A couple of months ago I led a Leadership & & Management Training for an international infrastructure company with workplaces across Africa. During a session on Variety and Gender Sensitivity, I discovered that the business had a staff stamina of 180 in their Ghana office, out of which just 8 were ladies. These 8 females were generally management and support team.
I asked just how it was feasible that they had no women amongst their technical team and the solution was jarring. I was informed that the technological personnel were made up of engineers who engaged mostly in area job and for the duration of time they’re onsite, they are housed in facilities constructed for that objective. Currently this firm declared they might not hire ladies engineers since females couldn’t be housed in the very same centers as the men and they additionally couldn’t most likely to the problem of structure separate woman just real estate.
So, a firm with a far getting to, continental broad, unfailing reputation discriminated against working with females engineers merely due to the fact that they could not most likely to the problem of housing them.
This staggering inequality is just a small instance of just how women have being rejected opportunities for years because of their gender. It starts from junior monitoring to the highest exec positions, an absence of female depiction in the labor force … and no sector is it extra obvious, than in …