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

Comments

Popular posts from this blog

Its all about the numbers - retirement age

Weight, height, age, dress size, shoe size, all numbers that we (and the media) use to define people. I was fascinated by an article from the Leicester Mercury where the age of each witness to a bus crash in January were carefully listed. Sue Kellett, 56, whose front garden is bordered by the wall, was one of the first at the scene. Read more: http://www.leicestermercury.co.uk/Bus-driver-airlifted-hospital-collision-tractor/story-20512289-detail/story.html#ixzz31lXUuyZg Read more at http://www.leicestermercury.co.uk/Bus-driver-airlifted-hospital-collision-tractor/story-20512289-detail/story.html#9cHShVptF30lJw4X.99 Sue Kellett, 56, whose front garden is bordered by the wall, was one of the first at the scene. Read more: http://www.leicestermercury.co.uk/Bus-driver-airlifted-hospital-collision-tractor/story-20512289-detail/story.html#ixzz31lXUuyZg Read more at http://www.leicestermercury.co.uk/Bus-driver-airlifted-hospital-collision-tractor/story-20512289-detail/story.htm...

Feeding the Right Wolf

Feeding the Right Wolf This Cherokee story resonated with me (see below).     Like many business people, I get caught up in managing details, instead of focusing on strategy and growth.   Measuring myself against the Good Wolf concept has become a way of thinking for me. Feeding the good wolf - focusing on the right stuff! In a previous article on this topic, I commented that the message is simple, the wolf you feed is the one that grows. The good wolf attributes in a business are where we ideally should spend our time, that good old 80 – 20 rule focusing on our   engaged employees, improving client experience and quality of product,   to name a few. Creating a Good Wolf Environment While we have many different tools – appraisals, customer and employee surveys – to try and understand the temperature and levels of entropy in our businesses – the truth is that it is really difficult to explain to people that they are not seen as feeding the good wo...

Is the employee toxic or simply disengaged?

Is the employee toxic or simply disengaged?  And how to tell? Dissecting Employee Behaviour We spend hours of management time dissecting employee behaviour to ensure that not only is each employee delivering to a minimum expectation, he or she is not actively undermining the effectiveness of the business. We design KPAs (or KPIs, or whatever we want to call them), we run regular appraisals, we discuss career paths and succession plans, and  as long as toxic employees are delivering on their job description, we keep them! It’s only after they leave, when you hear the collective deep breath of relief from colleagues and management, that you can be absolutely sure of the negative impact. Underperformance vs Undermining My view has changed – rather an underperformer, than an underminer. So what to do? Once you have firmly established that undermining is the problem, the first step is to tell them that you are onto them! Never an easy task, because very few p...