Despite record-breaking numbers of women elected to public office in 2021 and increasing public attention around gender equality in Uganda, women remain underrepresented in senior leadership roles across crucial sectors.
Women in leadership
Women in leadership in Uganda are breaking barriers and driving significant socio-economic change.
Photo: Participants of the Business Incubator Discussions speak during a QA.
No Need to prove ourselves, we earned it!
There is no shortage of qualified women to take up leadership roles but there is shortage of confident women to take up leadership roles in various fields. Uganda is currently led by a female Vice-president and Prime Minister however, public confidence is their service is lacking while their capacity for effective policy change is in doubt.
Despite decades of investment in women’s leadership programs, perceptions on their capacity to deliver remains in doubt. the Eliezah Foundation is committed to closing the gender leadership gap once and for all.
Where Are the Women?
Barriers to Women’s Leadership
The “qualities” of a leader — as well as the path to achieve leadership roles — are still largely based on an outdated male model that shuts women out.
Old Stereotypes
Because men have been leaders for so long, the traits associated with leadership are often thought of as masculine and not viewed as favorably when exhibited by women.
Fewer “connections”
Men still surpass women in having the networks to learn about opportunities and find mentors and sponsors to champion their advancement.
Bias and Discrimination
Sexual harassment, hostile work environments and subtle biases are still obstacles. Women of color face even further obstacles to their advancement and, as a result, are even less likely to move into leadership roles.
Lack of Flexibility
Balancing work and family can be a challenge that limits women from seeking leadership roles. Workplaces are still designed a decades-old notion of male and female domestic roles.
Faces of EFIUG
Seat at the Table
“We don't have to prove ourselves to anyone or for anything, But we will.”
Closing the Leadership Gap
Individuals
- Examine your own biases — and be an ally, mentor and sponsor for women.
- If you’re a woman, seek out skill-building opportunities and leadership training.
Employers
- Prioritize an equitable workplace. Widen recruitment networks and candidate pools. Do blind resume screening.
- Support internal growth opportunities, continued professional development and skill training, and equitable retention and promotion policies.
- Promote workplace flexibility policies that will enable all employees to find an appropriate work/life balance.
Policymakers
- Support state pay equity laws and international employment treaties. Ban salary-history questions for job applicants and prohibit punishment for workers who share salary information.
- Pass state and local initiatives that promote parental leave and flex-time policies. Provide adquate Leave for all your employees.
- Support continued EEOC salary collection and reporting requirements to root out pay disparity.
Resources
The Good news about ILO's C190 and Uganda
C190 mainly closes the global regulatory gap on workplace sexual harassment by adopting the most comprehensive application of protections. In 2018 the World Bank reported that in 59 countries, women are not legally protected from workplace sexual harassment.