State reports that the unified pension scheme attracted only 4% of National Pension Fund subscribers

In South Africa, during Women's Month, attention is once again focused on the growing number of women holding leadership positions in business, organizations, and government institutions. Nevertheless, experts point out that many women face an often underestimated obstacle to career advancement—the invisible workload performed outside of work.

The commentary asserts that in addition to existing issues such as workplace discrimination, limited access to funding, and unequal opportunities, professional growth for women continues to be negatively affected by unpaid mental, emotional, and logistical labor. Many women are forced to juggle numerous responsibilities beyond their careers, including childcare, supporting elderly parents, managing family finances, coordinating appointments, and maintaining kinship ties.

Even when household chores are distributed among family members, women often remain responsible for planning and organizing these tasks. According to the commentary, this 'mental load' can lead to decision fatigue, reduced concentration, and emotional exhaustion, which limits the time and energy available for developing leadership skills, networking, and securing high-level career opportunities.

The impact of this phenomenon extends to female entrepreneurs, who may lack the time to focus on business growth, interacting with investors, and expanding enterprises. The article also notes that traditional funding models may favor founders who are often able to travel and remain constantly available.

Technology can help reduce some of the administrative burden. Tools such as shared family calendars, financial management apps, telemedicine, digital healthcare solutions, meal planning platforms, grocery delivery services, and workflow automation can optimize daily duties and free up valuable time.

However, the commentary warns that technology is insufficient to solve structural inequality. Limited access to affordable internet, digital tools, and digital skills means that many women remain excluded from these benefits. Furthermore, there is a risk that technology will only increase women's efficiency in managing an unequal share of unpaid labor, rather than eliminating the imbalance itself.

The article calls on employers to implement truly flexible working conditions, evaluate performance based on results rather than visibility, recognize elder care alongside childcare, and actively support women in leadership roles. It also calls on investors to revise funding criteria that reward constant availability, and on families to share the responsibility for planning and organizing household tasks, rather than just helping with individual chores.

In conclusion, the commentary emphasizes that Women's Month should not only celebrate women who have reached leadership positions but also stimulate action to reduce the invisible labor that continues to limit women's opportunities and advancement.

The Ministry of Human Resources and Emiratisation (MOHRE) provided clarifications on Tuesday, August 4th, regarding the key differences between employment through a licensed agency and the direct hiring of domestic workers in the United Arab Emirates (UAE).

Although both options are available to employers, they differ significantly in terms of guarantees, legal liability, and protective measures.

Hiring through a licensed agency

When using the traditional hiring method, employers engage domestic workers through agencies that hold a MOHRE license. This arrangement is governed by a contract between the employer and the recruitment office, which provides the employer with the guarantees stipulated by UAE Labour Law for domestic workers.

Direct hiring of a domestic worker

Meanwhile, direct hiring allows employers to hire a domestic worker without involving an agency. In this case, employers must submit an application approved by MOHRE, taking full responsibility for the hiring process. MOHRE emphasized that direct hiring does not include the guarantees provided by the Domestic Workers Law, and employers cannot rely on any prior or future agreements, contracts, or guarantees related to the domestic worker.

These clarifications came after a recent campaign by the Ministry to monitor agencies. On July 27th, the ministry announced that 42 domestic worker recruitment offices were fined for 135 legal and administrative violations in the first half of 2026. According to MOHRE data, 106 of these violations were related to agencies failing to return all or partial amounts of recruitment fees to employers within the legally stipulated timeframe.

Under the executive provisions of the Domestic Workers Law, recruitment offices must refund payments within two weeks if the domestic worker returns to the agency or if termination of employment is reported. The Ministry stressed that compliance with refund rules is critical for protecting the rights of employers, maintaining balanced contractual relationships, and preventing disputes.

The automotive industry offers numerous career opportunities for individuals with technical inclinations. Although the manufacturing of vehicle bodies and accessories has traditionally been a male-dominated field, some key figures in the sector have recently begun taking steps toward greater gender inclusivity.

In this regard, the South African Vehicle and Body Builders Association (SAVABA) has joined forces with the Retail Motor Industry (RMI) to launch a targeted strategy. This strategy aims to accelerate skills development and promote gender transformation.

The sector, which encompasses manufacturers of truck bodies, trailer builders, and other specialized vehicle experts, provides a wide range of vacancies in areas such as production management, quality control, engineering, and customer interaction.

Ursula Emke-Engelbrecht, HR administrator at one of SAVABA's member companies that recently hired two mechanical engineer interns, believes that young women are particularly well-suited for technical tasks.

Intern Kimberly Shoko is successfully undergoing training in mechanical engineering. Emke-Engelbrecht noted that despite the underrepresentation of women in this field, they possess great patience and attention to detail, as well as smaller hands, which is ideal for complex wiring in automotive electrical systems. She added: 'We have seen firsthand that women can work just as well, if not better, in certain workshop positions. The problem is that not enough people enter this field.'

The company intern in KwaZulu-Natal, Kimberly Shoko, shared that the internship boosted her self-confidence and gave her a clear direction. She recounted: 'When I first arrived, I was very nervous, but the team was so supportive. Every day I learn something new—from welding techniques to understanding how all components fit together. It's one thing to study engineering in a classroom, and another to see it come to life on the production floor.' Shoko concluded that if someone is passionate about engineering, they should try, and not let anyone tell them they don't belong in this world. She also emphasized: 'I realized that women absolutely can succeed in this industry—and we bring a fresh perspective.'

Emke-Engelbrecht believes that such initiatives can significantly change the situation in the industry, as many students are not yet unionized or part of networks, and they need such platforms to connect with opportunities. SAVABA actively encourages its member companies to open doors for interns, especially in disciplines such as vehicle body fabrication, fitting, and turning.

SAVABA National Director Atti Serfontein stated that the recent placement of interns is a significant step toward overcoming barriers and building a more inclusive future in the sector. Serfontein explained: 'We strive to develop talent while eliminating the gender inequality that has traditionally characterized the automotive and bodywork industries. Through these initiatives, we are not only strengthening the talent pool but also actively contributing to transformation.'