Better together

Bado Mnthali is a Civil and Environmental Engineer who has extensive experience in a variety of critical infrastructure projects across South Africa, Botswana, Zambia, Zimbabwe and Uganda. He currently fulfills the role of Technical Director at ILISO Consulting (Pty) Ltd and advocates for gender equality in the workplace. In addition, he is ROCKBlue’s Director of Utility Partnerships.

What thoughts come to mind when you hear the term Gender Equality?

There are so many aspects to gender equality. Of course, equal pay for equal productivity and output, as well as equal opportunity without discrimination. I also think about the improvement of opportunities and options for my own children, nieces and nephews. Achieving optimal gender equality will improve economic multiplier effects for projects, by including female participation. Finally, gender equality would mean fully utilizing Africa’s young population and creating more capacity development. We cannot expect development to materialize while under-educating, under-utilizing and under-valuing over 50% of our population.

Please share your views on the importance of working and building successful professional relationships with women in the WASH industry.

Networking is very important. It also improves collaboration, attracts and builds confidence in newcomers to the industry. Professional relationships increase opportunity and allow the sharing of knowledge and skills. Removal of the ‘single story’ perspective [that there is only one way to solve a problem] allows for innovative development strategies and policies to be tested.

Name one or two organizational structures or improvements you believe would make the work-life balance

less challenging for women who embark on starting a family.

Flexible working hours are key! As well as an output/ deliverable-focused management system. These changes to workplace culture shifts the focus from time spent at office to outcomes achieved within a given timeframe, regardless of regularity or and duration of attendance, which is currently the norm in most workplaces.

What is the best approach an organization could take in an issue of gender-based violence (e.g. sexual harassment, bullying, psychological abuse, etc.) in the workplace?

Full accountability and a zero-tolerance policy for such detrimental behaviors. In addition, there must be transparency in disciplinary processes, and education for all employees on identifying and mitigating such issues at all levels of an organization. Support should be provided by Human Resources teams to employees who have been victimized or feel unsafe in the workplace.

How do you suggest that males support the career progression of their female colleagues in the WASH industry?

Support progression and mentoring as enthusiastically as one would with male counterparts who we easily identify with. Encourage and critique without fear or favoritism. Do not adhere to stereotypes about male or female behavior and be open with criticisms where necessary. Share industry insights and invite female colleagues to events/activities that have typically been male dominated spaces.