Gender equality continues to be one of South Africa’s most pressing societal challenges. Despite decades of progress, the country continues to grapple with issues related to safety, empowerment, and the upliftment of marginalised groups—particularly women. According to Statistics South Africa’s Gender Series Volume XI: Women Empowerment, 2014–2024, women still face systemic barriers such as wage disparities, underrepresentation in leadership roles, and limited access to opportunities.

Economic empowerment is central to achieving gender equality. When women can enter the labour market and work in environments that are supportive and inclusive, they thrive. Women are more likely to exercise autonomy and contribute to their households and the economy. According to Statistics South Africa, around 7.6 million households in the country were headed by women in 2021, underscoring the vital role women play in sustaining many families and communities.

To increase women’s participation in the workplace, the South African government has developed several policies aimed at accelerating the involvement of women in the labour market. This includes legislation such as the Employment Equity Act and the Promotion of Equality and Prevention of Unfair Discrimination Act.

These policies aim to address historical imbalances that prevented equal access to economic opportunities for women. While there has been an increase in representation in business and politics, Gender Series Volume XI highlights that women continue to face higher unemployment rates than men. More significantly, they remain underrepresented in leadership positions, limiting their ability to influence institutional policies and procedures. This suggests that the solution to deep-rooted inequality lies not only in legislation but also in fostering ethical cultures that prioritise inclusion, fairness, and respect across all sectors of society.

Where the government efforts have fallen short, other institutions—particularly those in the private and community sectors—must step up and play their part in advancing gender equality. Businesses have a unique role to play in this regard. Beyond providing economic opportunities, they can shape societal attitudes towards the treatment of women by implementing comprehensive policies that support women’s progression into leadership roles. In doing so, they contribute to fostering an organisational culture grounded in equality.

At its core, gender inequality is a matter of ethics. Organisations cannot cultivate an inclusive culture without ethical leadership that is genuinely committed to the principles of diversity and inclusion. Even with sound policies in place to protect vulnerable groups in the workplace, effective implementation depends on leadership that is both engaged and accountable. Leaders must actively promote inclusivity by proactively identifying and addressing unconscious biases embedded in recruitment, promotion, and decision-making processes.

Ethical leaders understand that an inclusive environment benefits not only women, but the entire workforce by fostering innovation and collaboration. When underrepresented groups see transparency, accountability, and equitable treatment modelled from the top, they are more likely to trust leadership and feel empowered. Ethical leaders in South Africa must take deliberate steps to counteract bias, especially given the country’s legacy of racial and gendered exclusion. Implementing measures such as blind recruitment practices, gender parity goals, and mentorship programmes that empower women and other underrepresented groups can go a long way in levelling the playing field. This approach is beneficial for organisations; diversity brings a new perspective and ideas. This approach is not only morally sound, but strategically beneficial. Diversity brings fresh perspectives and ideas—crucial for organisations operating in an environment where innovation and creativity are key to staying competitive.

Furthermore, ethical leadership requires consistency between values and actions. Leaders must strive to model inclusion in their daily conduct by advocating for equal pay, equitable workloads, and a work environment free from harassment or discrimination.

According to the King IV Report on Corporate Governance™, ethical leaders also bear responsibility for contributing to broader societal transformation. This includes supporting education and skills development programmes for women, as well as advocating for greater gender representation on corporate boards. Such efforts ensure that women not only enter the workforce but also  occupy leadership roles. The Employment Equity Amendment Act of 2023 now requires companies to disclose their gender and racial diversity targets, offering leaders an opportunity to demonstrate ethical accountability through measurable progress.

Ultimately, shaping an inclusive organisational culture is not a one-off exercise but an ongoing commitment. South African organisations need leaders dedicated to transformation — fostering workplaces where diversity flourishes and talent is recognised regardless of gender. This commitment will form the cornerstone of a society where everyone has the opportunity to contribute to South Africa’s growth and prosperity. Gender equality is not just a moral imperative; it is a strategic advantage in building resilient, ethical organisations fit for the future.

Bella Mkhabela is Project Facilitator at The Ethics Institute.