Each year, on 9 August, South Africa pays homage to the extraordinary women who courageously marched to the Union Buildings in 1956, advocating for their rights with dignity and tenacity. This historic moment deserves to be commemorated - not merely through flowers and eloquent speeches - but through a reflective exploration of how workplaces can truly embody the spirit of that day.
As a business leader contemplating impactful ways to celebrate Women’s Month at work, this is a prime opportunity to engage with the aspirations and realities of the women in your organisation.
This article offers a strategic lens on Women’s Day in South Africa, drawing from the 2025 Working Women in South Africa Report by RecruitMyMom.
A shift towards meaningful recognition.
Symbolic gestures have their place. However, when it comes to long-term impact, working women are looking for meaningful conversations, practical support, and thoughtful policy.
The data shows that most women in your team are motivated by three key drivers:
- Financial stability (74 percent say it’s the main reason they work)
- Growth and development (84 percent want to progress)
- Full-time work with flexibility (preferred by 68 percent)
Addressing these needs does not necessitate sweeping reforms. Instead, it calls for clarity, consistency, and continual conversations.
Growth does not always mean a promotion.
Career advancement can manifest in myriad forms. Not all women seek vertical promotions; some yearn for deeper expertise, cross-functional exposure, or purpose-driven work.
At RecruitMyMom, we recently engaged one of our fractional HR managers to guide our team through individual development planning. These conversations help us better understand what growth means at a personal level, whether it’s new technical skills, client-facing responsibility or more autonomy.
In your organisation, this could take the shape of:
- Skills-based stretch assignments
- Lateral moves across departments
- Accredited training or professional certifications
- Project leadership for high performers
In smaller or flat-structured businesses, redefining “growth” can unlock value, loyalty and retention for individuals and the organisation.
Financial stability is business critical.
With 41 percent of South African women acting as sole household earners, financial security is more than a motivator. It shapes how employees engage, perform and make career decisions.
You do not need to solve personal financial challenges, but thoughtful support can make a real difference. Consider:
- Sharing access to vetted financial wellness or debt counselling services.
- Offering transparent, benchmarked salary ranges.
- Structuring remuneration with clear cost-to-company communication.
- Introducing voluntary savings or early wage access, where possible.
Financial well-being underpins focus, confidence and retention. Supporting it is a sound business decision.
Flexibility starts with clarity and productivity.
Workplace flexibility continues to be a top priority. However, introducing or evolving flexible arrangements often raises valid questions for business leaders, chief among them: How do we maintain productivity and accountability?
The answer lies in setting clear expectations. Flexibility becomes easier to manage when employees understand the outcomes that matter and how success is measured. Shared dashboards, weekly check-ins and simple KPI tracking can keep everyone aligned.
Flexibility does not mean working less; there is no one-size-fits-all solution when adopting flexible working. It means working differently, and often more effectively. While only 3.4 percent of women surveyed want full-time, in-office roles, 68 percent prefer full-time work with flexibility. Meeting those needs can make all the difference in retaining experienced, mid-career women.
AI tools that help teams prioritise work, automate admin and manage schedules can support flexible delivery without compromising business results.
Benefits that matter most
The benefits women value most medical aid, pension or provident fund contributions, training and bonuses deliver more than goodwill.
Private medical aid helps employees avoid hours in public healthcare queues, resulting in fewer days off sick and higher productivity. Pension contributions reduce financial anxiety, which helps maintain focus. Training equips your team to respond more effectively to change, reducing dependency and unlocking capability.
These are not perks. They are practical business tools that support healthier, happier, more resilient teams.
Ask before you act
Listening is one of the most effective ways to mark Women’s Month. Host a roundtable or share a short, anonymous survey. Ask open-ended questions like:
- What does flexibility mean to you?
- What would support your personal and professional development?
- What workplace barriers are affecting your ability to grow?
- Do you feel seen and heard in this organisation?
These insights will help you shape solutions that resonate. The result will be stronger employee engagement and better business alignment.
A practical, people-first approach
Commemorating Women’s Day in South Africa is more than a calendar event. It’s an opportunity to support the people who drive results every day.
Women are among the most loyal employees. RecruitMyMom’s data shows that 65 percent of working women remain with one employer for three to ten years, far above the national average. This level of commitment deserves recognition, and when supported, it translates into business continuity and stronger teams.
Let’s make August count not just with kind words, but with lasting action.
