Malawi's Young Feminists Spotlight Untapped Potential in Pay Equity Dialogue
In a nation where gender inequality ranks high on the Human Development Reports’ index, such dialogues are vital.
LILONGWE, Malawi— In a virtual gathering that bridged rural farms and urban offices, Malawian women shared raw stories of wage disparities on Thursday, Sept. 25, 2025, urging a national reckoning with the gender pay gap that stifles economic growth, writes Winston Mwale.
The Young Feminists Network (YFN), a youth-led organisation advocating for women’s rights across Malawi, hosted the online roundtable and storytelling session to commemorate International Equal Pay Day.
Titled “Potential: Focusing on the untapped societal potential due to the persistent gender pay gap,” the 90-minute Zoom event drew panellists and participants from diverse sectors, including agriculture, entrepreneurship and civil society.
It highlighted how pay inequities not only undermine women’s livelihoods but also rob the nation of broader societal and economic advancement.
“Women make up at least around 45% of the agriculture labour force in emerging markets, while only receiving 7% of the total agriculture investment,” said Tiwonge Gondwe, a smallholder farmer and panellist, during the discussion.
“So, is this equal pay, equal opportunity? These gaps reinforced inequalities in investment.”
Her words echoed a stark reality in Malawi, where women face an 8.4 percentage point employment gap compared to men, with lower rates particularly among those in rural areas.
According to a recent UN Women report, the adjusted gender pay gap in Malawi persists across formal and informal sectors, exacerbating cycles of poverty and limiting national progress.
Women earn about 26% less than men for similar work, with daily wages in some rural jobs as low as 31 Malawian kwacha (about $0.15) for women versus 42 kwacha ($0.25) for men.
International Equal Pay Day, observed globally on Sept. 18, underscores efforts to achieve equal pay for work of equal value, as championed by the United Nations and the International Labour Organisation’s Equal Remuneration Convention.
The 2025 global theme, “Achieving Equal Pay for Work of Equal Value to Ensure Women’s Economic Empowerment, Social Justice, and Overall Economic Growth,” aligns with YFN’s focus on “Potential.”
Yet in Malawi, where the labour force participation rate for women stands at 63.2% compared to 71.1% for men, the day serves as a call to action amid ongoing challenges like early marriage, gender-based violence and limited access to education.
Founded in 2018 by Ulemu Hannah Kanyongolo, YFN has grown into a network with chapters in Blantyre, Lilongwe, Zomba and the northern region, uniting young feminists in activism for social justice.
The organisation, which elected its first executive committee in May 2025, aims to amplify youth voices on issues like gender-based violence and economic inequality.
Thursday’s event, delayed from the official date due to scheduling, provided a platform for reflection, storytelling and strategy-building, drawing on perspectives from groups like the Women Lawyers Association, Malawi Economic Justice Network, ActionAid Malawi, Girl Up Elevate and LAITE.
Participants, including Tiwonge, Lydia Jade Makonda, Maria, Flora Ngina Mwale, Bridget Oscar Phiri, Beatrice Mbamba and others, delved into whether the gender pay gap still exists in Malawi—a resounding yes, according to all.
“I think the pay gap still does exist,” said Lydia, noting variations across industries like government and private sectors.
“Although this does vary on the industry you’re in, be it the government or the private sector. So, it just really depends where you are.”
Tiwonge, speaking from her experience as a smallholder farmer, expanded on women’s underrepresentation in decision-making and resource allocation.
She cited the agriculture sector, where women provide the bulk of labour but receive minimal investment.
“I’ve experienced that a lot of women had potential, had interest, passion to go for political positions. But due to the gender gaps, which we are seeing, they are denied the opportunity, the right,” she said.
This sentiment resonates with broader data: Women entrepreneurs in Malawi generate 46% less in sales than their male counterparts, often because men leverage agricultural savings for startup capital and hire more workers at higher pay.
In a country where the employment rate is projected at 68.57% for 2025, women’s lower wages and unpaid care work—such as household chores and child-rearing—further entrench disparities.
The dialogue shifted to personal stories, revealing how stereotypes and societal hierarchies amplify inequities.
Tiwonge recounted exploitation in Chinese-owned shops and hardware stores, where workers, predominantly young women, earn below the minimum wage without lunch breaks or safe conditions.
“If you ask the amount of money they are getting, it’s very little. But in Malawi, we have a minimum wage, and those people are not paid adequately,” she said.
Bridget shared a direct experience of pay discrimination: “I’ll have to say yes, I have. Not suspected, but have also experienced it... Even my situation was that I had more work than the male, but the male, just by being male, was being paid more than I.”
Such anecdotes illustrate the “motherhood penalty” and gender biases in promotions, where women are overrepresented in low-paying informal jobs.
In domestic work, men are labelled “chefs” while women are “cooks,” leading to lower pay for the latter.
“Men are the ones who get paid. Men in the houses are the ones who keep the finances, and they make decisions about these things,” Bridget added.
Maria highlighted intersectional layers, including disabilities, rural-urban divides and impacts on sexual minorities.
“I’ve seen people have such experiences where they’re working in the same space with male counterparts and their praise and the pay are actually different, where the male counterpart is being more praised and is given more opportunities than the female counterpart,” she said.
Beatrice extended this to growth opportunities: “It’s not just equal pay. It’s also about growth opportunities because I’ve also been in a setting where there are a lot of male people versus their female counterparts. But when it comes to opportunities for like workshops... It’s always the same people who are male going for those opportunities.”
These barriers mirror global trends, where the gender wage gap averages 20%, but in Malawi, cultural norms like patriarchal ownership of resources compound the issue.
Women hold only 27.2% of parliamentary seats worldwide as of 2025, reflecting limited political power to drive change.
Entrepreneurship emerged as a focal point, with participants discussing gender-specific hurdles.
One of the participants, who started in livestock management, said builders charge women more and deliver inferior work due to gender-based assumptions about their business capabilities and bargaining power.
Tiwonge described being denied a loan because she lacked property title deeds, while men with houses but no titles received approval for similar loans.
Yet another participant said border officials charged her more than male traders carrying larger cargo loads, explaining that men received preferential treatment and negotiation opportunities while women faced higher fees without recourse.
These challenges align with research showing women entrepreneurs in Malawi face limited capital, poor infrastructure and cultural norms viewing business as “men’s work.”
Currency devaluation and high production costs further strain female-led ventures, as seen in Elizabeth’s story of needing equipment but lacking funds.
Rural perspectives added depth, with Zaithwa Milanzi explaining how poor roads and high transportation costs force women to relocate for work, leaving them unable to return daily and creating difficult choices about childcare and household responsibilities.
Tiwonge linked infrastructure to market access, explaining that poor roads prevent farmers from transporting commodities to markets and increase transportation costs that reduce profits.
Beatrice said cultural norms around reproduction affect workplace perceptions, with employers viewing pregnant women as potential productivity risks due to anticipated maternity leave absences.
One participant emphasised women’s triple burden of managing household duties while travelling long distances to sell products, limiting their economic opportunities.
Solutions surfaced amid the critiques. One participant advocated dismantling gender prejudices that view women as inherently less qualified than their male counterparts.
Tiwonge stressed awareness and policy translation: “The first thing is to raise consciousness among women themselves so that women themselves can have a voice... We also need to translate those policies so that everywhere people can know the policies.”
For negotiation skills, Tawara suggested peer learning: “Another way is through peer-to-peer learning. Learning from how our fellow young women have done in terms of negotiations.”
Flora Ngina Mwale added self-esteem: “We also need to have high self-esteem, to believe in ourselves... It should start with yourself, with the confidence itself.”
On job interviews, Sylvia advised confidence and research: “One of the issues that we met was when people were getting interviewed, they were not as confident... Secondly, would not researching the company that you’re applying for.”
She emphasised tailored CVs and questions: “You update your CV and cover letter specifically to the job that you’re applying for... Always have a question for the panel.”
Elizabeth Misomali urged articulation: “You have to articulate your answers. Avoid giving one-word answers in interviews. Always try to have a conversation.”
The event closed with a call to action, reflecting YFN’s objectives: increased awareness, collaboration and recommendations for pay equity. “Change does not begin tomorrow. It begins today with us,” the moderator concluded.
In a nation where gender inequality ranks high on the Human Development Reports’ index, such dialogues are vital.
As Malawi aims for sustainable development, unlocking women’s potential through equal pay could boost GDP and resilience, experts say. YFN’s efforts, supported by partners like UN Women, signal a growing movement.
Yet challenges persist.
With women reinvesting more in communities, closing the gap isn’t just fair—it’s smart economics.
As Bridget put it: “We tend to get underpaid for that. Even in agriculture... women work twice as much as the men, but women are the ones that are underpaid.”
The virtual forum, though online, fostered real connections.
For Malawi’s young feminists, it’s a step toward a future where potential isn’t untapped but unleashed.