Despite significant strides towards gender equality, many South African women continue to face entrenched societal barriers that limit their full potential. As the country approaches National Women’s Day, the focus must shift from symbolic celebration to meaningful empowerment. At RCS, this means taking measurable action to ensure women thrive both within the organisation and beyond it.
“With women representing 76% of our workforce – and 7 out of 11 senior executive roles – RCS is already well ahead of the national target of 50% women in decision-making roles,” says Sandi Richardson, HR Executive at RCS. “So, this Women’s Day, we’re celebrating not only the milestones themselves, but recognise the inclusive environment that we work in that has enabled this diversity.”
Beyond the accolades: driving real impact
In addition to maintaining its Top Employer status for the seventh consecutive year, RCS has also been acknowledged as a Gender Empowered Company for several years running. While these accolades validate the company’s efforts, the true measure of impact lies in how empowerment is embedded and sustained within the business.
“From our unbiased recruitment practices to a learning-centred workplace culture, we’ve fostered an environment where inclusion and development are the norm,” says Richardson. “Through our inclusive policies, proactive partnerships, and leaders who are open to diverse views and experiences, we’re working to advance gender equality beyond our business and into the broader economy.”
Central to this is RCS’ commitment to growth – both for its employees and for the communities it serves. Over the past year, the company has continued to invest in training, upskilling and educational support to ensure employees grow alongside the business.
At the same time, RCS is extending its impact through partnerships with organisations such as the Whitaker Peace & Development Initiative (WPDI). These initiatives support emerging entrepreneurs – many of them women – as they gain the skills to participate meaningfully in the economy and, in some cases, enter RCS’ own workforce.
Tamryn, CafeZCuba, commented: “The WPDI and RCS programs have been instrumental in helping me better manage and track my business finances. Through their support, I’ve gained the confidence and capacity to employ more people and create new opportunities within my community. The training and the grant provided have deepened my knowledge in key areas such as leadership and financial management. This support has truly enhanced my skills and empowered me to grow both personally and professionally. A special thanks to RCS and WPDI management for making me who I am today”.
RCS has also directly supported young women’s education, offering bursaries, internships and life skills training to women across South Africa. These efforts form part of a broader strategy to create a sustainable pipeline of talent – one that strengthens both the organisation and the South African economy.
“It all starts from within,” notes Richardson. “Having leadership that role model inclusion not only influences our internal culture, but it also shows the next generation what’s possible. It ensures that diverse voices help shape the direction of our business, industry and nation.”
Empowerment through inclusion
RCS’ customer base reflects the same reality seen in the company’s workforce. Currently, 58% of RCS customers are female – many of whom are the main or sole breadwinner. Through accessible credit products and free services such as the Welltec credit checks, RCS gives these customers the tools they need to build stronger financial futures.
“Empowering women financially leads to more resilient families, communities and economies. It’s one of the most direct ways we can contribute to long-term and sustainable change in South Africa,” says Richardson.
Leading by example in workplace safety
The national conversation around gender-based violence (GBV) remains as urgent as ever. Last year’s RCS Violence Survey once again highlighted the impact of community violence on the mental health and productivity of employees – with 83% of corporates acknowledging its negative effect. However, the availability of meaningful support has not kept pace with the need.
RCS continues to address this gap by investing in proactive measures that safeguard and support staff. These include onsite and virtual counselling services, along with an onsite clinic and mental health training for line mangers. Daily subsidised transport, self-defence training and a zero-tolerance to harassment and abuse in the workplace are crucial. RCS also supports NGOs that provide financial assistance to abuse victims.
“Corporates can no longer ignore the link between after-hours events and the workday,” says Richardson. “Supporting employees in leading safer, more fulfilled lives should be every employer's responsibility.”
A call to collective action
“The challenges facing South African women and society at large – from safety risks to the gender pay gap, to under-representation in leadership positions require a multi-faceted approach and partnership across business, community organisations and government” adds Richardson. “That’s why RCS collaborates widely with various stakeholders to scale what works: strong role models, community empowerment programmes and equitable career advancement pathways.”
This includes recognising the role of men as allies in building equal partnerships, both at home and at work. Achieving gender equality means supporting all employees to be part of the solution.
“By turning recognition into action, and leadership into impact, we remain committed to creating a future where each and every woman in South Africa can thrive,” Richardson concludes.
