EMPOWERING WOMEN FOR ECONOMIC DEVELOPMENT. KAYIBANDA Ingabire Julian Deputy Vice Chancellor Planning, Administration and Finance

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1 icpar 6 th Annual Seminar 1 EMPOWERING WOMEN FOR ECONOMIC DEVELOPMENT RUBAVU, OCTOBER 4-6, 2017 KAYIBANDA Ingabire Julian Deputy Vice Chancellor Planning, Administration and Finance

2 Empowering Women for Economic Development 2 Principles: Establish high-level corporate leadership for gender equality. Women s economic empowerment is the hot topic of the moment. There are relevant targets across at least seven of the sustainable development goals (SDGs). Treat all women and men fairly at work Ensure the health, safety and wellbeing of all women and men workers. Promote education, training and professional development for women. Implement enterprise development, supply chain and marketing practices that empower women. Promote equality through community initiatives and advocacy.

3 Why the Buzz (WEE)? 3 Prerequisite for Sustainable Development Achieving SDGs Economic Empowerment is a Right Approaches to economic empowerment concentrate on factors that help women succeed and advance in the marketplace

4 Women & The Profession : Facts 4 Technicians and Associate professionals =0.4 % (NISR 2014) Women Professionals in Rwanda= 1.9% Vs 3% Men (NISR 2014) Women = Below 5% partners in CPA in less developed countries

5 Women between the Spreadsheets 5 The question of the presence of women in the profession still suffers from a lack of visibility in many countries, therefore not engaging consideration or investment by national and professional entities. Marginalizing of women is more common than we want to admit; As much as we don t want to admit it, women are still being diminished, sidelined, suppressed, and thought less of because of being women and because they are different from the leadership norm

6 Women & the Professional Reconciliation 6 1 st Reason Conflict between responsibilities outside of work and the intense commitment required progress in accounting profession (Cost of Ambition) 2 nd Reason Lack of Visibility (Lack of female role models and female leaders are not as visible as men 3 rd Reason Career navigation and guidance (Eg. ambition seems to be harder for women to express as competitive behaviors tend to be seen as more appropriate for men than for women) even when qualified

7 The impact on the Profession 7 Increased need for gender diversity at the leadership level to broaden leadership models Increased need for gender diversity that mirrors the talent pool and shifting marketplace Sustainable growth models The absence of women in the profession is a business issue that can impact sustainability Bottom line cost of the loss or stagnation of high potential talent Sustainable succession planning models Viable exit strategies

8 What can the Accounting Profession Do? Adjust the entry! 8 The lack of progress of women in the accounting and other professions is a business issue that has the power to impact the sustainability of firms if targeted efforts to increase retention and development are not pursued. Personal accountability needs to be expanded: individuals have the power to take accountability, step up to what has to be done, and have the courage to make change, both on the individual level, and the organizational level. (Self empowerment) Proposed Solutions

9 Mind the GAAP 9 Working with allies and partners Working in partnership for women s economic empowerment Investigate your own business case look closely at the potential barriers Open doors & Share your Story Understand when and NOT how firms will implement programs Take a broad view of mentoring: Recognition

10 Value your Assets.. 10 I would like to invite you to ask yourself these questions: How much visibility is there to this topic (i.e., of the importance of accounting firms developing and retaining experienced women professionals) in Rwanda Has your company documented its business case for engaging in a strategic effort to retain and develop female talent? Is your firm actively engaged in broadening its talent recruiting, training, development, and retention programs in order to appeal to and retain experienced women professionals?

11 The Closing Balance 11 There is an explicit link between a company s bottom line and the return an empowered and diverse talent pool can offer, Research has shown that companies that have women well-represented at senior levels in the organization, perform better than those who do not. This builds the case that women make a significant and invaluable contribution at the leadership table provided that they get to the table. THANK YOU