Employment

Maputo, 27 de Junho: O impacto das mudanças climÁ¡ticas estÁ¡ a ameaçar a sobrevivência das famÁ­lias moçambicanas que, na venda de mariscos, têm a sua fonte de rendimento. O aquecimento acima do normal, a secas e as cheias são apontados como os principais factores que condicionam a captura de mariscos nas Á¡guas do PaÁ­s.

Young feminist and designer Thuto Sekate talks to GL about her business Seatbelts and Openspaces, an eco-friendly brand which produces, sustainable products including up-cycled arts and crafts, clothing, and décor made from organic material, old clothes, trash and scrap material.

Gender Links has boosted my self-esteem. Seriously, I know I am a very talkative person and I am also very outspoken, but now I feel like I can do anything. This entrepreneurship training has made realise that as a single mother who is divorced and supporting my family alone, I am very strong. I often think of my past and the level of suffering and the abuse I had to go through from my ex-husband, I felt like nothing.

I can finally see all my dreams and everything falling into place, slowly but surely. It is such a good feeling

This journal includes articles on creating strong industries in Africa to tackle joblessness and poverty; adding value to raw materials; micro credit; manufacturing and beneficiation.

South Africa, April 2014

Women in Zambia, like the rest of the world face a number of gender based challenges even in the sphere of employment. The law, being an important instrument to society if used well can help to protect them from such challenges. This research paper presents an evaluation of the extent to which the law protects women in employment against gender discrimination in Zambia.The research methodology uses four main approaches to arrive at the study objectives. These include the presentation of a comprehensive review of various legislation in Zambia meant to protect women in employment from gender discrimination. This is followed by a qualitative analysis to show the extent to which the law protects women in employment as well as a review of the extent to which ratified international conventions on gender discrimination protect women in employment in Zambia. The study then carries out a comparative analysis of the Zambian and South African legislation on gender discrimination.Results show that the extent to which the law protects women in employment is limited. This is proven by available literature which clearly indicates that women may still face gender discrimination because of factors like the glass ceiling. This finding is also supported by the feminist jurisprudence which seeks to indicate that the law is unfair because it is made by males. Results further show that the ratified international conventions on gender discrimination are not fully effective as they are not directly applicable and enforceable in the Zambian courts. In the comparative analysis of the Zambian and South African employment legislation, results show that the South African legislation is more progressive as it seems to give women better protection in a number of ways including a longer maternity leave. It also comes out more clearly in stating that dismissal based on family responsibility, gender, sex, or marital status is unfair and shifts the burden of proof to the employer in this regard. In conclusion the paper recommends consistent law review and reform as a way to better protect Zambian women from gender discrimination in employment. The study has also noted that Zambia’s legislators of the law that protects women in employment against gender discrimination have a lot to learn from their South African counterparts.

Gender equality in all areas and at all levels was well appreciated by the world community especially when it’s promotion reached the climax during the fourth UN conference in Beijing in 1995 (Hilka, P. and Jeanne, V. 1995). Member states including Zambia participated in making declarations to promote gender equality even in Zambia Police Service. However gender equality in high ranks in Zambia Police Service is far from being a reality. Statistics obtained from police records reveal low levels of representation of female police officers in high ranks in Zambia Police Service. High ranks are dominated by male police officers. This study, therefore, was initiated to examine the factors that influence low levels of representation of female police officers and high levels of representation of male police officers in high ranks in Zambia Police Service; to assess the gender sensitivity in the promotion of officers in Zambia Police Service; to examine police officers’ views on the promotion of female police officers to high ranks and to analyse the qualifications required in the promotion of police officers to high ranks, with a view to recommending ways of increasing the levels of representation of female police officers in high ranks and thereby contribute to the promotion of gender equality at all levels and in all areas in Zambia and the world at large. The aim of the study was attained through a descriptive cross section study on conveniently and purposively selected sample of 100 respondents from Lusaka Province’s Chelstone, Central and Emmasdale Police Stations and the Police Service Headquarters. A self administered questionnaire, focus group discussion guide, record review guide and an in-depth interview were used to collect data. The study revealed that a number of factors are at play towards levels of representation of police officers in high ranks in Zambia Police Service between male officers and female officers. Negative attitude, lack of gender policy, lack of a gender expert as focal person, lack of gender disaggregated data and discrimination are some of the common factors which affected gender equality in the levels of representation of female and male police officers in high ranks in Zambia Police Service. Arising from the study, it is therefore, highly recommended that affirmative action be taken in the Zambia Police Service to address the issue of gender inequality in high ranks between female and male police officers. This must include the opening up of a gender section and appointment of a gender expert to man the same department in whose expertise policy will have a gender consideration. The negative attitude towards the promotion of female police officers to high ranks and gender disaggregated date can be adequately attended to by the gender expert. The appointment of the gender expert as gender focal person is cardinal as he will also coordinate all matters pertaining to gender in the Zambia Police Service as well as coordinating with other external gender institutions for exchange and update of ideas.

It has been argued that gender equity in human resource management can improve efficiency and increase productivity of employees while taking into account their individual needs. Gender equity entails a situation where women and men have fair conditions for realising their full human rights and potential to contribute to and benefit from the socio-economic, cultural and political development of a nation, taking into account their similarities, differences and varying roles in society. Although the Government has ratified international conventions on gender equity and enacted the National Gender Policy (NGP), 2000, the share of women in wage employment in the non-agricultural sector was only 30% by 2007, yet they are the majority in the population. There was little empirical information regarding the implementation of the NGP, particularly pronouncements on Labour, Employment, and Social Security.The overall objective of this study was to examine the efforts in place to promote gender equity in the workplace in Zambia using the Ministry of Local Government and Housing (MLGH) headquarters as a case study. Specifically, the study sought to identify measures in place to improve gender equity; and to evaluate the extent to which these measures have created a conducive environment for both men and women to work effectively. The study was based on the assumption that women and men require different environments and incentives in order to realise their full potential at work. Although similar studies have been done, the literature review showed that there was a gap in comprehensively understanding the promotion of gender equity in the work place. Most studies undertaken did not identify the measures in place and how these measures contributed towards gender equity.The study used both qualitative and quantitative methods of data collection and was undertaken in Lusaka and Chongwe. Secondary data were collected from Cabinet Office, MLGH and the University of Zambia. Questionnaires and interview guides were used for primary data collection. A pretest was conducted to ascertain the adequacy of the instruments. 42 percent of employees were selected using stratified random sampling, by division and gender. Quantitative and qualitative data collected were analysed using the Statistical Package for Social Sciences (SPSS) and qualitative methods respectively.Findings show that achievements include the revision of human resources policies and procedures; gender equity considerations in appointments and promotions; appointment of the Gender Focal Point Person to spearhead gender related activities. Major challenges include inadequate gender skills among personnel expected to implement gender activities; inadequate financial resources for implementation; and institutional challenges at Gender in Development Division. In conclusion, the major factor hindering the promotion of gender equity in the workplace is the partial integration of gender in the Ministry’s human resources policies and procedures coupled with inadequate financial resources. The study recommends for the undertaking of a holistic gender analysis of MLGH to find evidence based solutions; Government should allocate adequate resources to implement policy measures to promote gender equity in the workplace; and decentralization of some human resource functions from PSMD to MLGH would improve the gender balancing of staff in the various divisions.

South Africa, March 2014