Fostering Innovative Spirit of Excellence Executive Director – NOKUZOLA EHRENS

+27 83 212 2489, zolaehrens@gmail.com

SA WOMEN IN ICT FORUM

Launched on 30th July 2014 by DTPS DM, Honorable Prof. Hlengiwe Mkhize (Patron)

Non-Profit Company Registration Number: 2015/325778/08

Banking with ABSA Account Number: 40-8815-8033, Business Cheque Account.

Adopted and signed Constitution and an MOI

Founding Companies are Telkom SA, Vodacom, MTN, Ericsson SA, SACF, ZACR and BMI-T

Corporate Membership and Individual Membership.

SA Employed by ICT Industries and Occupations, by Gender

0%

20%

40%

60%

80%

100%

Total employed Total employed in ICTindustries

Total ICT occupations

Female

Male

Source: StatsSA Quarterly Labour Force Survey (2nd Quarter 2014)

There is still huge gender disparity in the ICT industry in South Africa. Although the total SA employed workforce of 15.2 million comprises of 44% women, the ICT industry only comprises

of 32% women, and the ICT occupations are only held by 23% women .

44%

32%23%

ICT Multinational Company operating in

Sub-Saharan Africa.

Email Invitation to active female

employees regionally.

Participants given 4 weeks to respond

Only 35% women employees responded

8% of contacted employees were on

maternity leave.

Women in ICT Survey in 2015

1. Name One thing that you’re struggling with at work?

2. How important are the following for promotion or advancement at

Ericsson?

a) Willingness to take on high-profile projects.

b) Willingness to put in extra hours (in early, out late).

c) Able to promote own achievements.

d) Network internally.

e) ‘Always on’ (emails/phone in the evening or on holidays).

f) Praises teammates and sub-ordinates.

g) Willingness to sacrifice vacation time.

h) Openly communicate about non-work and/or family commitments.

i) Other

(Drop down from “no opinion” and “not important” to “very important”)

3. What should Ericsson do differently to attract more external females to join.

(Open Question)

Women in RSSA - Survey Results 2015 | Ericsson Internal | 2016-01-21 | Page 7

Majority of answers came from SA (43%), Nigeria (13%),

Kenya (11%), Ghana (6%) and Senegal (5%)

80% were permanent employees, 20% were

temporary/external

76% were ok to reveal their identity, 24% decided to stay

anonymous

RESPONDENT DETRAILS

Women in RSSA - Survey Results 2015 | Ericsson Internal | 2016-01-21 | Page 8

RESPONSE SUMMARY

73% are struggling in their workplace,

32% it is hard to balance work and family/private life

24% complained about not being accepted by male colleagues

Majority thinks that it’s very important for their career advancement to;

willingly take on high-profile projects and to put in extra hours,

Be able to promote their own achievements,

To use internal networking and praise their teammates

83% says company needs to change in order to attract more

women,

24% say better growth opportunities for women are needed

24% needs Ericsson to offer more flexible work arrangements

15% ask for better gender equality with regards to

pay,

numbers

male attitude

Women in RSSA - Survey Results 2015 | Ericsson Internal | 2016-01-21 | Page 9

MESSAGE TO ICT INDUSTRIES

Acknowledge and use skills & new perspectives women bring.

Work-life balance

More visibility of females in leadership positions.

Do not treat women as numbers to achieve diversity targets.

Consider own internal female workforce for

development,

mentoring,& coaching

promotion especially at senior and executive levels.

Multinationals must bring in less expats and go through a proper

recruitment process looking for local women candidates.

Glass ceiling does exist on gender lines hence

affirmative action in the work place is necessary.

Awareness sessions on the need for all.

Student body is one, facing common challenges and working together as equals

to find solutions towards success.

Women do reach the glass ceiling and if they manage to penetrate it they end up

skidding!

• Ongoing mentorship on facing challenges and not succumbing to depression

• Assist with suitable placements when change is inevitable

• SAWICTF together with corporate members provide coaching to women employees for leadership roles.

• Corporates promoting transformation will receive a pull of candidates for their selection even for C-Level positions.

• SAWICTF will support only corporate members who requests for this intervention.

MEMBERSHIP FOR WOMEN MEANS

I THANK YOU