Latest news with #ConventionontheEliminationofAllFormsofDiscriminationAgainstWomen
Daily Maverick
01-05-2025
- Health
- Daily Maverick
How to remedy the fundamental design flaws in PPE for women
Imagine being told you belong in the workplace, only to arrive on site and realise that the very gear meant to protect you was never made for someone like you. That's the daily reality for thousands of South African women working in sectors such as mining, energy and manufacturing. Ill-fitting personal protective equipment (PPE), lack of proper facilities and the ever-present threat of gender-based violence aren't just inconvenient, but pose a real danger to women that is completely avoidable. Despite national commitments to gender equality and workplace safety, these sectors are still hostile terrain for many women. Whether far above or below ground, in a mine or atop a wind tower, women are expected to perform in environments that don't take their basic needs fully into account. When you consider remote sites for mining and energy plants, it only amplifies the danger. Take the case of an instrument technician working in a power plant control room far from the heavy machinery and manufacturing floor, yet still bound by safety regulations that mandate PPE. When she became pregnant, her employer had no maternity-appropriate PPE. Her only option was to take early maternity leave. That's four months of leave, as per South African law, cut short by a lack of planning to accommodate an employee's natural choice. The consequence? She had to return to work just three months after giving birth, placing her newborn in care far earlier than she had planned. This isn't just about logistics, it's about undermining the precious window of post-natal bonding, breastfeeding, and emotional connection between mother and child. When workplaces are designed without women in mind, the cost is felt not just on the job site, but in the nursery. Policymakers must act This is not a matter of comfort or convenience. It's a matter of dignity. Of safety. Of life and long-term wellbeing. And it's time for us policymakers to step in and collaborate with industry and manufacturers to change the status quo. For decades, jobs, from coal mining and electrical engineering, to oil and gas extraction, have been dominated by male employees. As a result, everything from PPE to workplace design has followed suit. Despite South Africa being a signatory to the Convention on the Elimination of All Forms of Discrimination Against Women, women in the energy sector still face systemic inequities that violate Article 11: the right to safe and healthy working conditions. Ill-fitting PPE is one of the most glaring examples. Women are routinely issued oversized boots, gloves that reduce dexterity and overalls designed for male body types. But the most absurd — and dangerous — failure lies in the continued issuing of one-piece overalls. To use the toilet, women must strip down completely, often in environments that lack private or female-designated restrooms. This not only strips them of dignity, it also exposes them to the risk of assault. What makes it worse is that alternatives do already exist. Two-piece PPE suits, commonly known as conti suits, are available and far more practical for women. Yet for reasons that remain unclear, these are rarely issued. Instead, women are forced to navigate unsafe environments in gear designed with no thought to their needs. It's completely avoidable and highlights a quick-win opportunity to increase participation by women in these sectors. This isn't just about discomfort. It's about safety, hygiene and basic human respect. A 2022 report by the Minerals Council South Africa found that only 12% of the mining and energy workforce is female, with many women reporting injuries, long-term health risks and humiliation directly linked to poorly designed PPE. And the danger doesn't stop there. Gender-based violence (GBV) is an ever-present threat. Nearly 40% of women in these sectors have experienced some form of GBV in the workplace, often in remote, unmonitored locations. One woman recounted how a male colleague waited for her to remove her PPE before attacking her — a horrifying reminder that what's supposed to protect can become a weapon of vulnerability when women are ignored in design and planning. PPE is supposed to be the first line of defence in the workplace. Instead, for too many women it's the first sign that they were never meant to be here in the first place. Since I learnt about this fundamental issue in the energy sector, I have spoken to a number of organisations, individuals and key thinkers on designing a solution to this very real problem. We need to promote greater access for women in these traditionally male-dominated sectors, and we can start with something basic. Hygiene and functionality I propose a collaboration between manufacturers and energy companies to co-develop ergonomic PPE designed specifically for women. This includes properly sized boots and gloves, contoured protective gear and crucially, issuing two-piece conti suits that allow women to use the toilet safely and discreetly. Hygiene and functionality must be central to design, not an afterthought. If the market isn't supplying it, it's time to demand it. While one-piece overalls may have once been justified on safety grounds in high-risk environments, modern two-piece conti suits now offer equivalent protection when properly designed. Yet, they remain the exception, not the norm. This is not about safety regulations; it's about adapting PPE policy to reflect the realities of a truly diverse workforce. The absence of facilities for women is not a minor oversight — it's a structural hazard. Energy companies must ensure secure changing rooms and toilets for women at all sites, regardless of size or remoteness. If PPE design puts women at risk in these settings, then infrastructure must adapt too. No woman should have to choose between safety and her ability to work. Government and large energy companies can and should use their procurement muscle to drive change. I will be working on developing standards within the Department of Electricity and Energy for the energy sector, and I will appeal to my colleagues in Employment and Labour to develop matching standards for all sectors. While we can promote compliance, labour inspectors at worksites can go a long way to ensuring compliance. This change also reflects the need for women's voices to be heard at senior leadership levels by placing more women in decision-making roles and ensuring that their input has impact throughout the value chain — not as symbols, but as system-shapers. To ensure success, this initiative needs men to be partners for change, engaged as active supporters and champions of gender-inclusive safety reform. Their role in shifting workplace culture is vital. When men advocate for safer, more respectful environments, the message lands differently, more powerfully. A safer space for women is a more efficient, productive and humane workplace for all. I would like to invite all stakeholders in the energy and manufacturing space to join this project to make our workplaces safer and more inclusive so that women can feel at home in environments that accommodate their diverse bodies and life stages. Let's make PPE that men and women alike look forward to wearing, reflects local design and is even made locally. Let's make locally designed and locally manufactured PPE part of the Just Energy Transition. I've always said that there is no problem that South Africans can't find a solution for, and I look forward to solving this fundamental problem with all the strength, talent, and dedication that our diverse society holds. DM
Gulf Insider
30-04-2025
- Politics
- Gulf Insider
Kuwait Abolishes Law Allowing Kidnappers To Escape Punishment By Marrying Their Victims
Kuwait has approved a draft law to abolish Article 182 of the Penal Code, which previously allowed a kidnapper to escape punishment if he legally married his victim with the consent of her guardian. The decision was announced by Minister of Justice Nasser Al Sumait following the Cabinet's weekly meeting on Tuesday. He confirmed that the Cabinet had approved the draft decree-law as part of ongoing efforts to align national legislation with both Islamic Sharia principles and international human rights conventions. 'This step reflects Kuwait's commitment to strengthening the protection of rights and freedoms, and upholding the principles of human dignity,' Al Sumait stated. He cited the International Covenant on Civil and Political Rights and the Convention on the Elimination of All Forms of Discrimination Against Women as key frameworks supporting this reform. He explained that repealing Article 182 underscores the government's determination to deter crimes of abduction and eliminate any legal justification that could allow perpetrators to evade criminal accountability. The move also helps safeguard victims from social pressure that may compromise their rights or compel them into unwanted outcomes. Al Sumait added, 'The repeal of Article 182 is part of broader legislative reforms aimed at enhancing victim protection and reinforcing the principle that crimes cannot be legitimised by violating basic human rights.' The now-repealed article previously read: 'If the kidnapper marries the person he kidnapped in a legitimate marriage with the consent of her guardian, and the guardian requests that the kidnapper not be punished, then no penalty shall be imposed.'
Arab Times
29-04-2025
- Politics
- Arab Times
Kuwait Abolishes Law Exempting Kidnappers Who Marry Their Victims
KUWAIT CITY, April 29: Minister of Justice Nasser Al-Sumait announced on Tuesday that the Council of Ministers has approved a draft decree-law to abolish Article 182 of the Penal Code, which previously allowed kidnappers to avoid punishment if they legally married their victims with the consent of the guardian. Speaking to KUNA following the Cabinet's weekly meeting, Minister Al-Sumait said the move reflects Kuwait's commitment to upholding human dignity, reinforcing individual rights and freedoms, and aligning national legislation with international human rights standards. These include the International Covenant on Civil and Political Rights and the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW). He emphasized that repealing Article 182 sends a strong message that no justification—social, legal, or otherwise—will be accepted to excuse crimes such as kidnapping. The decision marks a significant step toward strengthening justice and protecting victims from societal pressures that may undermine their rights. Al-Sumait added that the repeal is part of a broader legislative reform initiative to enhance victim protection and reaffirm the principle that crimes cannot be legitimized through violations of basic human rights. Article 182 previously stated that a kidnapper would not face punishment if he married the kidnapped woman with her guardian's approval and the guardian requested leniency.
Express Tribune
25-03-2025
- Business
- Express Tribune
The cost of being a woman
Listen to article Women in Pakistan are remunerated far less than men for doing the same job — not because they're short on education, skills or experience but solely because they're women. A new report by the International Labour Organization (ILO) affirms what women here already know: the country has one of the largest gender pay gaps in the world with women earning on average 25% less per hour and 30% less per month compared to men. That means for every Rs1,000 a man makes, a woman — if she's lucky — scrapes by with Rs700. Imagine running the same race but women start 300 meters behind every time. To put things into perspective, Sri Lanka's gender pay gap (GPG) is 22%, Nepal's is 18% and Bangladesh, surprisingly, has defied the trend with women making slightly more than men while Pakistan continues to trail behind. The numbers indicate that things are moving forward — albeit at a sluggish rate — as the pay gap which was 33% in 2018 has now narrowed to 30%. But at this pace, are we supposed to wait decades for equality to finally happen? What makes this GPG even more exasperating is that it's not about education, experience or capability. The report unveils that most of the gap has no excusable reason; in plain terms, this means discrimination - two colleagues, the same job but one takes home less merely for being a woman. If paying women unfairly was ever ethically justifiable, Khadijah (RA), a successful businesswoman of her time, would've done so. But history tells us she treated her workers fairly and set a benchmark for equal pay, no matter their gender. Employers here shortchange women due to deep-seated biases, workplace norms that write off female labour, weak enforcement of wage equality laws and a lack of accountability. In the formal sector, where laws have some teeth, the GPG narrows; it's even lower in the public sector where salaries follow a set structure. Undoubtedly, the gap shrinks when there's oversight. But in informal jobs, domestic work and agricultural labour — where employers take advantage of unprotected workers, especially women — the gap stretches even wider, exceeding 40%. Take for instance home-based garment workers who stitch the same shirts sold in high-end stores but their earnings are a fraction of what men in similar roles make. This isn't just a women's issue; it's a social, economic and humanitarian issue. Paying women fairly translates to more spending power, greater financial independence, improved child welfare and, ultimately, stronger families and a stronger economy. Pakistan is a signatory to international agreements like the ILO's Equal Remuneration Convention and the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW). We claim to believe in equal pay for equal work on paper but in reality, there's no real push to level the playing field. Laws exist, but what's missing is implementation, what's missing is accountability and what's still missing is the will to change a system that benefits men at women's expense. But this isn't an unsolvable problem; labour inspections, diversity training, anti-discrimination oversight and pay transparency laws are key to workplace equity. If companies were pushed — through tax breaks, grants and public accolades — to ensure equal pay and safer workplaces, the change wouldn't take decades; it could happen now. Until the system changes, women in Pakistan will continue paying a penalty — not for being less competent but for simply being women.
Morocco World
25-03-2025
- Business
- Morocco World
Morocco Ranks 32nd in Africa for Women's Inclusion, Progress Still Slow
Rabat – Morocco has made some progress in advancing women's political and legal rights, but significant challenges remain in economic and financial inclusion. According to the newly released African Women's Inclusion Index (AWII) 2025, Morocco ranks 32nd out of 42 African countries, with an overall score of 44.2, which is considered poor. Despite improvements in leadership representation, the country continues to lag in key areas. In addition, the report revealed a trend of slow progress for women's inclusion in North Africa, the worst-performing subregion on the continent. 'North Africa is the worst-performing subregion, with the lowest scores in all dimensions except leadership,' the report reads. It noted that Morocco has taken steps to promote gender equality in leadership. The country's leadership score increased by 27.6 points between 2017 and 2022 to reach 44.9, which reflects efforts to ensure more women participate in governance. Legal reforms have also played a role, with Morocco lifting most of its reservations on the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW) in 2011, except for arbitration-related articles. The report also recalled that government-led initiatives like ICRAM 1 and 2 have helped reserve a third of seats in commune and province councils for women and introduced exclusive electoral lists for female candidates. Public attitudes towards gender equality in leadership are shifting as well. A 2022 Afrobarometer survey found that 62% of Moroccans support equal opportunities for women and men in political office and reject the idea that men are inherently better leaders. Despite these political and legal advancements, Morocco is struggling in economic and financial inclusion. The country's financial inclusion score stands at 35.5, while economic inclusion is even lower at 27.7. Although financial empowerment for women has improved by 27 points in recent years, these gains are not enough to significantly close the gender gap in economic participation. North Africa as a whole is the worst-performing subregion in women's inclusion, with Mauritania, Algeria, and Egypt trailing behind in the 39th, 40th, and 41st spots, respectively. The AWII 2025 shows that while Africa has made some progress, the overall rate of change remains insufficient. Women's financial and economic inclusion is projected to improve by only 6.6 percentage points from 2020 to 2030. 'At this rate, Africa will not achieve full financial and economic inclusion of women until 2093—63 years after the end of this African Women's Decade,' the report reads. It also stressed that this slow progress reflects the need for urgent policy changes and targeted interventions to break down barriers preventing women from fully participating in the economy. Tags: Africawomen inclusionwomen rights
