Nasi Hako, Author at We Are WomenIN

Advocacy for Women, Diversity and Inclusion, Gender Equality, Gender Parity, Women in Leadership

Unpacking gender bias: From awareness to action

Posted on May 8, 2025May 8, 2025 by Nasi Hako

08
May

𝐈𝐭’𝐬 𝐢𝐧 𝐭𝐡𝐞 𝐦𝐞𝐞𝐭𝐢𝐧𝐠 𝐰𝐡𝐞𝐫𝐞 𝐚 𝐰𝐨𝐦𝐚𝐧’𝐬 𝐢𝐝𝐞𝐚 𝐢𝐬 𝐜𝐫𝐞𝐝𝐢𝐭𝐞𝐝 𝐭𝐨 𝐬𝐨𝐦𝐞𝐨𝐧𝐞 𝐞𝐥𝐬𝐞.
𝐈𝐭’𝐬 𝐢𝐧 𝐭𝐡𝐞 𝐩𝐚𝐲 𝐬𝐥𝐢𝐩 𝐭𝐡𝐚𝐭 𝐝𝐨𝐞𝐬𝐧’𝐭 𝐦𝐚𝐭𝐜𝐡 𝐭𝐡𝐞 𝐰𝐨𝐫𝐤.
𝐈𝐭’𝐬 𝐢𝐧 𝐭𝐡𝐞 𝐬𝐮𝐛𝐭𝐥𝐞, 𝐨𝐟𝐭𝐞𝐧 𝐢𝐧𝐯𝐢𝐬𝐢𝐛𝐥𝐞 𝐝𝐞𝐜𝐢𝐬𝐢𝐨𝐧𝐬 𝐭𝐡𝐚𝐭 𝐬𝐡𝐚𝐩𝐞 𝐜𝐚𝐫𝐞𝐞𝐫𝐬 𝐚𝐧𝐝 𝐜𝐮𝐥𝐭𝐮𝐫𝐞𝐬.

Bias is a natural mental shortcut we all have and is shaped by our experiences, environments and cultures. It can be unconscious or overt, and in the workplace, it often shows up in subtle yet powerful ways: who gets hired, who gets promoted, who gets heard in meetings or who is overlooked.

More often than not, women and marginalised individuals pay the price.

Despite all the corporate talk of diversity and inclusion, the numbers tell a different story. The employment and pay gaps between men and women in South Africa remain stark, and the so-called commitment to equity is often more about compliance than change.

Workplace diversity is legally mandated in South Africa, and many organisations tend to focus on ticking boxes rather than transforming cultures. The employment rate reflects this imbalance: men are still significantly more employed than women with rates sitting at 48% and 37% respectively.

For the women who are employed, gender bias remains a daily reality. One of the most visible manifestations is the persistent gender pay gap. Women in South Africa earn, on average, 12% less than their male counterparts for the same work.

Beyond pay, women regularly face microaggressions: being interrupted or spoken over, having their competence questioned, or being sidelined for leadership roles based on outdated gender assumptions.

These biases don’t just affect individual experiences, they shape entire systems. They influence hiring practices, leadership pipelines, team dynamics and workplace culture. In turn, this influences who gets a seat at the table and whose voice is valued when decisions are made.

From awareness to accountability

In trying to build a more equitable, inclusive society, we need to confront bias, both unconscious and systemic. While various bias training programmes have been launched to raise awareness on the issue, awareness is not enough.

Structural reform and support are vital to amend misalignments and ensure that equity is embedded into the fabric of the workplace.

Organisations hold the power to create environments where equity isn’t optional but operational. Some critical and practical steps forward include:

Revamp recruitment and promotion processes: Use blind resume reviews and diverse hiring panels.
Measure equity: Track representation, retention, and promotion data across demographics.
Invest in leadership development for underrepresented groups: Give women and minorities access to the tools and mentorship needed to grow.
Create safe reporting systems: Foster psychological safety by making it easy and non-punitive to report discrimination or exclusion.

Recognising bias is important, but the real challenge and opportunity lies in what comes next: taking action. Bias may be human, but what we do with that knowledge is a conscious choice.

Let’s commit to doing more than noticing bias. Let’s name it, challenge it, and change the systems that allow it to thrive because equity doesn’t happen by accident, it happens by action.

Community Building, Diversity and Inclusion, Gender Equality

Championing Women in Climate Action

Posted on April 29, 2025May 6, 2025 by Nasi Hako

29
Apr

The climate crisis is not just an environmental emergency. It is a social, economic and gender issue.

The latest data shows that climate change is threatening to roll back decades of progress. It is set to deepen gender inequality, increase poverty and put women and girls at even greater risk.

According to the Gender Snapshot 2024 report by UN Women, climate change could push up to 150 million more women and girls into poverty by 2050. That is 16 million more than the number of men and boys who will be affected in the same way.

The United Nations confirms that women and girls will be disproportionately impacted. This is largely because they make up the majority of the world’s poor and rely heavily on local natural resources for survival.

As a result, they are more exposed to the effects of droughts, floods and extreme weather events. Women are also 14 times more likely to die during climate disasters, and 80% of those displaced by climate change are women and girls. They are also more vulnerable to gender-based violence and inequality in times of crisis.

This is why women must not only be protected, they must be prioritised and empowered. We need more women at the forefront of climate leadership. Women must be in the rooms where policies are drafted and decisions are made.

Across the African continent, many women are already leading the way. For example, Wangari Maathai from Kenya became the first African woman to receive the Nobel Peace Prize for her fight against deforestation and her commitment to environmental justice.

But globally, women remain significantly underrepresented in climate governance. They make up just 39% of decision-making bodies. This must change.

Women have been resisting, researching and rebuilding in the face of environmental collapse for generations. Now is the time to make space for their leadership, to listen to their solutions and to centre their experiences.

Representation is not a token gesture, it is a necessary tool for building a future where all people can live with dignity on a healthy, thriving planet.

By bringing more women into positions of power and influence, we can ensure that climate action is inclusive, equitable and truly transformative.

The future of our planet cannot be built on exclusion. It must be driven by courage, by collaboration and by every voice that has long been silenced. Let us break the barriers, drive innovation and rise together.

Advocacy for Women, Breaking Barriers, Uncategorized, Women in Energy

Where are the women in energy?

Posted on April 23, 2025April 23, 2025 by Nasi Hako

23
Apr

Women remain vastly underrepresented in Africa’s energy sector—especially in leadership and technical roles where decisions are made and innovation happens.

Globally, women make up just 20–32% of the energy workforce. In renewables, it edges closer to 32%, but in oil and gas, women hold only about one-fifth of roles with even fewer sitting at the decision-making table.

According to the International Energy Agency, just 17.3% of senior leadership positions in the global energy sector are occupied by women. Though African-specific data is limited, that number is likely even lower.

However, it’s not for lack of talent. Africa boasts the highest proportion of female STEM (Science, Technology, Engineering and Mathematics) graduates in the world, with an incredible 47% of Africa’s STEM graduates being women. This means that across the continent, brilliant women are entering STEM fields, driving innovation and reshaping communities but the energy industry still hasn’t caught up.

As the world shifts toward cleaner, greener power, we have a once-in-a-generation opportunity to do things differently—to reimagine the future of energy, and to redefine who leads it. New roles and industries are being created that have the potential to be more inclusive and equitable from the outset.
Unfortunately, current trends suggest that we risk recreating the same old inequalities in newer, greener packaging. This is why there is a growing movement to shift the narrative. This is a moment for women to claim space and lead.

Across Africa, women-led clean energy startups like WidEnergy Africa, Easy Solar and Solar Sister are emerging to address the energy gap that has left 520 million people on the continent living in the dark. They’re training women to lead in solar innovation, powering communities and opening doors for thousands.

Mentorship programmes are bridging the gap between education and leadership. Networks are forming to amplify women’s voices in policy, innovation, and infrastructure. And the data is clear: companies with gender-diverse leadership are 15% more likely to outperform their peers.
A diverse energy sector isn’t just fairer, it’s smarter, stronger and more sustainable. When women lead, communities thrive.

Come and be part of the revolution and the conversation. Register now for WomenIN Energy at Enlit Africa 2025, happening 20–22 May at the CTICC in Cape Town.
The energy transition needs your voice, your ideas and your leadership. So, why wait?

Career Development, Collaborative Growth, Community Building, Empowering Women, Gender Equality, Professional Growth

AI and automation future sets Africa up for a gender divide

Posted on April 9, 2025April 9, 2025 by Nasi Hako

09
Apr

As artificial intelligence (AI) and automation continue to reshape industries globally, new findings suggest that these technological advancements could exacerbate existing gender-based inequalities. A recent report by Caribou and Genesis Analytics highlights that more women than men in Africa’s outsourcing sector are at risk of being replaced by automation and AI by 2030.

The report reveals a concerning trend: on average, women are 10% more vulnerable to the negative impacts of automation than men in the same sector. This discrepancy can be attributed to the fact that many women are employed in junior and lower-paying roles, which are the most susceptible to automation.

However, with the global AI market growing exponentially and expected to increase fivefold in the next five years, this vulnerability could leave women even more exposed to job displacement.

In Africa’s outsourcing sector alone, 40% of human tasks are at risk of automation. While AI presents significant opportunities for economic growth, enhanced workflows and cost reduction, it also raises the risk of mass job displacement. This is particularly worrisome for women and youth as they statistically occupy junior roles that are more easily automated.

“Junior roles, which are most common in the sector, are highly susceptible to automation, with over half of tasks automatable. Women, who disproportionately occupy these roles, face a 10% higher automation risk than men,” the report says.

To address this issue, the report calls for proactive steps to mitigate the risks of AI integration. It suggests implementing responsible AI practices and offering targeted skills training to help workers adapt to new roles. By upskilling the workforce and aligning training with emerging technological demands, women and other vulnerable groups can better navigate the changing landscape.

“To prepare young Africans for an AI-driven workforce, foundational knowledge in AI, proficiency in technical tools, and robust soft skills—such as adaptability, communication, and emotional intelligence—will be indispensable,” the report reads.

As Africa embraces the digital revolution, it’s essential to ensure that women are not left behind. To explore how women can thrive in this digital transformation, join the WomenIN Digital event at Converge Africa, a premier gathering designed to empower female tech professionals. Running alongside the event from 6-8 May 2025, the WomenIN Digital Transformation inclusive program provides opportunities for networking, inspiration and creating new pathways for women in the digital world.

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Career Development, Collaborative Growth, Community Building, Empowering Women, Gender Equality

Working women experience more stress than working men

Posted on April 4, 2025April 4, 2025 by Nasi Hako

04
Apr

Women in the workplace are stressed and there are numbers to prove it. Despite progress toward gender equality, professional women continue to experience higher levels of stress, anxiety and burnout than their male counterparts.

Research shows that work-related stress affects women 50% more than men of the same age, making them more vulnerable to mental health challenges, exhaustion and even chronic illnesses like heart disease.

Beyond the pressures of leadership and career growth, many women are also juggling multiple roles as mothers, caregivers or household managers while facing persistent workplace discrimination and pay inequality.

With a global labour force participation rate of under 47% for women compared to 72% for men, female professionals are often working harder just to have a seat at the table.
But what makes the stress gap between men and women so stark? Experts point to several key factors, including:

Social pressure to be agreeable: Women are often expected to be warm, collaborative, and accommodating, making it harder for them to assert boundaries or advocate for themselves without facing backlash.

Lower pay and financial insecurity: Women continue to earn less than their male counterparts for the same roles, leading to greater financial stress and limited economic freedom.

Stereotype threat: The fear of confirming negative gender stereotypes about women’s capabilities can lead to overcompensation and burnout or, in some cases, self-doubt and underperformance.

What can we do?
Given that April is Stress Awareness Month, WomenIN encourages individuals to recognise stress, take proactive steps to manage it and advocate for workplace environments that prioritise well-being.
Here are three key ways to take control:

Prioritise self-care: Small habits like regular exercise, mindfulness and setting boundaries can significantly reduce stress levels.

Build a strong support network: Connect with mentors, peers and allies who provide encouragement and guidance.

Advocate for change: Speak up about fair pay, equal opportunities and inclusive workplace policies to create healthier and more balanced work environments.

The journey towards balance and empowerment is ongoing, but with support, awareness and systemic change, a future where women can lead without sacrificing their well-being is within reach.
To continue the conversation and connect with like-minded individuals who care about holistic wellness, meaningful connections and conversations that drive change, pre-register for WomenIN Festival 2025 today. Secure your opportunity to be part of a community that empowers and uplifts women across industries.

Need support? Reach out to these helplines

Experiencing stress is not a sign of failure, but it is a call to action. If stress, anxiety or burnout is affecting your well-being, you are not alone. Reach out for help:

South African Depression and Anxiety Group (SADAG): 0800 456 789 (24-hour helpline)
SADAG Suicide Crisis Helpline: 0800 567 567
Lifeline South Africa: 0861 322 322
Mental Health Information Line: 0800 567 567
Your well-being matters. Seeking help is a sign of strength.