Day 2 C2C Summit July 2016 - Women in ICT, Fostering Innovation Spirit of Excellence

1. Fostering Innovative Spirit of Excellence
Executive Director – NOKUZOLA EHRENS
+27 83 212 2489, zolaehrens@gmail.com

2. 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.

3. SA Employed by ICT Industries and Occupations, by Gender
0%
20%
40%
60%
80%
100%
Total employed Total employed in ICT
industries
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%

5. 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

6. 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)

7. 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

8. 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

9. 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.

10. Student body is one, facing common
challenges and working together as equals
to find solutions towards success.

11. Women do reach the glass ceiling and if
they manage to penetrate it they end up
skidding!

12. • 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

13. I THANK YOU