Free space

The woman does not belong in the kitchen

Faisal Muhammad Al-Shammari

March 20, 2021

In the context of a global obsession with celebrating Women's Day, which falls on March 8 of each year, and perpetuates the oppression and prejudice faced by female workers in a New York factory, which amounted to the loss of their lives, as a result of enslaved work conditions that reached their confinement inside the factory walls, despite the outbreak of a fire They were unable to leave and vacate the building because the building was closed to them, and this incident caused demonstrations demanding the rights of the disputed women.

Whatever the level of competence, a ceiling must be set for the size of individual responsibilities and ambition, to prevent it from clashing with human capabilities.

Finally, the account of a branch of an international fast food company posted a provocative tweet, stating that the woman belongs in the kitchen !!

Some considered this a cheap method of advertising, while branch officials justified, after deleting the original tweet due to the presence of offensive comments, that their tweet was not properly worded, as they wanted to draw attention to the fact that only 20% of professional chefs in UK kitchens are women And, to help change that, they award cooking scholarships, pledging they'll be better next time.

We will not call for a boycott of this company, and enter into an argument that the most famous chefs in the world are men, but rather we will enter the heart of the matter and the core of the debate debate.

The reality of equality always raises a lot of noise, and requires levels of transparency that many institutions still lack or face many challenges when dealing with them.

Real equality at work requires gender isolation, whether for male or female, when choosing, so that selection and appointment practices are neutral to classification and based on scientific and professional foundations with high professionalism, without neglecting the skills and job competencies required, which, if applied professionally, will reshape the job map. Institutional leadership.

The issue is not only about the percentage and numbers of women in a department or institution, nor is it the number of those who are included in the boards of directors. Rather, it is about the right human position in the right place without favoritism or consideration for social status, lineage, kinship, color, gender, accessibility, hypocrisy, friendly sessions and services. Especially, it is not related to the business or the institution.

We note the Securities and Commodities Authority’s decision to oblige public shareholding companies to appoint at least one woman in the boards of directors of these joint-stock companies, which will reduce the gender gap and raise the percentage of women’s representation from 4% currently to 20%, and we hope that this step will be the beginning of next steps. Promote equality (deserved) for women in the financial and business sector. Considering boards of directors only clubs for men is not justified.

It is desirable to set controls for the contraction of the theory of "Superman", meaning the presence of the same person, man or woman, in a large number of company boards and positions.

Whatever a person's competence, however, as the Arabs said, "God have mercy on a man who knew his own destiny."

Whatever the level of competence, a ceiling must be set for the size of individual responsibilities and ambition, to prevent it from clashing with human capabilities.

As well as determining the requirements of competence, experience and skills correlation with the concerned sector, it is not permissible, for example, to choose a person with scientific expertise in a sector with which he is not related, and has no experience in it.

This pure professionalism may be almost impossible, but it is the supreme goal and the noblest model of job justice.

It is not permissible to work as an employee, simply because she “may formally fit a group image,” and in a purely publicity fashion.

Nor because she is the wife (so-and-so or sister of Allan). Human resources policies and the governance of their implementation must pay attention to this type of conflict of interest, and recommend that it be addressed to ward off suspicions. Efficiency will certainly take its share of success away from the long shadow.

In addition, one sample of its flimsy success stories will attribute all women's true successes to hidden support, fraternal, marital, or other relationships.

Which we do not accept and will not be the basis for success for a woman, for she is the spirit of the place and half of society, if not the whole, then she is the mother, sister, wife and daughter.

Far from any polemics or flowery talk, it is the basis of the future at home, at work, at school and at home.

Let us all assume that equality is true, and for those who deserve it of both sexes, we do not want flimsy success stories, such as spider houses, and women do not belong to the kitchen ... unless she wants to do so.

- Digital transformation consultant, lecturer, and certified institutional excellence expert

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