This article is a regionally extended version of an article originally published in the Business Yearbook 2024 (Business Magazine) accessible here.
In 1995, the Beijing Platform for Action set forth an ambitious global gender agenda, laying the foundation and a roadmap for achieving gender equality and women's empowerment across the 189 signatory countries. As a reminder of this commitment, the UN theme of International Women’s Day 2025 is a call for action “For ALL women and girls: Rights. Equality. Empowerment”.
Three decades on, we have made undeniable progress in the Western Indian Ocean Region (WIOR). Women have gain greater access to healthcare, labour markets and education and with marked improvements in their legal rights. These achievements have fundamentally reshaped the landscape for gender equality and women’s role and contribution in the region. Yet, looking at data for South Africa, Seychelles, Mauritius, Madagascar and the Comoros, persistent challenges remain, particularly in the areas of poverty, economic participation, decision-making, and gender-based violence.
South Africa ranks the highest in overall gender gap ranking (18th out of 146), reflecting its relatively strong performance in political participation (49% of the gap remains to be closed to reach parity), education (0.3% gap), and health (2.1% gap). The other three countries rank much further down with Madagascar ranking 66th, Mauritius ranking of 107th and Comoros 119th. We do not have data for the Seychelles, but across these countries, the gender gap in terms of economic participation and political participate remain relatively large (Figure one).
At a time when resistance to inclusion and sustainability is growing globally, some may be tempted to push back on the urgency of tackling gender disparities. However, this would be a mistake. UN, World Bank and IMF data is clear: achieving gender parity drives productivity and economic growth, enhances development, and improves overall societal well-being for all genders. In contrast, persistent gender inequalities continue to jeopardise women’s health, economic security, safety, and fundamental rights.
To accelerate progress towards greater women’s rights, equality, and empowerment WIOR, four key areas require attention:
- Patriarchal Norms and the Burden of Unpaid Work
- Gender-based violence,
- Low Female Labour Force Participation and the Gender Pay Gap,
- Low representation in Decision making.
Patriarchal Norms and the Burden of Unpaid Work
Patriarchal norms continue to impose a stubbornly persistent burden of unpaid care work on women, significantly limiting their ability to participate in paid employment. This reinforces gender stereotypes, exacerbates economic inequalities, and prevents women from fully realising their professional and personal potential. This imbalance impacts national economies by restricting the labour market's full potential. In Mauritius, Madagascar, South Africa and Comoros, women spend on average 2.87 hours more day on unpaid domestic and care-related work compared to men (see figure 2).
Governments, organisations, and civil society must promote shared domestic responsibilities and challenge traditional gender roles.
Governments can support national media campaigns on breaking gender stereotypes such as the UNDP howabnormal campaign or the EU Uncommon campaign both aimed at challenged stereotypical views of gender roles. They could also consider financial incentives for organisations embedding flexible employment. Financial incentives, similar to Singapore’s Work-Life Grant (WLG) for flexible work arrangements could encourage workplace reforms. The recent extension of maternity and paternity leave in Mauritius is an example of a step forward, but policies should further shift care responsibilities from solely mothers to both parents, by establishing parental leave as seen in France, Canada, and the UK.
Employers should integrate gender-sensitive policies, such as flexible work arrangements and parental leave, while fostering workplace conversations about gendered roles and hidden biases at work and at home. For instance, the Gender Transformative Leadership programme developed with the CTE Leadership Academy for senior leaders includes work and home action plans to combat gender stereotypes.
When household chores and responsibilities at home are equitably shared by both parents, research from the University of British Columbia & University of Perugia have shown that daughters can better envision their future lives as professionals, and sons are more inclined to project themselves as equal partners in unpaid care activities within their future homes. As individuals, the language we use, the toys and games we give, and the emotional freedom we grant all shape how our children construct their gender identities and roles. It is up to us, individuals, to invest the time and energy to choose our words and actions away from gender stereotypes and share chores and mental load equally within our homes.
Combatting Gender-Based Violence Through Education
Gender-based violence (GBV) is both a human rights issue and a critical public health crisis. Both the OECD and Word Bank studies show it suppresses women's voices and participation in public life, has long-lasting effects on victims' physical and mental health and has intergenerational impact.
In South Africa, 20% of Afrobarometer respondents believed that it is justifiable use physical violence against one’s wife, compared to 17% in Mauritius and 8% in the Madagascar and the Seychelles. In the region, an average of 22% of women and girls have experienced intimate partner violence, with proportion as high as 40% in the Seychelles and 25% in Mauritius and Madagascar. Workplace harassment is also a significant GBV issue. Although no reliable data exists for the region, a 2016 UK study found that 79% of sexual harassment at work victims did not report incidents.
Beyond national campaigns, improved legislation enforcement, decent and sufficient shelter infrastructures and support systems for women victims of violence, Governments in partnership with civil society should implement comprehensive education programmes in schools and universities that challenge gender stereotypes and teaches respect and consent from an early age so we can transform societal attitudes. Countries in the region could adapt initiatives such as teach us consent in Australia or the Orange Day campaign in the Seychelles.
Employers must implement clear reporting mechanisms for workplace harassment, ensuring employees feel supported in speaking out. A Harvard University Research suggests that providing both informal and formal reporting mechanisms can create more effective mechanisms for addressing harassment at work. They should also engage in conversations and training around the meaning and manifestation of harassment at work, the concept of consent, the mechanisms for reporting, as well as how to approach complaints of harassment at work.
As individuals, we must educate themselves on GBV’s many forms, from psychological and economic abuse to digital violence, which includes cyberstalking and non-consensual sharing of images. We can, for example, consult the Gender based Violence Observatory set up by the MRIC. Challenging cultural myths that normalize GBV is essential, whether by calling out sexist jokes, discussing consent with young people, or supporting survivors.
Tackling Low Female Labour Force Participation and the Gender Pay Gap
Low female labour force participation (FLFP) is more than just a missed opportunity for talent, it represents a significant economic cost. When women are underemployed or paid less than their male counterparts, their potential contributions to growth and household income are curtailed.
While Madagascar, the Seychelles have relatively high female labour force participation rates at 84%1 and 66% respectively, Mauritius and Comoros’s rates stood at only 47.5% and 41% respectively, with South Africa reaching midway at just above 54%. This is compared to an average male labour force participation in these five countries of 71%. FLPR is increasing very slowly in countries such as Mauritius (with the exception of a remarkable 4.3 percentage point rise in 20232), Comoros and South Africa.
To compound this slow progress, pay disparities persist. According to the UN, the average unadjusted monthly gender pay gap across the five countries was 26.4%. In other words, for every $100 earned by men, women in the region only earned only $740.
Economies that fail to fully engage women in the workforce suffer from reduced productivity and a narrower tax base, limiting public funds for essential services. Gender disparities in employment contribute to broader economic inequality and push women into poverty. In all countries in the region, women are more likely than men to be poor and unemployed.
Governments can expand policies that facilitate women's entry and retention into the workforce. The ILO recognises targeted fiscal policies, equal pay monitoring systems, parental leave and affordable childcare as examples of essential policies to attract more women into the labour market. The recent Mauritius government initiative to make nursery daycare provision compulsory for organisations with +250 employees is a welcome step and it will be interesting to see how it is implemented and its impact on working parents. Targeted subsidies and grants could also enhance accessibility and affordability. Similarly, the Mauritius government introduce a Prime à l’emploi to encourage women to enter or return into the labour force.
Employers also have a responsibility to create more inclusive work environments. They can address systemic biases through training, run targeted women employment hiring and promotion campaigns, and review internal processes and culture to allow women to work to their full potential. For women to want to apply for the positions available, organisation should review how they communicate about their organisation and reflect on the image they project to potential talents.
As individuals, we must encourage girls to pursue diverse career paths and challenge stereotypes that limit ambition.
Women in Decision making
Despite progress in gender equality, women across the Western Indian Ocean region remain underrepresented in leadership roles, both in politics and business. The extent of this underrepresentation, however, varies significantly between countries.
South Africa leads the way, with 46% of parliamentary seats held by women and an equal gender balance in ministerial positions (50%). This progress is largely attributed to the African National Congress (ANC)’s voluntary gender quota, which ensures equal representation of women in candidate lists. Madagascar (22.7%) and Seychelles (21.2%) have moderate female parliamentary representation, while Mauritius (25%) and Comoros (16%) fall behind. Ministerial representation is even more uneven: Madagascar (44.4%) and Seychelles (38.4%) far outperform Mauritius (8.3%) and Comoros (8%) in appointing women to key government roles (figure 6).
Arguably, Mauritius and Comoros’ relatively low representation of women in political leadership reflects structural and cultural barriers. The absence of legally mandated gender quotas in parliamentary elections has also hindered progress, unlike in South Africa and Rwanda, where quota systems have been highly effective.
The corporate sector reflects similar patterns of inequality. Comoros (51%) has the highest share of women in senior and middle management, followed by Seychelles (40%), South Africa (37%), and Madagascar (32%). Mauritius lags behind at 27%, despite government-mandated boardroom quotas requiring at least 25% female representation on corporate boards. Of course, boardroom presence does not necessarily translate into executive leadership. The C-suite in Mauritius remains male-dominated, with many women stagnating in lower or middle management (figure 7).
The region can draw lessons from France, where corporate gender quotas have been extended beyond board positions to include executive leadership roles. Since 2021, French companies with over 1,000 employees have been required to have at least 30% of either gender in executive roles by 2027, rising to 40% by 2030. Similar policies in the region could ensure that women are not only present in decision-making spaces but are also empowered to lead.
Rwanda’s constitutional gender quotas (which ensure at least 30% female representation), while not perfect, have proven highly successful with 64% of women representation. Financial incentives for parties that promote gender-balanced candidate lists (as seen in Ethiopia, Kenya and many OECD countries) can also encourage systemic change. Countries like Tunisia and Indiav have implemented leadership development programs for women in politics, equipping them with skills and networks needed to thrive in public office.
Civil Society can also support in strengthening the pipeline of women in government. In Canada, the “Equal Voice” initiative actively recruits and trains women for political careers, successfully increasing female representation at multiple levels of government.
To accelerate progress, targeted government interventions are needed. Countries like France have extended boardroom quotas to executive leadership positions, ensuring that women are not just present but also influential in decision-making. Mauritius could follow a similar path by expanding the 25% board quota to C-suites positions.
Additionally, companies could be required to report gender diversity statistics at different management levels, similar to UK-listed companies. Achieving gender parity requires proactive and structured leadership commitment. Executives must drive change by fostering strategic career pathways for women and implementing quotas for leadership appointments. Setting clear targets and tracking progress through key indicators is essential to measure advancements and identify areas needing attention.
To accelerate progress, mentorship and sponsorship programs for women should be strengthened. However, true impact depends on cultivating an inclusive corporate culture. While measurements for inclusion are often emphasized, lasting change comes from leaders who also believe in equity as a matter of justice. These values will ensure resilience against global anti-DEI pressures and sustain a workplace where inclusion is more than a goal, it’s a fundamental principle.
Conclusion
At a time when gender equality initiatives are facing renewed opposition worldwide, the 30th anniversary of the Beijing Platform for Action serves as a powerful reminder that progress must not be taken for granted. Progress requires more than well-intentioned policies; it demands sustained investment, strategic planning, and accountability. Whether at the national level, within businesses, or through individual action, ensuring adequate funding and support for gender equity initiatives is critical to making meaningful change.
Mauritius stands at a critical juncture, where investing in women and girls is key to unlocking the country’s next wave of economic and social development. Ensuring that all voices are heard, and all talents are leveraged will shape a more inclusive and thriving future for generations to come.
