International Equal Pay Day, throws much light on the strides made towards ensuring gender equality in the workplace while acknowledging the journey that still lies ahead. Right from our early days as an organization, SCIDaR has been deliberate about gender equality in the workplace. This is not just a business imperative but a moral obligation that reflects our commitment to fairness, inclusivity, and empowerment.
The Gender Pay Gap: How Big is the Problem?
We are not oblivious to the fact that the gender pay gap remains one of the most persistent barriers to achieving gender equality. This situation is not just an African issue, but a global challenge across diverse sectors. Globally, women earn about 25% less than men for the same work. In Nigeria, women’s labor force participation rate stands at 56%, compared to 80% for men, highlighting a substantial disparity in workforce representation. Additionally, the gender wage gap remains a stark reality, with women earning 45% less than men in similar roles. In Africa, the pay gap is more pronounced due to additional factors such as limited access to education, structural inequalities, societal norms and values that hinder women’s participation in higher-paying sectors, disproportionately affecting women including persons with disabilities, and those working in informal sectors.
This disparity does not only affect their financial independence but also has far-reaching consequences for families, communities, and economies, as it contributes to poverty, hinders economic growth, and stifles innovation,which has an adverse effect on our progress.
Root Causes: The Deeper Problem of Gender Inequality
At the heart of the pay gap lies gender inequality. Historically, women have been marginalized, underrepresented in leadership roles, and confined to lower-paying roles and industries. Cultural biases and stereotypes about the roles of women in society further amplify this issue. Across many sectors, women are paid less, promoted less frequently, and often take on a disproportionate share of ‘unpaid’ caregiving responsibilities, leading to interruptions in their careers.
In our firm, we recognized early on that addressing these deep-rooted inequalities requires deliberate action. We understand that to close the pay gap, we must first challenge the systems and perceptions that have allowed it to persist for generations.
How Are We Doing? Our Firm’s Progress
At SCIDaR, women constitute 42% of senior management,t and 45% of the overall staff members are women. These statistics speak to our commitment to promoting equal opportunities for men and women. As part of our commitment to fostering a gender-inclusive workplace, we have implemented policies that support work-life balance and created strategic mentorship programs aimed specifically at empowering women within the organization. These initiatives reflect our dedication to gender equality, ensuring that women have the support and opportunities needed to thrive professionally.
Global and Regional Goals: Aligning with the Vision of Equality
Across Africa, the African Union’s Agenda 2063 emphasizes gender parity and the full inclusion of women in all aspects of economic and social life. Many African countries have introduced policies and legislative frameworks to combat gender inequality. However, implementation gaps remain, and progress has been uneven. The challenge ahead is ensuring that these frameworks translate into real, measurable change on the ground.
As we celebrate International Equal Pay Day, we must remind ourselves that gender equality is not a destination, it is an ongoing journey. Equal pay matters because it is a glaring injustice and subjects millions of women and families to lives of entrenched poverty and opportunity gaps. Achieving equal pay is not just about fairness, it is about unlocking the full potential of every person to build a stronger, more inclusive society.
At SCIDaR, we remain steadfast in our commitment to sustaining and promoting equal pay and opportunities for all. We call on partners, industry leaders, government parastatals and agencies to ensure equal remuneration for men and women doing work of equal value and to address broader gender inequalities in the labor market. Together, we can create a future where equal pay is not just an aspiration, but a reality for all.
