Now more than ever, women are redefining pathways to power, rearchitecting industries, sparking movements, and solving the most pressing problems of our time.

Despite this, much more effort is required to address the issues that result in gender based pay inequity in corporate South Africa, says Lindiwe Sebesho, Executive Committee Member of the South African Reward Association.

“In light of women’s month, we find ourselves having to once again put a spotlight on where we are going wrong when it comes to this topic.  We hope this will encourage reflection so that corporates who want to be a foundation for the innovation that those with a truly diverse and inclusive workplace achieve, can take due action” says Sebesho.

Equal pay for equal work is still a fairy tale
According to the ILO Global Wage report’s 2018/19 statistics, women continue to be paid 28% less than men. The report covered 70 countries and 80% of wage employees worldwide. An even more alarming statistic is that South Africa has the world’s highest wage inequality overall.

 “South Africa’s history and legacy resulted in exclusionary policies, which is why the Employment Equity Act 55 of 1998 was introduced. The responsibility of reducing inequality in wage distribution as well as protecting and advancing persons who were disadvantaged by unfair discrimination lies with employers. Providing equal pay for men and women doing equal value work is an important step on the path towards a fairer South Africa,” says Sebesho.

The motherhood penalty
The ‘motherhood penalty’ refers to research that shows that women see a significant reduction in earnings after having children, something that men are not subjected to.

The magnitude of the drop in women’s earnings vary from country to country, but research has found that there is a high correlation between the intensity of cultural expectations of women to stay at home with children and the degree to which they experience the motherhood penalty.

“There is still a lot of unconscious bias in how we treat mothers, with men enjoying an income boost when they have children and women earning an average of 10% less for each child they conceive,” says Sebesho.

Research has indicated that working moms are actually more productive workers. Despite this, there are many managers who avoid hiring younger women to get around maternity leave and the belief that women ‘aren’t as good at their jobs’ when they return 

“It is advisable for women, particularly skilled women, to seek out employers who are committed to the advancement of women and illustrate this through favorable policies for working moms, value family and offer flexible work arrangements without a pay penalty.

It’s also important to make sure that women have the support they need at home, as child-rearing isn’t a women-only job,” says Sebesho.

The report further highlights the fact that women tend to not always ask to be paid what they are worth, even though they are more educated and more capable than at any other point in history.

“Those in leadership positions need to use their authority to promote and advocate for women. It is imperative that we lead deliberate and structured approaches towards combating gender inequality in corporate South Africa. The current and future talent that must create sustainable solutions for the world’s problems, depends on it,” concludes Sebesho.

ENDS

MEDIA CONTACT: Rosa-Mari Le Roux, 060 995 6277, rosa-mari@thatpoint.co.za, www.atthatpoint.co.za  

For more information on SARA please visit:
Website: www.sara.co.za 
Twitter: @SA_reward
LinkedIn: South African Reward Association
Facebook: SARA – South African Reward Association

Many people are opting for freelance, flexible, on-demand work instead of steady, full-time employment.
 
The impact of the gig economy is still poorly understood, even though the labour market continues to adapt to the new global, digital marketplace.
 
Muhammed Goolab, Executive Committee Member of the South African Rewards Association, says that there are both advantages and disadvantages to participating in the gig economy.
 
“The gig economy is a system that rewards people per task or gig in smaller increments than salaried employees. ‘Giggers’ would need to understand the demand for their particular job in the market and what that job would typically be priced at. Negotiation is a two-way discussion, framed by affordability and economic conditions,” says Goolab.
 
Some online platforms such as Uber allow participants to choose the jobs they want and at the rates they are prepared to work for. Problems, however, may arise when many people start offering your skill at a lower price.
 
“The challenge with pricing jobs in the gig economy is that technology allows for thousands of entrants to compete for jobs. In cases where there is a dramatic increase in the supply of people willing to do a job, there will be a massive decrease in rates of pay. This can have detrimental effects on pay and it opens the possibility of exploitation,” says Goolab.
 
The ‘real money’ in the gig economy, says Goolab, lies in the ability to provide specialist skills that support industry disruption, innovation or growth in a digital economy.
 
Foregoing rewards and stability for flexibility and freedom
Despite the risk of being outpriced in certain industries, the gig economy provides an earning outlet for anyone who requires greater flexibility in their lives.
 
A retiree who wants to increase the longevity of her work life with the benefit of being able to work beyond her retirement age, or a graduate who wants to do freelance work while travelling instead of pursuing a 9 – 5 job are all prime examples of those who may opt to achieve their lifestyle goals through gigging. To achieve this lifestyle, they would typically sacrifice on the benefits that permanent employers offer, such as a pension, medical aid contributions and job security.
 
“It is just as important for ‘giggers’ to keep an eye on their savings and retirement, despite the perceived ability to work beyond retirement constraints. ‘Giggers’ should also consult a financial advisor and keep track of their financial security,” says Goolab.
 
A satisfying but sometimes stressful life
Although participants in the gig economy sacrifice many benefits that a salaried employee would normally receive along with a certain amount of financial security and income predictability, surveys show that gig economy participants have higher levels of job satisfaction, which is generally linked to the flexibility that the gig economy provides.
 
“The key to success in the gig economy is building good networks and demonstrating a good and reliable service. This will help you build credibility for repeat work opportunities,” concludes Goolab.
ENDS

MEDIA CONTACT: Rosa-Mari Le Roux, 060 995 6277, rosa-mari@thatpoint.co.za, www.atthatpoint.co.za  
 
For more information on SARA please visit:
Website: www.sara.co.za 
Twitter: @SA_reward
LinkedIn: South African Reward Association
Facebook: SARA – South African Reward Association