Women in the Gig Economy: Empowerment through the Gender At Work Analytical Framework

The gig economy is a rapidly growing sector the world over, and women are increasingly participating in it. However, women face several challenges in the gig economy, including discrimination, lack of access to resources, and violence. But how can women participate fully? In this piece, we dissect an analytical framework that when utilized can lead to gender equality on digital platforms.

The Gender at Work Analytical Framework (GAW) is a tool that can be used to understand and address the above listed challenges in the gig economy. The GAW framework has four quadrants:

Looking at this framework, we can see two distinct aspects: an upper segment that pertains to the person, and a bottom part that tackles broader systemic difficulties that may affect a woman while she is engaged in digital platform work. The top section on the right-hand side, termed as resources addresses changes in obvious individual situations. These include increased resources, increased voice representation, freedom from violence, and enhanced access to health and education. To the left-hand side, still at the top section of the quadrant titled consciousness capabilities focuses on individual awareness and capability, which includes factors such as knowledge, competencies, political consciousness, and a steadfast commitment to advancing equality.

The bottom sections closely tackle systemic impacts. To the right-side of the quadrant named formal rules and policies, the focus is on official regulations as outlined in constitutions, statutes, and policies. The left-side, titled as informal norms and exclusionary practices encompasses informal prejudiced norms and underlying mechanisms that support inequities in day-to-day actions.

The GAW framework is a useful tool for identifying opportunities to empower women in the gig economy. For example, in terms of individual impact, organizations have the capacity to provide women with opportunities such as access to training and skill upgrading, as well as accommodations for childcare and other personal commitments.

Adopting measures that promote gender parity in the workplace, such as equitable remuneration for equivalent duties and anti-discrimination regulations, could be critical.

Some forward-thinking organizations like Akirachix and ShecodesKenya have taken steps to equip young women hailing from underserved communities with essential tech skills. Similarly, established institutions like Safaricom have set commendable examples by offering on-site childcare facilities and breastfeeding support services. These initiatives enable mothers to effectively balance their parental responsibilities with their professional commitments, fostering productivity and inclusivity within the workforce.

Moving our attention to the local level, partnership with local organizations can be beneficial in confronting gender stereotypes and lobbying for gender-balanced standards. Finally, when it comes to the institutional landscape, fighting for legal and regulatory reforms that enable women’s participation in the gig economy is critical.

Currently, Qhala, in collaboration with CIFF, is incubating one organization in Kenya that will bring together workers on digital platforms. We hope this will be the first step in pushing for more equality and dignity for platform workers, especially women in the gig economy.

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