As we enter August—a month dedicated to honouring women in South Africa—the focus often shifts to how women are expected to show up, whether workplaces offer safe spaces for authenticity, and how we celebrate their contributions. But perhaps a more important starting point is this: what does true gender equality actually look like?

“Equal compensation is critical,” says Khomotso Sapi, “but it’s really about creating a holistic environment where everyone regardless of gender—feels valued, supported, and given the same opportunities for growth and success.”

Witty Seripane adds, “True gender equality means women have the same opportunities to lead, grow, and be heard—not just earn the same. It’s about fair hiring, unbiased promotions, flexible work options, and creating spaces where women feel safe, respected, and empowered.”

Despite progress, women still face persistent, often invisible barriers—especially in leadership and decision-making spaces.

Sapi points out challenges such as the unequal distribution of leadership opportunities, the constant balancing act between being assertive and being likeable, and the lack of sponsorship in the workplace. Seripane highlights other common yet overlooked obstacles: being interrupted in meetings, not being taken seriously, limited access to mentorship, and assumptions about family responsibilities—all of which create an uneven playing field.

These subtle forms of bias limit many talented women from advancing. And while the solution—upskilling and training—may sound simple, it requires a deeper mindset shift at all levels of the organisation. Building inclusive workplaces starts with equipping people with the tools and awareness needed to do better. Training isn’t a tick-box exercise—it’s a strategic imperative.

“We need to prioritise emotional intelligence, unconscious bias training, leadership development, and clear paths to advancement,” says Sapi.

Seripane adds that mentorship, coaching programmes, and promoting women into leadership roles are powerful levers for real change. “It’s about ensuring women’s voices are not just heard but considered in decision-making.”

Practical steps toward inclusion

HR leaders, people managers, and executives all have a role to play in driving inclusive cultures. Some of the most effective actions include:

• Implementing pay transparency and equity
• Supporting women’s career development and leadership training
• Promoting flexible work arrangements
• Establishing mentorship and sponsorship programmes
• Measuring and tracking gender diversity metrics
• Cultivating a culture of continuous feedback and development

While these may seem like obvious steps, many organisations still lag behind in implementation. Leadership must commit not just to policies, but to a culture shift—normalising shared leadership and moving away from outdated top-down hierarchies.

“I hope to see more women in leadership—not as tokens, but as key decision-makers shaping strategy,” says Seripane.

A message to the next generation

As a younger generation of women steps into the workforce, Sapi encourages them to own their voice and value. “Find mentors and sponsors. Be strategic about networking. And most importantly, don’t apologise for taking up space—embrace failure as part of the journey.”

Seripane echoes this: “Grab the bull by the horns. Speak up. Take up space. Don’t wait for permission to lead.”

Gender equality in the workplace is not a destination—it’s a continuous journey that requires commitment, introspection, and courageous leadership. Investing in women’s growth through training and upskilling is one of the most powerful steps any organisation can take.

“Hold yourself accountable,” urges Sapi. “Foster a culture of feedback, support work-life balance, and ensure equal access to opportunity so women can truly thrive.”

Seripane concludes, “Gender equality doesn’t happen by accident. It takes intention—and organisations must create environments where women are heard, mentored, and positioned to grow.”