Women in Development and Peace – Yasmine Abdulhafeez
Yemeni women working in the media face many challenges, the most prominent of which is gender inequality in various media outlets. This reduces their participation in the media and confines them to limited fields and specific positions.
There are several reasons that have contributed to the limited presence of women in media institutions compared to men. One of these reasons is that the practice of journalism in Yemen is still predominantly male-dominated, in addition to cultural norms and traditions, as well as the lack of qualifications and training in those fields and others.
According to a study released by the Economic Media Center in 2017, titled “Women’s Presence in Yemeni Media,” it has been proven that there is limited presence of women in television channels, comprising 9.7%, while men make up 90.3% of the presence in that medium.
The study confirmed that the presence of women as program presenters on television channels is the highest percentage compared to other positions, at 11.7%, while men constitute 20.9% in presenting news and television programs on Yemeni channels.
The same study demonstrated that the percentage of women’s presence as field correspondents on television channels is 4.4%, while men make up 30.6%.
The study also stated that the percentage of women’s participation in news and television program production on Yemeni channels is 1.6%, while men’s presence in this field accounts for 18.6%.
The study, which targeted seven Yemeni channels including Belqees TV, Al-Saeedah TV, Yemen Shabab TV, Yemen Today TV, Hadhramout TV, and other Yemeni channels, found that women are completely absent in the field of program production and news. In contrast, men’s participation in these aspects is only 12.2%.
Gender in the Media Field
Media professor at Qatar University, Abdulrahman Al-Shami, says, “Yemeni women have made significant progress by joining various Yemeni media institutions in different positions. However, they still face many obstacles and restrictions that prevent them from obtaining their rights in this field.”
He emphasized that the presence of Yemeni women in media institutions is a significant addition to addressing issues and topics relevant to Yemeni women. Without their presence in these fields, these issues are largely overlooked. The involvement of actors, advocates, and stakeholders in these issues plays a vital role in addressing them.
He continues, “The opposite is also true; when these actors are absent, these issues are also absent, whether in decision-making or participation in it.”
He believes that there are many challenges encountering Yemeni women, whether in the field of employment, occupying leadership positions, or dealing with them due to the social and cultural heritage that sometimes diminishes the status of women. The prominent solutions lie in the continued struggle and advocacy for women’s rights by women and their supporters.
On the other hand, an academic, who preferred not to mention his name, says, “Women’s roles should be equal to men’s roles in the media field or elsewhere. To shed more light on the media field, it becomes clear that women’s roles are very limited; as senior leadership positions in the media are dominated by men, especially in fieldwork, media coverage, and the work of correspondents.”
He believes that the work of women in Yemeni media institutions is limited to office work or working from home in the era of electronic journalism.
He emphasized, “We need to redefine roles and professional positions not based on gender. This division is arbitrary and primitive; equality should be the basis. Jobs, tasks, and responsibilities should be based on competence, ability, and professionalism, not on gender.”
Meanwhile, Samia Al-Aghbari, former head of the media department at Sana’a University, says, “Women working in Yemeni media come across many challenges, including the fact that many women in media institutions work on a freelance basis rather than as official employees. In addition, there are difficulties in performing some media tasks, such as field reporting and correspondence, and other obstacles that hinder women’s participation in the media field.”
Al-Aghbari believes that there must be coordination between media colleges and departments in Yemeni universities and media institutions, and conducting realistic field research and studies to investigate the conditions of women working in various media, and to discuss their issues and problems. This is to develop plans and policies to understand the reality they live within those media outlets, and to determine the percentage of graduates from media departments, some of whom do not find job opportunities.
Bassam Ghabr, a journalist and media trainer, says, “In order to provide a real description of the roles of gender in media institutions, it cannot be isolated from the narrative or the general view of society, and certainly Yemeni society has a specific classification regarding gender, especially for women, and this has been reflected in media institutions.”
He adds, “The society has defined specific roles for women, such as covering certain topics like women and children’s issues, or restricting them to certain fields, believing that such topics are only suitable for women to discuss, or that women are not suitable to cover certain issues. This is also reflected in the issue of management and leadership in many media institutions.”
Ghabr emphasizes that many media institutions do not empower women in decision-making positions, and therefore, these institutions do not have a balanced gender representation. He states that the roles of gender in media institutions are still regressive due to the prevailing male-dominated culture in society.
He believes that the main challenges are the prevailing male-dominated culture, which results in predefined roles in coverage, for example, being responsible for managing women and children. Another challenge is the limited access to decision-making positions in media institutions for women.
Ghabr continues, “Another challenge faced by women working in media institutions is the difference in some salaries. There are many cases in this field where women working in media institutions do not receive equal pay compared to men, and the same work done by male journalists may earn more than female journalists.”
Ghabr emphasizes that many media institutions do not empower women in decision-making positions, and therefore, these institutions do not have a balanced gender representation. He states that the roles of gender in media institutions are still regressive due to the prevailing male-dominated culture in society.
He believes that the main challenges are the prevailing male-dominated culture, which results in predefined roles in coverage, for example, being responsible for managing women and children. Another challenge is the limited access to decision-making positions in media institutions for women.
Ghabr continues, “Another challenge faced by women working in media institutions is the difference in some salaries. There are many cases in this field where women working in media institutions do not receive equal pay compared to men, and the same work done by male journalists may earn more than female journalists.”
Laws Ensure Women’s Participation in the Media Sector
Article No.15 of Republic Decree No. 95 of 1998, regarding the regulations of the Ministry of Information, states the following:
“The General Administration of Employee Affairs shall prepare the workforce and wages project for the Ministry, in accordance with the work needs and development program, in coordination with the specialists in the Ministry, and address employee issues such as appointment, training, leaves, transfers, secondments, loans, retirement, social insurance, and other cases, as well as service entitlements, in accordance with the prevailing laws and regulations, and follow up on their completion with the relevant authorities.”
Paragraph (9) of this article states the following, “Caring for employees, and developing work relationships and human relations within the Ministry, leading to raising morale and harmonizing work relationships.”
Paragraph (10) states, “Defining the basic duties of the workers, and applying systems related to administrative control.”
In paragraph (11), it states, “Addressing any issues related to the employees of the ministry.”
On the other hand, the first chapter of the fourth section of the Yemeni Labor Law addresses the regulation of women’s work as follows:
Article (42) states, “Women are equal to men in all work conditions, rights, duties, and relationships without any discrimination. Equality between women and men must be achieved in terms of employment, promotion, wages, training, qualification, and social insurance. The requirements of the job or profession shall not be considered as discrimination.”
Article (43) of the same law states, “1- The daily working hours of a pregnant woman shall be reduced to five hours if she is in her sixth month of pregnancy, or if she is breastfeeding until the end of the sixth month, and this period may be further reduced for health reasons based on a certified medical report. 2- The working hours of a breastfeeding woman shall start from the day following the end of her maternity leave and continue until the end of the sixth month.”
Article (44) stipulates, “It is not permissible to employ a woman for overtime hours from the sixth month of pregnancy, and during the following six months after starting work, following her maternity leave.”
Article (45) states, “1- A pregnant worker is entitled to maternity leave with full pay, for a duration of sixty days. 2- Under no circumstances should a working woman be employed during maternity leave. 3- A pregnant worker shall be granted an additional twenty days to the days mentioned in paragraph (1); in the following two cases: a) If the delivery is difficult, as proven by a medical decision. b) If she gives birth to twins.”
Article (46) states, “a) It is prohibited to employ women in hazardous, strenuous, and socially or physically harmful industries and activities, as determined by a decision from the minister regarding prohibited activities under this paragraph. b) Women are not allowed to work at night except during the month of Ramadan, and in those activities specified by a decision from the minister.”
As for Article (47), it stipulates: “The employer who employs women in work must publicly announce the system for employing women at the workplace.”
Agreements
Article (11) of the Convention on the Elimination of All Forms of Discrimination against Women, published on the United Nations Human Rights website, states the following: “States Parties shall take all appropriate measures to eliminate discrimination against women in the field of employment in order to ensure, on a basis of equality of men and women, the same rights, in particular: a) The right to work as an inalienable right of all human beings. b) The right to the same employment opportunities, including the application of uniform criteria for employment matters.”
It also states in paragraph (c): “The right to free choice of profession and employment, the right to promotion, job security, and all benefits and conditions of service, the right to receive vocational training and retraining, including apprenticeships, advanced vocational training, and recurrent training.”
Paragraph (d) of the convention stated: “The right to equal remuneration, including benefits, and the right to equal treatment in respect of work of equal value, as well as equality in the evaluation of the quality of work.”
As for paragraph (h), it stipulates: “The right to social security, particularly in cases of retirement, unemployment, illness, disability, old age, and other incapacity to work, as well as the right to paid leave.”
Paragraph (w): “The right to health protection and safety in working conditions, including protection of reproductive function.”
Article (2) of this convention stated: “In order to prevent discrimination against women on the grounds of marriage or maternity and to ensure their actual right to work, States Parties shall take appropriate measures:
- a) Prohibition of dismissal on the grounds of pregnancy or maternity leave, and discrimination in dismissal on the basis of marital status, with penalties imposed on offenders.
- b) To introduce a system of paid maternity leave, or leave with similar social benefits without loss of previous employment or seniority or social allowances.”
- c) To encourage the provision of necessary supportive social services to enable parents to reconcile family responsibilities with work obligations and participation in public life, particularly by promoting the establishment and development of a network of childcare facilities.
- d) To provide special protection for women during pregnancy in occupations proven to be harmful to them.
As for Article (3), it states: “Legislative protective measures related to the issues covered by this article must be periodically reviewed in light of scientific and technological knowledge, and amended, repealed, or expanded as necessary.”
The underrepresentation of women in media institutions, especially in leadership positions, reflects the extent of marginalization of women in many fields traditionally dominated by men, including the media industry. Women have begun to assert their presence in various forms of media, including print, visual, and audio, as well as in new media platforms.
In recent years, many Yemeni women working in the media field have turned to creating their own platforms through social media, most of which are managed by women. These platforms address various women’s issues, including their successes, struggles, and real-life experiences.
Many women have emerged as content creators and influencers on social media, including journalists and media professionals who did not find suitable opportunities in traditional media institutions. These women have achieved success through their social media platforms, and many of them have transitioned to television as a result.
The absence of female leadership in media organizations negatively impacts the coverage of women’s issues. How can media institutions, where men dominate most of the leadership positions, have sufficient insight into the most important aspects concerning women, which are essential to be covered in the media?