Progress on Gender Diversity and Inclusion of Women with Specific Needs in the Tunisian Private Sector
Despite an existing legal framework, progress on gender diversity and inclusion of women with specific needs in the Tunisian private sector is slow. This was one of the main findings presented at an event organized on April 23 in Tunis, as part of the WOMENA project carried out by GIZ Tunisia.
Objective of the Event
The meeting aimed to take stock of gender diversity in companies, with a focus on the integration of women with specific needs. It is part of the Gender Diversity Management (GDM) approach, which seeks to promote inclusive and structured policies within Tunisian organizations. The stated objective is twofold: to share the results of a recent study and to open a space for dialogue between public, private, and civil society actors.
Key Takeaways
In her opening speech, Marwa Ben Rejeb recalled the framework of the program and emphasized the need to move from a logic of intention to a logic of concrete action in terms of inclusion. According to her, GDM is now a strategic lever for improving the social and economic performance of companies. The study presented by Bechir Lassoued, a GDM expert, highlights several limitations, including a lack of information dissemination and poor coordination between concerned structures.
Challenges and Limitations
- Lack of information dissemination: The problem is not only legal, but also related to orientation and support.
- Limited coordination: Many companies claim to be ready to recruit, but do not have the necessary tools to sustainably integrate these profiles.
- Gap between texts and their application: Despite legal obligations, their implementation remains partial, mainly due to operational constraints such as accessibility, mobility, or adaptation of workstations.
- Integration beyond recruitment: Integration is not limited to recruitment; it is necessary to think about the overall environment to guarantee stability in employment.
Way Forward
The event also identified avenues for action, including:
- Strengthening training
- Improving coordination between institutions
- Developing support mechanisms for companies The objective is now to define a priority action that will be supported in the next phase of the project, GDM2.
