Kaduna Electric Board Has
Approved New Gender Policy-Company Secretary
''there shall be equal opportunities for women and men; there shall not be any specific actions or, job roles/responsibilities, performance appraisal, training, career growth etc., for women or men; each employee should be treated the same; there shall be respect for women;
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| Dr Maryam S Muhammed Company Secretary |
Dr Maryam: The Board approved the “Workplace Gender Equality and Diversity Policy” in recognition of the fact that gender mainstreaming is a priority for the Board and Management of the Company. It incorporates not only the recognition of the need to place gender issues at the forefront of recruitment s and promotions but also the differences (strengths) that each gender brings to the table. It strives to bring cohesiveness and inclusion.
The policy applies to all staff, permanent and contract, vendors, and customers. The policy covers conduct in the workplace, on and off business premises. It covers recruitment, selection and promotion; terms and conditions of employment; professional development; flexible working options for nursing mothers; safe working environment; leadership, management and accountability; grievances, disciplinary action and termination of employment.
The policy states that there shall be no discrimination; there shall be equal opportunities for women and men; there shall not be any specific actions or, job roles/responsibilities, performance appraisal, training, career growth etc., for women or men; each employee should be treated the same; there shall be respect for women; there will be deliberate efforts to bridge the gender diversity gap; while rigid gender norms limit growth, efforts shall be made to provide equitable policies to balance inequities; this policy also recognizes that gender norms and hierarchies grant more privilege to some groups over others; there shall be a conducive working environment where all Employees are treated fairly and equitably with respect and dignity; there shall be mechanisms to swiftly address incidences of discrimination, insensitivity, unfair treatment based on gender or disability; Kaduna Electric shall embrace diversity and celebrate the unique potential of its workforce and challenge discriminatory behavior.
How can the Company ensure gender equality in the management and operations?
Dr Maryam: The Board has taken the first step, which is recognizing that there must be a discussion about gender mainstreaming and inclusiveness, then the approval of a Policy that ensures that the strength of each gender is magnified for the benefit of the organization. Where there is need for support towards equity, the Board and Management will recognize this. Equality will not exist where there is no equity. Gender mainstreaming will not exist where the discussion on gender is not had. So, Kaduna Electric in taking these steps, is already working towards enshrining gender balance in the organization. It is however important to note that this is a journey so will not happen in one day.
Following the approval of the policy, deliberate steps have to be taken to ensure that there is full implementation of the policy, there is genuine effort to bring more women on board at every level of the Company’s operations and that there is a recognition of the issues that need equitable measures to be put in place. For instance, having a crèche for nursing mothers to enable them manage time and concentrate on the job, knowing that their children are close by.
How will the new Gender Policy enhance productivity and engender healthy competition among the staff?
Dr Maryam: The simple knowledge that the Company is providing an equal and equitable playing field for staff in promotions and opportunities will stimulate healthy competition. The fact that as a woman, promotions will not be missed just because that woman went on maternity leave (as long as the woman has been a high performing staff). There are issues that are unique to women and once these are considered, the sky is the limit.
We must not forget however, that this in industry that has historically been male dominated and there must be a conscious effort to bridge the gender gap. These are issues that are being tackled globally by the United Nations Sustainable Development Goal No. 5 on Gender Equality and other international conventions.
There is no gain saying the fact that our male counterparts have dominated leadership position in the Company and not much can be seen in terms of business growth and efficiency in service delivery, don’t you think it is time the women folk should play more prominent and strategic roles in the Company?
Dr Maryam: I agree that there is male dominance in leadership in the Company. There is one female member of the Executive Management Committee and three females in the Management Committee of fifteen. For the longest time, there was only one female Area Manager and in the last recruitment exercise, the number increased to two out of eighteen. Statistics show that in Kaduna Electric, the male to female ratio is about 1:11 in leadership. The question to ask is why the numbers are so lean. There is a combination of factors that attribute to this. First is that historically and globally, the power sector is male dominated. This in addition to the demographics in the franchise area of the Company adds to the low female representation. However, it is not impossible to increase the numbers where deliberate steps are taken to so do.
There is not an iota of doubt that when one utilizes the best of all of the resources available, the chances of success are higher. Having women in leadership roles will promote diversity, having different points of view from the mainstream, a different approach, a different perspective and probably different or even improved results. This we have witnessed in 2018 where the only female Area Manager won most of the awards at the Rewards and Recognition Ceremony held at the end of the year as she increased the revenue of her Area Office astronomically. This is one of many examples of women in leadership in Kaduna Electric. Studies have shown that countries and organizations led by women are mostly peaceful and prosperous.
As an active advocate of gender equality and women empowerment, what do you think are the factors hindering career progression of women especially from northern Nigeria?
Dr Maryam: We have amazing examples of northern women representing us in global places like Mrs. Amina Mohammed at the United Nations. In history, we have Queen Amina of Zazzau, the powerful Gambo Sawaba, Laila Dogonyaro and other prominent women in politics. Having said this, we are still quite conservative in the North and this plays a role in reducing the number of women in active leadership positions in all sectors. Early marriage, child rearing and breeding, responsibilities from the home front without proper support to prosper in the career, poor or lack of mentorship, are some of the issues women face. These are some of the factors that stall or impede career progression in women in Northern Nigeria.
The annual International Women’s Day celebration was held a couple of months ago, what is your take in this year’s celebration and how will this year’s theme shape the advocacy for women right?
Dr Maryam: The International Women’s day celebration for me was a huge success and it brings home the fact that we as an organization have accepted and incorporated the issue of gender mainstreaming in the Company’s operations. The Chairman, Board of Directors was not only present at the event, in his speech, he reiterated the Board’s commitment to ensuring that gender-gap is addressed and that gender equity is entrenched in recruitment and promotions. This for me is critical as it gives hope that gender issues will continue to be discussed and actively addressed. There is also hope that more women will occupy leadership roles in Kaduna Electric and one day, we will look back and congratulate ourselves for laying the foundation for this.
The theme for the 2021 International Women’s Day “Achieving and equal Future in a Covid-19 World” and the slogan #choosetochallenge both address what we are currently in need of. We must take a stand and choose to challenge whatever thwarts gender equality or promotes gender inequality in all ramifications. The world will be a better place where rights, freedoms and opportunities are equal.
What are the necessary factors that determine a success of a woman in her chosen career?
Dr Maryam: There are many factors that hinder the success of a woman in any chosen career as we discussed earlier. Everyone needs support to succeed but a woman needs extra support in her career. We must be mindful of the role that mentoring and grooming plays in aiding women. One of the reasons why there is a dearth of women in leadership in the power sector for example is that even from university admissions, there are less women who apply and qualify for courses like engineering as they are considered masculine courses. There is a need for deliberate efforts to get those girls/women into the courses so they can graduate, get employed in the sector and grow into leadership roles. This can be made attractive through scholarships and other incentives.
A support structure is key. Having someone to look after the children, while a woman is in school or at work, having access to funding/scholarship for education, being on an equitable, balanced playing field at work, participating in healthy competition in the workplace, free from discrimination and lots more. These all aid a woman’s success in their chosen careers.
What is your advice/call to especially the female staff of Kaduna Electric?
Dr Maryam: Be intentional about your growth and progress, never stop growing, never stop learning. Ensure that you position yourself to lead, where you are already a leader, be the best that there is. Know your job, live it, perfect it and be the first anyone would call where the job needs to be done. Get mentors, and sponsors. Ensure that you have people to call when you need to analyze an idea or a plan. Everyone needs someone who would call her/his name in a room full of opportunities, who is that person for you? Do you have any? Build relationships, nurture them. Network with the right people, opportunities come to everyone, but are you ready to step up? Take responsibility of and your life and career. Don’t make excuses and don’t take too long to decide where you want to be. Take active steps towards growth. Finally, be kind to yourself. You can’t pour from an empty cup so first of all, make sure you are okay
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