Someone once said, "50 per cent of the world's population is women, and the other half, have mothers."
Recently, two major articles were widely carried on women in Islamic
fin-ance and highlighted the often heard issues: underrepresentation,
interaction with male bankers, travel for meetings in conservative
countries, from women scholars to women's branches, and so on.
If Islamic finance (IF) is about inclusion, where are the sisters?
Stage one of IF has been a male dominated industry. Stage two, march
towards $2 trillion (Dh7.3 trillion), will require addressing a major
bottleneck, lack of qualified people, and, it's here, women can have an
important role.
There are numerous studies on poverty reduction in the third world,
comprising almost all lof the 57 Muslim majority countries, emphasising
the role of women as effective managers in raising and educating
children, household finances, dealing with stakeholders (extended
families) if they are empowered with the right opportunity tools.
It is also important to separate cultural (mis)influence versus
references to women in the Quran, the Sunnah of the Prophet (PBUH), and
the leading roles of the Prophet Mohammad's wives, Khadija and Ayesha.
Eroding family structure
Finally, to those who say Sharia finance is a slippery slope of the
loss of women's rights or eroding family structure is not only ignorant,
but also against the wealth of studies by, say, World Bank/IMF. In
Muslim countries where Sharia finance exists, like Bangladesh,
Indonesia, Turkey and Pakistan, there have been women country leaders as
prime ministers.
To date, in the US, we have yet to have a woman president or vice-president.
Stage two of Islamic finance is corporate social responsibility,
including encouraging workplace diversity and rights of employees. It
can be said where countries have achieved the status of knowledge or
service based, the role of women has been elevated to managerial
positions.
Thus, issues related to continuing education scholarships, working
remotely or telecommuting, maternity leave and sabbaticals without
penalty, family healthcare coverage, and equal or equitable pay are not
luxuries, but commonly found in employment contracts.
How much of the above are offered to women in [Islamic] financial institutions (IFIs) in the GCC?
Beyond women in meaningful positions, it would be interesting to know
how many women-owned businesses ask for and receive financing compared
to male-owned businesses? An important facilitator for successful
entrepreneurship is the role of equity financing in the country. Yes,
IFIs have women designated branches and Ladies Banking, but that may be
more for deposit taking and offering investments and wealth management
solutions.
Are women designated branches and banking most profitable for an IFI?
Counted on one hand
IFIs role as financial intermediaries in deploying surplus capital
from, say, women's branches for non-real estate projects can be "counted
on one hand."
Thus, can it said that IFIs are driving Muslim entrepreneurs towards Riba-based lending for non-realty financing?
In providing Islamic fin-ancing to more women-owned businesses, it may have an interesting multiplier effect.
Obviously, as these businesses grow, they will encourage women to
apply for jobs, internships by college students, women-owned businesses
acting as suppliers and vendors.
In recent years there have been media stories concerning corruption
and fraud at IFIs, and it usually involved men. There have been numerous
studies showing that when women are in charge of family finances, the
outcome includes a more stable home environment and educated children.
This leads to stability and profitable growth. Thus, women are more trusted and have good work ethics.
During the petro-liquidity spike years, there was much turnover at
IFIs due to unusually attractive compensation packages and shortage of
talent. Such job hopping increases banks' cost structures as people need
to be trained and integrated and adjust to the IT systems.
I suspect the percentage of men pursuing paycheque employment was much higher than women.
It would be interesting to see an index provider create a global
index of women led CEO companies, call it Women Businesses Leaders Index
(WBLIV) and pronounced as We-Believe index, for the following:
Performance compared to the world Islamic index over a market cycle of
10 years, employee turnover over the market cycle, awards received by
the companies and CSR activities of the companies.
Western women
If western women can lead public companies on the above parameters, enhancing shareholder value, they can also lead IFIs.
Cultural male dominance and mis-influence may take a generation to
address, but the need of the hour entails a more holistic approach to
encourage women to reach managerial positions.
It's well recognised that women are agents of change in families and,
if given the opportunity and encouragement, they will contribute to IF
2.0.
The writer is Global Head of Islamic Finance at Thomson Reuters.
The views expressed are his own and do not reflect that of his
organisation or Gulf News.