If women in Africa participated in the economy on an equal footing with men, it could add as much as $36 billion to the region’s annual GDP by 2025 — enough to fully fund the education of 6 million college students or provide safe and dignified housing for over 10 million people.

Yet, this scenario remains a distant possibility. Women in Africa still face systemic barriers, biases, and stereotypes that hinder their full economic potential and ultimately the continent’s economic growth.

Paradoxically, Africa leads the world in women’s labor force participation, according to a 2019 McKinsey report, yet most women work low-paid jobs in the informal sector with limited prospects for career growth.

In the formal sector, Africa has the highest female representation on company boards of any region — 25 percent compared the global average of 17 percent. However, the share of women in middle management has declined by 1 percent every year since 2015.

Several factors contribute to these challenges.

In Africa, care work continues to fall disproportionately on women’s shoulders, leaving them with fewer choices on where to work, which jobs to take up, and how to move up the ranks while balancing work and family.

Let’s take North Africa, for instance, where it is reported women perform 6.7 hours of unpaid care work for every hour performed by men.

In the Democratic Republic of Congo, female plot managers perform 1 hour and 52 minutes more of domestic work per day than male plot managers.

Moving further west to Ghana, women contribute significantly more to household income, yet they still shoulder over 80 percent of domestic work.

These cases are just but a few. Research has found that unpaid care work by women relative to men has a moderate correlation with their chances of assuming leadership positions and participating in professional and technical jobs.

It also shows a strong-to-moderate correlation with the education levels, financial and digital inclusion, and legal protection that women receive.

Decision-makers in Africa are typically men. Despite significant progress in advancing women into the top echelons of business, only 6 percent of CEOs, 25 percent of board members, and 22 percent of executive committee members are women.

Having few women decision-makers entrenches bias that shows up in the way women are recruited, compensated, rewarded, spoken to, and treated in their workplace.

In the 2010 Kenyan elections, male candidates and party leaders actively worked to undermine affirmative action measures by employing tactics such as ridicule, intimidation, and violence to discourage female candidates.

In the Kenyan county assembly, women appointed through quotas were referred to as ‘Bonus Points,’ a term used to belittle their achievements and dismiss their legitimacy.

Women in Africa generally benefit from mentorship across various aspects of their lives.

However, they frequently lack the sponsorship needed for career advancement — specifically, sponsors who can champion their promotion, introduce them to key stakeholders, and provide exposure to senior roles.

This gap in sponsorship significantly impedes their progress into leadership positions, perpetuating existing gender disparities and limiting their influence in decision-making processes.

Many workplaces fail to address the specific needs of female employees, such as providing flexible working arrangements and dedicated spaces for nursing mothers.

Typically, workplace policies are more attuned to male needs, reflecting the expectation in many African cultures that men are the primary breadwinners.

This is evident in performance reward models like ‘anytime, anywhere,’ which often disadvantage women who bear a disproportionate share of domestic responsibilities.

Moreover, a significant number of workplaces do not tackle the microaggressions that women encounter daily. Data consistently shows that women experience microaggressions at significantly higher rates than men.

They are twice as likely to be disrespected, mistaken for holding junior positions, and receive comments on their emotional state.

A commonly cited statistic suggests that “men apply for a job when they meet only 60% of the qualifications, but women apply only if they meet 100%”.

Although these figures lack robust empirical support and are often considered anecdotal, this statement has resonated with many women who have limited their prospects by being reluctant to take risks, network with colleagues, and advocate for their advancement.

Such a mindset may stem from socialization, internalized perfectionism, or fear of failure.

Addressing this issue requires a shift in perception, encouraging women to view job qualifications as a starting point rather than a strict checklist.

To address these challenges, accelerated progress is essential to achieve gender parity within the projected 142 years.

Countries like Côte d’Ivoire and Gabon have implemented significant reforms, including the removal of restrictions on women’s employment, legislation to protect women from gender-based discrimination in financial services and domestic violence, and mandates for equal remuneration for work of equal value.

In 2022, Togo enacted 4 crucial legal changes: prohibiting gender-based discrimination in credit access, protecting pregnant employees from dismissal, legislating against domestic violence, and equalizing marital rights.

In the corporate sector, companies such as The Children’s Investment Fund Foundation (CIFF) are leading the way with exceptional career development programs, including executive coaching, a culture of challenging oneself, and 26 weeks of paid parental leave (maternity or shared), among other supportive benefits.

As more countries and corporations strive for gender parity, it is also vital to examine and address our own biases, understand their origins, and advocate for an equitable society that fosters the growth of women in leadership roles.

Such progress will ultimately enhance Africa’s economic development.

As Former U.S. President Barack Obama aptly stated: ‘When women are able to work, families are healthier, communities are wealthier, and entire countries are more prosperous… If nations really want to succeed in today’s global economy, they can’t simply ignore the talents of half their people.’

That being said, here are some recommendations to address some of these challenges:

Drive Civic Education Initiatives: Corporates have a unique opportunity to champion civic education by integrating gender equity training into their professional development programs. This not only boosts awareness but also equips employees with the tools to advocate for inclusive practices both at work and beyond.

Involve Male Leaders as Allies: Actively engage male leaders in gender equality initiatives. Encourage them to take on visible roles in advocating for women’s advancement, including sponsoring female talent and participating in diversity and inclusion training.

Build Robust Sponsorship Programs: Go beyond mentorship and create structured sponsorship programs where senior leaders actively champion emerging female talent. Set clear objectives, like increasing women in leadership roles based on merit, and track progress to ensure these initiatives make a tangible impact.

Foster Inclusive Work Environments: Take the lead in making workplaces more accommodating by implementing policies like flexible work hours and comprehensive parental leave. Create spaces for nursing mothers and ensure these policies are communicated effectively, so all employees feel supported.

Revise Performance Reviews for Equity: Overhaul performance review processes to ensure they are free from gender bias. Develop standardized criteria for evaluations and provide training for managers to make sure promotions and raises are based on merit, not gender.

Embed Civic Education into School Curricula: Make civic education on gender equity a cornerstone of national education programs. Focus on gender equity and the role of both men and women in shaping society to inspire the next generation of leaders committed to inclusivity.

Encourage Male Participation in Gender Equity Campaigns: Develop national campaigns that highlight men as allies in gender equity. Promote stories and role models of men who actively support and advocate for women’s rights and opportunities.

Legislate Gender Parity in Leadership: Enact and track the effectiveness of laws that mandate gender representation in leadership roles across sectors. Include mechanisms for regular reviews and accountability to ensure these targets are met and sustained over time.

Invest in Unpaid Care Work Solutions: Allocate funds to community programs that address the burden of unpaid care work. Support initiatives like affordable childcare and eldercare to help women balance their professional and personal responsibilities.

Support Research on Gender Inequality: Fund research that dives deep into gender disparities and explores intersectional issues. Use this research to inform policies and programs that address the root causes of inequality and promote equitable solutions.

Engage in Self-Education: Educate yourself about gender biases and inequalities. Participate in training and discussions that deepen your understanding of these issues and how you can effectively contribute to positive change.

Support Gender Equity Initiatives: Get involved in initiatives and campaigns that promote gender equality. This can be achieved through volunteering, advocacy, supporting relevant policies, and actively contributing to efforts that drive systemic change.

Address Bias and Microaggressions: Speak up against gender biases and microaggressions in your environment. Stand up for yourself and others, and help create a culture where respect and inclusivity are the norm.