BHF360° | DECEMBER 2021
EME R GING T RE N D S in healthcare
Our role in accelerating gender equality in healthcare Implementable instruments that will accelerate gender equality and proactively create opportunities for the development and upskilling of women are the responsibility of every business and every person in a leadership position today
We need measurable instruments to ensure the acceleration of gender equality. One could even consider making it a key performance indicator for decision-makers, particularly in those organisations that opt to deal with criticism or pay penalties instead of promoting gender equality. We already know some causes of inequality; these have been aired adequately in different documents and forums. Our role is to come up with implementable instruments that will accelerate gender equality. Women in leadership must ensure that women are appointed to decision-making positions at equal pay with their male counterparts. We have too many instances of women appointed in critical roles at reduced pay; this cannot continue as it discourages willingness
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to take up these roles. Over and above taking lower salaries, there are unfair expectations from everyone on the incumbents; the current ploy is to put pressure on these women leaders so that they give up or else are labelled corrupt or incompetent.
Challenges to overcome Policies that exclude women or make it difficult for women to take up senior demanding jobs should be reviewed. The COVID-19 pandemic has taught us that employees can work from home and be productive, particularly when clear performance outcomes are in place and they are evaluated frequently with objective feedback. Although it has become very challenging for women in leadership to convince their masters to adjust poli-
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B O A R D O F H E A LT H C A R E F U N D E R S
cies or to encourage women to take up leadership positions due to current volatile working environments, it needs bravery and a thick skin to persuade certain commentators to treat employees equally. The pandemic also added to the unpaid care work of women and loss of jobs for many young girls and women, thus widening the equality gap. Encouraging women to acquire qualifications, but not providing experience, is a big challenge that must be addressed. Once these women gain formal qualifications, they are not considered for positions because of excuses with regard to lack of experience. Organisations must be prepared to bring in a pool of women for coach-
Our joint role in healthcare is to create
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ender equality is a critical factor to be considered by all of us in leadership and in any setting. We have had many conversations, but there have been few implementation plans and monitoring tools.
opportunities for women for development and upskilling if we want accelerated gender equality.
