotional, which however makes them lack power. There is often this misconception that women deserve to be in the kitchen and therefore they can only become domestic workers. Meaning, that preference is mostly given to men especially on sports such as football it is hard to find a females being given a chairperson or a coaching position as those roles are considered to be reserved for men. This is often considered as taboo since a woman’s power is measured by her feminism while a man’s power is measured by his masculinity. Due to social conventions that define women and the perception that sports is a masculinised activity, Young women are often scrutinised and consequently crossing men’s bounds,”[2]  in other words this the reason why women tend to get discouraged to seek jobs as they are either taken for less or being rejected which then leads to the high levels of unemployment that end up decreasing economy. Women possess numerous qualities that are essential to the success of a workplace including their empathetic and caring nature.[3]  Simply women are capable leaders and just because of their feminism they are taken as failures whereas they are not, them reacting with care does not mean that they are not better leaders than men but its actually because they are deprived a chance to prove themselves.

Gender Stereotypes through Media Representation

Gender gap pay has been an issue that seems to be contributing to the negative effects that promote gender inequality as men are always paid way more than females whereas they are doing the same job. According to MacMullan “gender gap pay in sports is worst as men get the upper hand as they are paid more.” [4]  While on the other hand, the belief that women ‘cannot do what men do’ because they are not strong nor competent deters them from pursuing sports profession.”[5] This is because men are always given the first preference over women for, whereas they can do better or put in the same effort as a man if not more but that good work would not be recognised since it comes from a woman. Such narratives perpetuate structural barriers to equality in male-dominated fields like mining, engineering, and professional sports.

Which often discourages women’s interest to use their skills to acquire or seek jobs because they see no use in doing almost the same or their best to do a job only for them to be paid less than men or for men to become the first preference over them. An example to this you may find a woman who will play a certain sport like football for 3 years and end up being unemployed just because she is being paid way too less or is not recognised for her hard work while a man who does not work twice as hard as her is on the upper hand. Scheadler, et al provides that “women’s sports are rarely broadcasted in the media and they have less coverage,” meaning that the media is also becoming a barrier in gender equality.” [6]

Leadership Exclusion and Cultural Norms

Some critics argue that young women are not awarded leadership roles because their role is to follow while a man lead as the head, however, other critics argue that in other countries there are other young women who are in a male dominated industry and are succeeding without gender inequality but sometimes certain jobs require masculinity. Which is true because they are certain jobs where masculinity is a necessity for example mining, as it is difficult for a woman to work there because of their hard working conditions and for the fact that there is hard labour there that no woman can ever be able to work under. However, there are other masculine jobs that women can do such as driving trucks or buses, being a mechanic or a builder and same as men meaning that there are no jobs meant for men only or for women only as it all depends on the ability.

Even mining itself it is not for men only but rather it necessarily requires masculinity because of its working conditions as quite a few women are working as miners. “The media presents certain sports and jobs as if they are masculine and some are feminine for example sports like football, ice hockey and careers like politicians are regarded as masculine, while sports like gymnastics, figure-skating and careers like hairdressing and cooking as feminine,”[7] which is not true as there are a lot of women who are doing masculine jobs/ sports better than men and men who are doing feminine jobs and are doing better than women. Although, there are jobs that are necessarily feminine or masculine but stopping to label certain roles will reduce gender inequality.

Legislative and Constitutional Framework on Gender Equality

Section 9(3) of the Constitution specifically forbids unjust discrimination based on gender, sex, or marital status, while Section 9(1) of the Constitution ensures equality before the law and equal protection. The Constitution further requires affirmative action policies under Section 9(2) to promotes individuals who were harmed by past discrimination.[8] There is also the Employment Equity Act (EEA) which promotes equal opportunity and forbids unjust discrimination in order to attain fairness in the workplace in section 6,[9] and in order to attain fair representation at all occupational levels, the section 15(1) of the act requires designated firms to put affirmative action policies into place. While Section 15(2)(c) obliges employers to reasonably accommodate workers from specific groups especially those who were previously disadvantaged.

Notwithstanding these commitments, enforcement measures are still ineffective and compliance has been inconsistent. Mechanisms to combat systemic prejudice are established by the Promotion of Equality and Prevention of Unfair Prejudice Act (PEPUDA), and section 6 provides for the prohibition of Unfair Discrimination by the State or any individual, including discrimination based on gender or any of the other forbidden factors specified in Section 1. [10]Although, PEPUDA is comprehensive, it offers information on actions that constitute unfair discrimination in section 8 which illustrates a list of unfair practices in the job setting. However, even with all these provisions and legislative frameworks women still continue to face discrimination and gender inequalities in workplaces, evidently in the case of NAIDOO AND OTHERS V THE PARLIAMENT OF RSA where the Labour Court had to apply Section 6 of the EEA to determine that gender-based exclusion from senior jobs constituted an unfair discrimination.[11]Also in the case of Solidarity v Department of Correctional Services where the court stressed that affirmative action policies under the EEA must be implemented legally and equitable.[12]

In conclusion, women can do the same role as men if not better as they pose more qualities than men. Furthermore, as long the media and job sectors keeps on becoming the barrier of gender equality for young women, unemployment will never end in South Africa and the economy will forever be decreasing. Therefore, categorising certain jobs according to gender is what makes it difficult to fight the end of gender inequality and often what prevents a chance of increasing the economic growth in South Africa as young women are facing obstacles when it comes to getting jobs where they will remain even with men.

Reference(S):

1. Daniel, N. & Davids, R. (2021). https://www.accountancysa.org.za/gender-equality-in-the-workplace/ .
2. David, C. & Teigneir-Baque, M. (2020). Gender Inequality and Economic Growth. World Development Report on gender equality and development.
3. MacMullan, j. https://www.ukessays.com/essays/sports/issue-of-gender-pay-gap-in-sports.php?vref=1.
4. Naidoo and Others V Parliament of the Republic of South Africa (C648/2015) [2018] ZALCCT 6.
5. Promotion of Equality and Prevention of Unfair Discrimination Act 4 of 2000 S 6 and 8.
6. Scheadler, T.; Wagstaff, A. and MJE, Ph.D. (2018). Exposure to Women’s Sports: Changing Attitudes Towards Female Athletes. A peer-reviewed journal of sports, 22: 481-253.
7. Senne, J. A. (2016). Examination of Gender Equity and Female participation in Sport. The sport journal 225-202.
8. Solidarity v Department of Correctional Services [2016] ZACC 18.
9. Sport are sports (2018) issue of Gender Pay Gap in Sports. Available from: https://www.ukessays.com/essays/sports/issue-of-gender-pay-gap-in-sports.php?vref=1.
10. The Constitution of the Republic of South Africa 1996, S 9(1-3).
11. The Employment Equity Act 55 of 1998 (EEA). S 6 and 15.

[1] David & Teignier-Baque, Gender Inequality and Economic Growth. World Development Report on gender equality and development (2020).

[2] Senne, J. A. (2016). Examination of Gender Equity and Female participation in Sport. The sport journal 225-202.

[3] See n1 above.

[4] MacMullan, j. https://www.ukessays.com/essays/sports/issue-of-gender-pay-gap-in-sports.php?vref=1.

[5] Sport are sports (2018) issue of Gender Pay Gap in Sports. Available from: https://www.ukessays.com/essays/sports/issue-of-gender-pay-gap-in-sports.php?vref=1.

[6] Scheadler, T.; Wagstaff, A. and MJE, Ph.D.  (2018). Exposure to Women’s Sports: Changing Attitudes Towards Female Athletes. A peer-reviewed journal of sports, 22: 481-253.

[7] See n6 above.

[8] The Constitution of the Republic of South Africa 1996, S 9(1-3).

[9] The Employment Equity Act 55 of 1998 (EEA). S 6 and 15.

[10] Promotion of Equality and Prevention of Unfair Discrimination Act 4 of 2000 S 6 and 8.

[11] Naidoo and Others V Parliament of the Republic of South Africa (C648/2015) [2018] ZALCCT 6.

[12] Solidarity v Department of Correctional Services [2016] ZACC 18.