Empowering Women in The Leather Industry: A Gender-Inclusive Approach

In response to the diverse and unique challenges that women employees face in the leather industries, LISEC (Leather Initiative for Sustainable Employment Creation), funded by the European Union and being implemented by UNIDO (United Nations Industrial Development Organization) has integrated gender in the project activities to ensure women’s and girls’ participation and equality in the beneficiary abattoirs, tanneries and micro, small and medium enterprises. 

The project was started with gender analysis which identified the gaps and opportunities in the leather industries to maximize equal opportunities and benefits for female employees. The findings came up with key areas of support such as gender-based job segregation, lack of daycare facility and safe workplace, and low participation in leadership and decision-making positions. 

In support of addressing these challenges, UNIDO-LISEC targeted the beneficiaries along the leather value chain with capacity building training for management staff and women employees of the beneficiary abattoirs and tanneries on ensuring gender equality, participation, leadership as well as prevention of gender-based violence.  

Among the beneficiaries of the project is Addis Ababa Abattoirs Enterprise (AAAE) that implemented gender-focused capacity-building training activities targeting 105 female employees. Following this, the company established a Gender Working Group (GWG), composed of five staff members (3 males and 2 females)– including the gender focal person, legal officer, health officer, performance supervisor and human resources officer. 

The Gender Working Group (GWG) was formed in response to the growing gender issues to be addressed as a team rather than by the gender focal person alone. The Group was established through nominations from different job categories to ensure fair representations. Group members collect gender related issues through consultations, reports and written or verbal complaints by employees, and each member brings the issues to the group for actions and decisions.

“Handling diverse issues from female employees through team consultation has been more effective,” said Melat Wale, the gender focal person. “In addition, we plan together gender awareness training and events for staff including March 8 for advocacy on the themes of the years.” 

Team formation and diversifying the group member has also enhanced the sustainability of the services even if staff turn-over happens. Male members also serve as “male gender champions” acting as key advocates to facilitate changes and actions for achieving gender equality and leadership. The diverse background of the members of GWG provided an opportunity for female employees to seek consultations on health, legal, gender, performance and human resource issues. The Group also provide counseling services on social and work related stresses.

One of the key issues coming from female employees was access to a child daycare service because of pressing responsibilities, said Anteneh Wndimagegn, a member of the GWG and a health professional. “We brought the issue to the attention of the management who took immediate actions by facilitating access to a daycare service in addition to allocating extra budget to equip with daycare supplies, items and play equipment.”

Leadership and assertiveness training 

Following the women leadership and assertive training, the company set out action plans including strengthening Gender Working Group, identify male gender champion, request budget allocation, and organize awareness raising activities. With this intention, the trainees identified 14 women employees based on interest and qualities to provide leadership and assertiveness training with the intention of bringing women to the leadership positions and decision-making positions. 

The training and follow up support we received from UNIDO have been useful to include gender equality and inclusion in our human resource policy, said Demeke Kiros, Deputy Director and Head of Human Resources. “As part of creating conducive working environment for women, our policies encourage women participation in all job categories, leadership and decision making.”

Following this, women employees have shown interest in joining flaying jobs in the abattoir, which was once limited to male employees due to its tougher physical demand. “Four female employees have already gone through practices and qualified for the job. Women are now as competent as men in flaying jobs and it was possible to break the stereotype of gender job segregation in our company, added Demeke. 

Addressing gender-based violence

Gender-based violence in all forms whether physical or psychological affects both men and women, but common amongst women and girls, said Mahlet Endalemaw, a senior auditor and a participant in the prevention of gender-based violence. “After the awareness training, women employees’ confidence to report gender-based violence has increased, and corrective measures have been taken against the perpetrators.” 

Commenting on this, Demeke said, “Victim female employees, not only report without fear of reprisal but gained the confidence to contest decisions. We have created an environment where no one is silent about gender-based incidences in our company.”  

Women are valuable employees of the company, said Demeke, “Women are successful in work ethics and performance. Disciplinary reports from women employees were zero whereas we dealt with nearly 200 men employees recently.” 

As a future plan, AAAE commits to strengthen the GWG and women-focused initiative for the continued women empowerment through training, promotion and opening up additional job categories for women and expanding the child daycare as demand is increasing from time to time. This is well incorporated in the company’s ten years strategic plan.