Softcom’s Yvonne Ige on how to achieve a gender-balanced workforce

As the world marks International Women’s Day, the conversation around gender diversity and achieving a balanced workforce continues to gain significance. Research has shown that companies with a more gender-balanced employee base tend to perform better and are more profitable than those lacking diversity. This sentiment was echoed by Yvonne Ige, the Vice President for Digital Retail Experience at Softcom, during an interview with CNBC Africa's Esther Awoniyi. Ige emphasized the importance of gender balance in the workplace for various reasons, citing increased profitability and success for companies that prioritize diversity. Gender diversity has been proven to have a direct impact on company performance, with gender-balanced business units demonstrating higher average revenues compared to less diverse units. Furthermore, Fortune 500 companies with more women represented on their boards have been found to outperform those with lower female representation. Scientific studies also indicate that gender-diverse teams generally achieve higher sales and profits than male-dominated teams. Despite the tangible benefits of gender diversity, some companies still struggle to achieve a balanced workforce, especially at the executive level. In Nigeria, for example, the insurance industry remains predominantly male-dominated, with only 20% of executive positions held by women. To address this disparity, Ige emphasized the importance of creating a culture of inclusion and empowerment within organizations. Softcom has taken a proactive approach by ensuring that 50% of leadership roles are held by women, underlining the company's commitment to diversity and inclusion. A key challenge in achieving gender balance lies in providing equal opportunities for women to excel and advance in their careers. Ige highlighted the importance of implementing programs that support women's professional development, including mentorship and training initiatives. She emphasized the need for companies to offer women the same opportunities for promotion and salary increases as their male counterparts, as well as providing the necessary resources and support for women to succeed in leadership roles. Cultural barriers, particularly in the African context, present significant obstacles for women in business and careers. Societal expectations and stereotypes often limit women's access to leadership positions, with concerns about family responsibilities and maternity leave impacting their professional prospects. Ige noted that these cultural norms can discourage women from pursuing career advancement and hinder their success in the workplace. In conclusion, the conversation around gender diversity and achieving a gender-balanced workforce is more relevant than ever. Addressing cultural barriers and fostering a supportive environment for women in business are critical steps towards creating an inclusive and equitable workplace. As companies strive to enhance their performance and drive innovation, prioritizing gender diversity and equality remains a key factor in unlocking the full potential of their workforce.