Gender inequalities in the formal workplace, a critical analysis of the Insurance Sector in Rwanda.

Abstract

This study sought to understand the gender inequalities in the formal workplace, specifically the insurance sector of Rwanda. The study was conducted on two insurance companies, MUA Insurance (Rwanda) Ltd. and Radiant Insurance Company Ltd. It was guided by four specific objectives, which are: i) to identify the gender inequalities that affect women at MUA and Radiant Insurance companies in Rwanda; ii) to examine the factors that lead to the gender equalities at MUA and Radiant Insurance companies in Rwanda; iii) to analyze the efforts undertaken by the stakeholders of MUA and Radiant Insurance companies to address the gender inequalities; and iv) to suggest practical solutions and recommendations to address the inequalities identified. The methodology used for this study was purely qualitative, and data was collected using individual in-depth interviews, focused group discussions, and a review of secondary data tools. Each company had thirteen (13) respondents, which included ten (10) females and three (3) males. Four (4) key informants who are knowledgeable in the area of study were also interviewed. In total, thirty (30) respondents participated in this study. Findings show that both employers and employees have misinterpretations of gender, which creates an inequitable environment mostly for female employees. Further findings revealed that there are gender inequalities such as a pay gap created by the need of the companies to maximize profits; a gap in decision-making where the higher positions of the company leadership are largely dominated by men and most females are found at the base of the company structure pyramid; and no mechanisms to address sexual harassment cases in the event they are committed. The available structures, such as reporting to Human Resource Managers, are not the most preferred by the employees on the ground that the Human Resource Managers are not well trained in gender and at times have some work-related issues with the employees being the main supervisor of their work, and thus it is hard for them to be impartial in case a sexual harassment case is reported to them. It was also established that companies‘ policies and manuals are gender blind, and this creates a basis for inequalities because decisions are made without consideration of gender aspects. The study recommends capacity building in terms of training for both employers and employees about gender equality and how it creates a conducive environment for all. The study further recommends training for women to enhance their skills so they can take up higher-level decision-making positions in companies. Also, putting together an independent committee on gender so that the same committee can handle sexual harassment and related matters.