ALP38
Upcoming SlideShare
Loading in...5
×
 
  • 338 views

 

Statistics

Views

Total Views
338
Views on SlideShare
188
Embed Views
150

Actions

Likes
0
Downloads
0
Comments
0

2 Embeds 150

http://www.indiancag.org 134
http://indiancag.org 16

Accessibility

Categories

Upload Details

Uploaded via as Adobe PDF

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    ALP38 ALP38 Presentation Transcript

    • WE PRIDE OUR DAUGHTERS Manthan Topic: Walk With Equality: Ensuring Safety And Empowerment Of Women TEAM DETAILS: Team name: ALP38 Members of team : Anjali Kataria, Kunal Ahuja, Mitasha Sapra, Lubna Siddiqui, Piyush Bhatia Team coordinator e-mail id: sonakshiverma46@yahoo.in College Name and City: Dronacharya College of Engineering, Farrukh Nagar, Gurgoan, Haryana-123506 Course : B.TECH(Information technology) Year and batch: 2nd year(2012-2016)
    • STATUS OF WOMEN IN INDIA • I spite of I dia’s reputatio for respecti g wo e , i cludi g treating her as a goddess, from ancient time till now, women are being ill-treated. • Laws made by Indian Government: 1. National Commission for Women-1990 2. Fifth Five Year Plan-(1974-78) 3. The Hindu Marriage Act-1955 4. Equal Remuneration Act-1976 5. The Dowry Prohibition Act-1961 • There are many other acts made by Indian govt. , but unfortunately not even one of the act is being followed by any citizen of India.
    • Problem Facing Women Cultural Problems • Gender specific specialization (work) • Cultural definition of appropriate sex roles(sexual harassment) • Rape • Acid throwing • Belief in inherent superiority of males • Customs of marriage(Dowry) • Notion of the family as private sphere and under male control Economic Problems • Limited access to cash and credit • Limited access to employment in formal and informal sector • Limited access to education Sex ratio chart
    • As a result of cultural and economic factors, women face discrimination right from the childhood. A ordi g to o e’s esti ate, e e as adults o e o su e appro calories less per day than men. The sex ratio in India stood at 933 females per 1000 males at 2001 census and out of total population, 120 million women live in abject poverty i.e., lack of healthcare facilities and poverty has been resulting in India accounting for 27%of all maternal deaths worldwide. Death of young girls in India exceeds that of young boys by over 300,000 each year and every 6th infant death is especially due to gender discrimination.
    • Solution Proposed Establish high-level corporate leadership for gender equality. Treat all women and men fairly at work – respect and support human rights and non- discrimination. Ensure the health, safety and well-being of all women workers. Promote education, training and professional development for women. Implement enterprise development, supply chain and marketing practices that empower women. Promote equality through community initiatives and advocacy. Measure and publicly report on progress to achieve gender equality.
    • Implementation and Impact of Solution I. Leadership Promotes Gender Equality  Affirm high-level support and direct top-level policies for gender equality and human rights.  Establish company-wide goals and targets for gender equality and include progress as a fa tor i a agers’ performance reviews.  Engage internal and external stakeholders in the development of company policies, programmes and implementation plans that advance equality.  Ensure that all policies are gender-sensitive – identifying factors that impact women and men differently – and that corporate culture advances equality and inclusion.
    • II. Equal Opportunity, Inclusion and Nondiscrimination  Pay equal remuneration, including benefits, for work of equal value and strive to pay a living wage to women.  Ensure workplace policies and practices are free from gender-based discrimination.  Implement gender-sensitive recruitment & retention practices & proactively recruit & appoint women to managerial and executive positions and to the corporate board of directors.  Support access to child and dependent care by providing services, resources and information to women.
    • III. Health, Safety and Freedom from Violence  Taking into account differential impacts on women, provide safe working conditions and protection from exposure to hazardous materials and disclose potential risks, including to reproductive health.  Establish a zero-tolerance policy towards all forms of violence at work, including physical abuse, and prevent sexual harassment.  Respect women and men orkers’ rights to ti e off for medical care and counselling for themselves and their dependents.  Train security staff and managers to recognize signs of violence against women and understand laws and company policies on human trafficking, labour and sexual exploitation.
    • IV. Education and Training  Invest in workplace policies and programmes that open avenues for advancement of women at all levels and across all business areas, and encourage women to enter non-traditional job fields.  Ensure equal access to all company-supported education and training programmes, including literacy classes, vocational and information technology training.  Provide equal opportunities for formal and informal networking and mentoring.  Offer opportunities to promote the business case for o e ’s e po er e t and the positive impact of inclusion for men as well as women.
    • V. Enterprise Development, Supply Chain and Marketing Practices  Expand business relationships with women-owned enterprises, including small businesses, and women entrepreneurs.  Support gender-sensitive solutions to credit and lending barriers.  Ask business partners and peers to respe t the o pa ’s commitment to advancing equality and inclusion.  Respect the dignity of women in all marketing and other company materials.  Ensure that company products, services and facilities are not used for human trafficking and/or labour or sexual exploitation.
    • VI. Community Leadership And Engagement  Leverage influence, alone or in partnership, to advocate for gender equality and collaborate with business partners, suppliers and community leaders to promote inclusion.  Work with community stakeholders, officials and others to eliminate discrimination and exploitation and open opportunities for women and girls.  Pro ote a d re og ize o e ’s leadership in, and contributions to, their communities and ensure sufficient representation of women in any community consultation.  Use philanthropy and grants programmes to support company commitment to inclusion, equality and human rights.
    • VII.Transparency, Measuring and Reporting  Make public the company policies and implementation plan for promoting gender equality.  Establish benchmarks that quantify inclusion of women at all levels.  Measure and report on progress, both internally and externally, using data disaggregated by gender.  Incorporate gender markers into ongoing reporting obligations.
    • Five Challenges, One Solution: WOMEN Demography Leadership Food Security and Agriculture Sustainability and Resource Scarcity Conflict
    • References • Global empowerment of women by Carolyn M.Elliott • Wo e ’s de elop e t i I dia Lal eihzo i • Women and property in urban India by Bipasha Barauh • Wo e ’s e o o i e po er e t- Issues Paper 2011
    • THANK YOU