Unshackling growth: women at work

Economic growth is posited by the political parties as the solution to stronger finances and a better quality of life.

The terminology is meaningless for ordinary people unless it translates into more jobs, better-quality jobs and wealth that trickles down to all levels of society.

Malta has weathered the inter­national economic turmoil well over the past three years. The economy has been resilient and it has grown where others have faltered. In many ways the island has been a success story in a eurozone dogged by strong recessionary forces.

The Government’s micro-management of the economy with targeted aid and investment schemes have served the sector well, providing timely initiatives to help industry invest at a time of gloom.

This does not mean that all sectors have all flourished. While jobs were created in several sectors, others suffered the brunt of depressed demand.

But if this country has aspirations to be in Europe’s top league by ensuring a sustainable quality of life for its citizens in the years to come, economic management has to move to a new level.

One of the biggest challenges to higher growth is increased female participation in the workforce. Having more women in the labour market means higher incomes for their families, more taxes for the Government and a more equitable society.

Malta is on the bottom rungs of the EU table with a female participation rate that has remained ostensibly below the 50 per cent mark. It has improved over the past five years as a result of targeted tax measures that have encouraged women to return to work after having children.

But a more holistic approach is needed to break the shackles that still keep women away from work and, as a consequence, the economy from moving forward in leaps and bounds.

In a recent interview with The Sunday Times, former Playmobil CEO Helga Ellul pointed out that measures had to be varied to target women at different social levels.

While affordable childcare centres close to the place of work are important, they may not be enough on their own to target professional women or those of a certain age.

She said a holistic strategy would have to involve schools, flexible work arrangements, home working and other initiatives that can help women and their families juggle the pressures of work and home life.

At the core, however, is the necessity to have a culture change that gradually removes the disadvantages that women face.

Cultural change is slow by its very nature. Some activists argue that the lack of women at decision-making level does not help to hasten change.

They insist the introduction of women quotas at a political and business level will help inject the necessary impetus to make change happen.

The experiment has reaped positive results in the Nordic countries: parliaments there have more women than anywhere else and more women are in decision-making roles.

Ms Ellul did argue in the interview that she felt quotas were degrading on women but insisted that if they had to be introduced, even at company board level, the women must not be tokens. Women have to be capable, she insisted.

She is right, but the same principle must also apply to men who have dominated the political and business worlds.

This may be the biggest stumbling block yet to meaningful change – but women must also make more effort to step forward, in the same way as people like Ms Ellul.