On Monday, 8th March, Rwandan corporations like the rest of the world put their best foot forward to mark International Women’s Day (IWD). Some posted endearing messages on social media and any available platforms while others handed roses and candy to their employees and clients. In the process, speeches and posts were made about the women composition in their respective companies and boards as well as how much they are inspired by the women. In the process, there were commitments made to increasingly ensure that their respective ecosystems are conducive for women. In some instances, this is the only time in the year that women feature as a priority in the institutions. However, as the roses wither and the speeches echo away, this would be a good time to commence the implementation and actualization of commitments made to challenge the status quo. This would be a good time to commence looking inward at interventions that would address challenges that women working in their institutions work. For instance, while maternity leave is no longer an issue in most organizations, more can be done to improve the work environments. For instance, with the exception of a few local private institutions, maternity leave does not exceed 3 months. It is also not uncommon to come across instances whereby firms may be hesitant to hire women or promote them to certain positions for fear that they could be away during maternity leave. It is also not uncommon to find instances of women held back from certain jobs, roles as they have previously not been found to be ‘female roles.’ While multiple studies have revealed that firms with higher levels of gender diversity, and policies and practices have increased creativity and innovation, only a few firms have moved in to improve their environment and workspaces for women. As opposed to waiting for 2022 March to prioritize women, it is time to go beyond the speeches, social media posts and flowers to put their money where their words are.
