Skip to main content
Women and Property Ownership – is it really 1%?

As Women’s Month drew to a close in South Africa yesterday, I thought the topic of property ownership was worth further investigation.

Over the past month, I have participated in a number of women’s events, both as a speaker and as a member of the audience.

Some of the speakers have cited a statistic that puts 1 or 2% of property in the hands of women, globally.

According to Philip Cohen, (link below), this is a feminist myth that won’t die.

All the reading I have done, subsequently, has indicated that the basis for this stat is not readily available although Philip Cohen’s article does offer an answer to the source.

Cheryl Doss (link below) does give some interesting statistics around African property ownership and also says that the 2% is not based on documented statistical research.

All this preamble is to get to the point that while the actual % is obviously important, it is also a reality that less women than men own property.

The African Union (AU) has declared 2010 to 2020 the decade of the woman, and put 10 major issues on the table.   (See link to report below). 

Although, property ownership isn’t specifically mentioned, achieving even a portion of the 10 issues should result in more women owning property, whether homes, farmland or commercial land and property.






Links, References and Notes
http://wgd.au.int/en/sites/default/files/African%20Women's%20Decade%20-%20English.pdf

Note

Thank you for reading Teryl@Work.   Should you wish to use any of the material, please acknowledge this blog as the source.



email:      tschroenn@accsys.co.za

twitter:   @TerylSchroenn

Popular posts from this blog

Resignation - keep building relationships

Resignation – avoid burning those bridges It has been a great pleasure working with a colleague like you. Now, you are off to your next big challenge! Good luck and farewell!
Isn’t that what we all want to hear when we leave?  We were appreciated and we will be missed.
The need for all parties to maintain professional conduct in the event of resignation is critical, particularly now when we are working within an unsettled socio-economic climate. Employees should avoid damaging relationships, and employers need to adopt a neutral approach and ensure that there are policies and processes that enable the separation to be objectively handled.  For example: ·A formal resignation letter is required·A formal acceptance of resignation is issued confirming any special conditions·An exit interview takes place·Handovers are planned and executed
Our HR team advise those who resign their position to adhere to a few golden rules. Failure to do so could harm whatever bonds have been formed at the workpla…

It's Not Your Fault, But..

It’s Not Your Fault, But…
Its’s not mine, either. When something goes wrong, whether at work or home, most people immediately start casting around for somebody to blame. Over the weekend, I was reading and drinking a cup of coffee which was perched on the arm of the couch.  I do this daily, and have never spilled it.   My daughter came into the room, I put my reader down next to me and we started chatting.  A little later, I picked the reader up, turned to my coffee, and knocked it over.  Something in my expression caused her to ask whether it was her fault.  Of course, it wasn’t, but a mean, small part of me was thinking, well, no, but if you hadn’t come in the room…  And she was kind enough to help me clear it up!
If that lamp post wasn’t there If that faster person wasn’t in the race If the traffic light hadn’t turned red at just that moment If we hadn’t hired Joe, I would have got the promotion If, if, if….. We are very quick to accept the “if” when it is about us, and much slower to do so…

It's Not My Job

It’s Not My Job
Assuming that there are reasons for saying this: 1.It’s not your job and is totally is outside of your skill set 2.It’s not in your KPIs and you don’t want to do it 3.You believe you are being exploited and want to draw a line as to what you will and won’t do. Outside your skill set This is reasonable and there could be many scenarios where this is appropriate
·Where there is a safety or special licence requirement to do the job eg driving a forklift truck
·Where there is a formal qualification like giving legal advice
·Where additional qualifications are required as in a medical doctor without surgical qualifications or experience


Not in my KPIs This response could be perceived as a lot more negative, not to mention career limiting. If there is a good reason why you can’t step outside your pure job description, share that immediately.  ·“I would love to be able to help, however, I need to complete this project by 5 pm today and I am out of the office all day tomorrow at our larg…