African Women’s Long Walk to Equality

African Women’s Long Walk to Equality

Wednesday, December 8, 2010 – 11:18

Africa should do more to improve the lives of its women. The continent is already making progress in addressing challenges faced by women. However, the gains for women are overshadowed by poverty

Comments

Gender equality is part of the eight Millennium Development Goals set by the United Nations at the turn of the century. From a sociological and economic perspective, experts agree that society has much to gain from the empowerment of women. How can trade and the WTO participate in empowering women economically? Ottilia Chikosha, Executive Director of the Regional Export Promotion Trust, and Deborah Berlinck, Geneva correspondent for O Globo, discuss this issue with Keith Rockwell, WTO Spokesperson. You can also make your views known in the online forum below. This debate was recorded on the sidelines of the WTO Public Forum 2010. http://www.wto.org/english/forums_e/debates_e/debate25_e.htm#forum

"It’s all about people” • HR Consulting Firm in South Africa • RK Consulting is a Human Resource (HR) Consulting Company providing a wide range of HR consulting services to businesses in South Africa. RKC specialises in a number of HR disciplines with a team of dedicated professionals that have extensive experience in HR consulting. • The firm is 100% black female owned founded by Ruth Khumalo the Managing Director. The primary aim of the business is black economic empowerment, skills transfer and the advancement of previously disadvantaged individuals. This is evidently reflected in our recruitment practices as well as equity policy. • RK consulting help organizations to focus on internal resources working towards their best and simultaneously helps them to control the bottom lines. • We help the organization to gain cost reduction and time efficiencies and provide them with a cutting edge over their HR Strategies and improves service to their employees. • Developing and Retaining HR Talent in South Africa • Human capital management is an important part of the strategy of any company. Developing and retaining HR talent has a significant impact on the performance of an organization, which requires skilled and motivated employees in order to operate effectively. RK Consulting offers a range of HR Consulting services focused on the business processes which support recruiting, developing and retaining HR talent. • Contact Us today, and partner with RK Consulting in the strategic management of your HR talent. With expert HR consulting your company will be laying the foundation for operational and strategic excellence. • HR Consulting in Key Areas • RK Consulting has different divisions providing HR Consulting services: • RKC Recruitment: senior executive recruitment and managerial recruitment services • HR Consulting: the full spectrum of HR consulting including strategic human resources; HR Legislative Compliance and Industrial Relations; employment equity plans • The company is also undergoing a process of getting accreditation with a SETA as a service provider We give real solutions to real problems. We get the best Talent, grow businesses, Develop people, processes, management capability, technologies and the bottom line

Gender equality is a very sensitive issue that requires proper and extensive research. I prefer using the term ‘Gender equitability’ especially when it comes to labour and other physical capabilities. It is an undisputed fact that men and women are naturaly and physically different and can not be subjected to equal rights when it comes to issues concerning their natural or physical capabilities. For instance, in some countries (e.g South Africa) working pregnant women are entitled to a four mnth maternity leave which may begin at least four weeks before birth as per state labour legislation while their male counterparts are only entitled to four days of paternity or family leave. In other countries, such as Angola men do not get paternity leave at all (http//:en.wikipedia.org/wiki/paternal_leave#africa). These differences in days indicate that men and women can not be subjected to equal rights when it comes to maternity/paternity leave, but rather to equitable rights based on their natural qualities. Of course there are other aspects where they share same rights and those rights need to be observed. So it very important that policymakers distinguish equal rights from equitable rights for us to have a justified peaceful society.

Some gains, but an uphill climb still looms

Africa’s political independence was accompanied by a clarion call to eradicate poverty, illiteracy and disease. Fifty years after the end of colonialism, the question is: To what extent has the promise of that call been realised for African women? There is no doubt that African women’s long walk to freedom has yielded some results, however painfully and slowly.

The African Union (AU) now has a legally binding protocol to the African Charter on Human and Peoples’ Rights on the rights of women. The protocol spells out clearly women’s rights to equality and non-discrimination in a number of areas. It has been ratified by a growing number of African states, can be used in civil law proceedings and is being codified into domestic common law. The AU has also issued a Declaration on Gender Equality in Africa, under which member states are supposed to regularly report on progress.

The protocol and declaration both reflect and reinforce developments at the national level. Many African states have moved to enhance constitutional protections for African women — particularly in the area of women’s rights and equality. And the last two decades have seen the emergence of legislation to address violence against women, including sexual violence.

Political representation

These developments have been accompanied by improvements in African women’s political representation. The AU adopted, from its inception, a 50 percent quota for women’s representation, which is reflected in the composition of the AU Commission.

Again, this standard reflects and reinforces efforts to enhance women’s representation at the national level. South Africa, Tanzania and Uganda have reached the 30 percent benchmark for their legislatures. Rwanda has gone further — with 50 percent representation, it has one of the best in the world. A few countries, including Nigeria, have seen women assume non-traditional ministerial portfolios, in defence and finance, for example. And Liberia has made history (‘herstory’) by becoming the first African country to elect into office a female head of state, Ellen Johnson-Sirleaf.

Progress is evident, particularly in countries that have electoral systems based on or incorporating proportional representation. However, enhanced women’s representation has been harder to achieve in first-past-the-post electoral systems.

Even where there has been progress, the question is whether increased representation of women is catalysing action by the executives and legislatures in favour of gender equality. That question arises because the battle for women’s representation is not only demographic (with political representation as an end) but also for gender equality (with political representation as a means).

Put another way, there has been a shift in the focus and strategy of the African women’s movement over the last two decades, from emphasising capacity-building to improve African women’s access to resources to emphasising decision making to enhance African women’s control over resources. This shift was made possible by real gains resulting from the capacity-building approach.

Education, poverty, health

These gains are most evident in African women’s education. Girls and boys are now at par with respect to primary school enrolment. Efforts to get girls into school have been accompanied by efforts to keep them in school and to promote role models by developing gender-responsive curricula. Gender gaps are also narrowing in secondary education. The real challenge now lies at the university level, both in the enrolment figures and in curricula to benefit young women. So much for the ‘illiteracy’ element of the African independence clarion call.

It is true that since independence investments in micro-credit and micro-enterprises for women have improved their individual livelihoods – and therefore those of their families. Since African women have proved that they are good lending risks, micro-credit is now being offered not just by development and micro-finance institutions, but also by commercial financial institutions.

Yet there was a critique of such investments, especially in the decade of the 1980s when governments withdrew from social service delivery as a result of structural adjustment programmes. Under those circumstances, such investments essentially enabled redistribution among the impoverished, rather than at a larger level, from the rich to the poor.

The end of that era thus saw a new focus on gender budgeting: looking at where national budget allocations and expenditures could enhance women’s status in the economy. Unsurprisingly, this approach has led African governments back towards public investments in social services.

It is now agreed, for example, that the benchmark for public investments in health in Africa is 15 percent. The African women’s movement has called in particular for more to be directed towards reproductive and sexual health and rights. These areas are of critical concern to women, given the impact of HIV/AIDS, maternal mortality and violence against women, particularly in conflict areas. They are also of concern since African women’s continued lack of autonomy and choice over reproduction and sexuality lie at the heart of so much suffering. So much for the ‘disease’ element of the independence call.

Where next?

Where to over the next 50 years, then? In light of the experience so far, the African women’s movement will be focusing not just on political representation, but also on the meaning of that representation for advancing gender equality and women’s human rights. And given recent retreats in Africa (such as the rise of the constitutional coup and ‘negotiated democracy’), the women’s movement will also be focusing on democracy, peace and security more broadly — that is, on the nature of the political system itself and not just on the means of getting into that system.

Economically, women will continue to focus on the macro-level, but in a deeper sense. What has emerged from gender budgeting efforts is the need to actually track budgetary expenditures, not just getting information about allocations.

It is also necessary to concentrate on the macro-economic framework for fiscal and monetary policies, especially in the context of stabilisation programmes in response to the recent economic shocks. Previously that framework was assumed to be gender-neutral, but it clearly can have gendered consequences. This problem must be addressed to ensure that Africa’s growth will enhance women’s livelihoods.

Finally, the women’s movement will be focusing on reproductive and sexual health and rights. The battle over choice (including over gender identity and sexual orientation) is now an open one in many African countries. It is no longer couched politely in demographic or health terms.

The upsurge of conservative identity politics (in both ethnic and religious terms) is fuelling conflict on the continent. It constrains and dangerously limits women’s human rights, including reproductive and sexual rights. Such notions are not harmless — they have grave consequences for women’s autonomy, choice and bodily integrity. They therefore must be challenged.

African women’s long walk to freedom has only just begun.

L. Muthoni Wanyeki is the executive director of the Kenya Human Rights Commission. She was formerly executive director of the African Women’s Development and Communication Network, a pan-African organisation working towards women’s development, equality and rights. This article was first published in the Africa Renewal Magazine.

Author(s): 

L. Muthoni Wanyeki

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African Women’s Long Walk to Equality

African Women’s Long Walk to Equality

Wednesday, December 8, 2010 – 11:18

Africa should do more to improve the lives of its women. The continent is already making progress in addressing challenges faced by women. However, the gains for women are overshadowed by poverty

Comments

Gender equality is part of the eight Millennium Development Goals set by the United Nations at the turn of the century. From a sociological and economic perspective, experts agree that society has much to gain from the empowerment of women. How can trade and the WTO participate in empowering women economically? Ottilia Chikosha, Executive Director of the Regional Export Promotion Trust, and Deborah Berlinck, Geneva correspondent for O Globo, discuss this issue with Keith Rockwell, WTO Spokesperson. You can also make your views known in the online forum below. This debate was recorded on the sidelines of the WTO Public Forum 2010. http://www.wto.org/english/forums_e/debates_e/debate25_e.htm#forum

"It’s all about people” • HR Consulting Firm in South Africa • RK Consulting is a Human Resource (HR) Consulting Company providing a wide range of HR consulting services to businesses in South Africa. RKC specialises in a number of HR disciplines with a team of dedicated professionals that have extensive experience in HR consulting. • The firm is 100% black female owned founded by Ruth Khumalo the Managing Director. The primary aim of the business is black economic empowerment, skills transfer and the advancement of previously disadvantaged individuals. This is evidently reflected in our recruitment practices as well as equity policy. • RK consulting help organizations to focus on internal resources working towards their best and simultaneously helps them to control the bottom lines. • We help the organization to gain cost reduction and time efficiencies and provide them with a cutting edge over their HR Strategies and improves service to their employees. • Developing and Retaining HR Talent in South Africa • Human capital management is an important part of the strategy of any company. Developing and retaining HR talent has a significant impact on the performance of an organization, which requires skilled and motivated employees in order to operate effectively. RK Consulting offers a range of HR Consulting services focused on the business processes which support recruiting, developing and retaining HR talent. • Contact Us today, and partner with RK Consulting in the strategic management of your HR talent. With expert HR consulting your company will be laying the foundation for operational and strategic excellence. • HR Consulting in Key Areas • RK Consulting has different divisions providing HR Consulting services: • RKC Recruitment: senior executive recruitment and managerial recruitment services • HR Consulting: the full spectrum of HR consulting including strategic human resources; HR Legislative Compliance and Industrial Relations; employment equity plans • The company is also undergoing a process of getting accreditation with a SETA as a service provider We give real solutions to real problems. We get the best Talent, grow businesses, Develop people, processes, management capability, technologies and the bottom line

Gender equality is a very sensitive issue that requires proper and extensive research. I prefer using the term ‘Gender equitability’ especially when it comes to labour and other physical capabilities. It is an undisputed fact that men and women are naturaly and physically different and can not be subjected to equal rights when it comes to issues concerning their natural or physical capabilities. For instance, in some countries (e.g South Africa) working pregnant women are entitled to a four mnth maternity leave which may begin at least four weeks before birth as per state labour legislation while their male counterparts are only entitled to four days of paternity or family leave. In other countries, such as Angola men do not get paternity leave at all (http//:en.wikipedia.org/wiki/paternal_leave#africa). These differences in days indicate that men and women can not be subjected to equal rights when it comes to maternity/paternity leave, but rather to equitable rights based on their natural qualities. Of course there are other aspects where they share same rights and those rights need to be observed. So it very important that policymakers distinguish equal rights from equitable rights for us to have a justified peaceful society.

Some gains, but an uphill climb still looms

Africa’s political independence was accompanied by a clarion call to eradicate poverty, illiteracy and disease. Fifty years after the end of colonialism, the question is: To what extent has the promise of that call been realised for African women? There is no doubt that African women’s long walk to freedom has yielded some results, however painfully and slowly.

The African Union (AU) now has a legally binding protocol to the African Charter on Human and Peoples’ Rights on the rights of women. The protocol spells out clearly women’s rights to equality and non-discrimination in a number of areas. It has been ratified by a growing number of African states, can be used in civil law proceedings and is being codified into domestic common law. The AU has also issued a Declaration on Gender Equality in Africa, under which member states are supposed to regularly report on progress.

The protocol and declaration both reflect and reinforce developments at the national level. Many African states have moved to enhance constitutional protections for African women — particularly in the area of women’s rights and equality. And the last two decades have seen the emergence of legislation to address violence against women, including sexual violence.

Political representation

These developments have been accompanied by improvements in African women’s political representation. The AU adopted, from its inception, a 50 percent quota for women’s representation, which is reflected in the composition of the AU Commission.

Again, this standard reflects and reinforces efforts to enhance women’s representation at the national level. South Africa, Tanzania and Uganda have reached the 30 percent benchmark for their legislatures. Rwanda has gone further — with 50 percent representation, it has one of the best in the world. A few countries, including Nigeria, have seen women assume non-traditional ministerial portfolios, in defence and finance, for example. And Liberia has made history (‘herstory’) by becoming the first African country to elect into office a female head of state, Ellen Johnson-Sirleaf.

Progress is evident, particularly in countries that have electoral systems based on or incorporating proportional representation. However, enhanced women’s representation has been harder to achieve in first-past-the-post electoral systems.

Even where there has been progress, the question is whether increased representation of women is catalysing action by the executives and legislatures in favour of gender equality. That question arises because the battle for women’s representation is not only demographic (with political representation as an end) but also for gender equality (with political representation as a means).

Put another way, there has been a shift in the focus and strategy of the African women’s movement over the last two decades, from emphasising capacity-building to improve African women’s access to resources to emphasising decision making to enhance African women’s control over resources. This shift was made possible by real gains resulting from the capacity-building approach.

Education, poverty, health

These gains are most evident in African women’s education. Girls and boys are now at par with respect to primary school enrolment. Efforts to get girls into school have been accompanied by efforts to keep them in school and to promote role models by developing gender-responsive curricula. Gender gaps are also narrowing in secondary education. The real challenge now lies at the university level, both in the enrolment figures and in curricula to benefit young women. So much for the ‘illiteracy’ element of the African independence clarion call.

It is true that since independence investments in micro-credit and micro-enterprises for women have improved their individual livelihoods – and therefore those of their families. Since African women have proved that they are good lending risks, micro-credit is now being offered not just by development and micro-finance institutions, but also by commercial financial institutions.

Yet there was a critique of such investments, especially in the decade of the 1980s when governments withdrew from social service delivery as a result of structural adjustment programmes. Under those circumstances, such investments essentially enabled redistribution among the impoverished, rather than at a larger level, from the rich to the poor.

The end of that era thus saw a new focus on gender budgeting: looking at where national budget allocations and expenditures could enhance women’s status in the economy. Unsurprisingly, this approach has led African governments back towards public investments in social services.

It is now agreed, for example, that the benchmark for public investments in health in Africa is 15 percent. The African women’s movement has called in particular for more to be directed towards reproductive and sexual health and rights. These areas are of critical concern to women, given the impact of HIV/AIDS, maternal mortality and violence against women, particularly in conflict areas. They are also of concern since African women’s continued lack of autonomy and choice over reproduction and sexuality lie at the heart of so much suffering. So much for the ‘disease’ element of the independence call.

Where next?

Where to over the next 50 years, then? In light of the experience so far, the African women’s movement will be focusing not just on political representation, but also on the meaning of that representation for advancing gender equality and women’s human rights. And given recent retreats in Africa (such as the rise of the constitutional coup and ‘negotiated democracy’), the women’s movement will also be focusing on democracy, peace and security more broadly — that is, on the nature of the political system itself and not just on the means of getting into that system.

Economically, women will continue to focus on the macro-level, but in a deeper sense. What has emerged from gender budgeting efforts is the need to actually track budgetary expenditures, not just getting information about allocations.

It is also necessary to concentrate on the macro-economic framework for fiscal and monetary policies, especially in the context of stabilisation programmes in response to the recent economic shocks. Previously that framework was assumed to be gender-neutral, but it clearly can have gendered consequences. This problem must be addressed to ensure that Africa’s growth will enhance women’s livelihoods.

Finally, the women’s movement will be focusing on reproductive and sexual health and rights. The battle over choice (including over gender identity and sexual orientation) is now an open one in many African countries. It is no longer couched politely in demographic or health terms.

The upsurge of conservative identity politics (in both ethnic and religious terms) is fuelling conflict on the continent. It constrains and dangerously limits women’s human rights, including reproductive and sexual rights. Such notions are not harmless — they have grave consequences for women’s autonomy, choice and bodily integrity. They therefore must be challenged.

African women’s long walk to freedom has only just begun.

L. Muthoni Wanyeki is the executive director of the Kenya Human Rights Commission. She was formerly executive director of the African Women’s Development and Communication Network, a pan-African organisation working towards women’s development, equality and rights. This article was first published in the Africa Renewal Magazine.

Author(s): 

L. Muthoni Wanyeki

Leave a Comment

Your email address will not be published. Required fields are marked *

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