1.
Percentage of women who are mayors
Download the report ‘A Territorial
Approach to the Sustainable
Development Goals (SDGs)’
oe.cd/sdgs-local-report
Visit our Cities and Regions for
SDGs webtool at:
http://www.oecd-local-sdgs.org

2.
OECD Champion Mayors Webinar Series: Inequality
Matters

3.
In 1988, Bilbao City Hall created the Municipal Women’s Affairs Service, which
launched its gender equality strategy, passing four municipal plans over a period of
almost two decades.
Today, however, it has become necessary to develop regulatory instruments that
will enable us to continue putting forward equality policies to achieve balanced
representation between women and men, co-responsible reconciliation and,
above all, to put an end to all the violence of which women are victims.
It was against this backdrop, therefore, that the Municipal Ordinance for Equality
between Men and Women was passed in 2018. The added value of these
regulations is:
• Their legislative nature: Compliance with the same is mandatory.
• Their communicative and educational nature: They inform the public about
what the political priorities on the subject of equality are.
• Their mainstreaming nature: All City Hall staff have to work in a co-ordinated
fashion to achieve a single objective – Equality between women and men.
Bilbao prioritises gender equality and balanced
representation in the city’s strategy

4.
One of the cornerstones of gender mainstreaming is to engage all the people, actors and entities in carrying out
and driving programmes, actions and projects where the goals of which are to raise the visibility of and attend
women’s practical demands and needs.
To this end, we have identified two key administration procedures as Best Practices and which have a direct
impact on the general public.
1. BUDGETS WITH A GENDER FOCUS. To date, Bilbao City Hall has edited and published 12 gender impact
reports since 2007.
Some results
All the municipal departments have taken a gender-based approach when drawing up their budgets.
Total budget of Bilbao City Hall: €576,300,000.00
Consolidated gender budget: €271,625,683.00
2. EQUALITY CLAUSES IN TENDERING. The Municipal Instruction to promote socially responsible public
tendering was passed in 2019, which includes criteria to foster equality between women and men. It affects
all municipal departments.
Priority areas for gender mainstreaming

5.
Fundamental: The involvement of women and women’s groups
in the design, development and assessment of public policies
Best Practices - Town Planning and Social Affairs Departments
1. The creation of a working party made up of women from different spheres to introduce gender mainstreaming into the
Draft of the Land-Use Master Plan for Bilbao.
Result
• This working party led to the drafting of Appendix IV. Supplementary document to the social and town
planning survey of the draft of the review of the LUMP for Bilbao to include gender mainstreaming in
compliance with the regulatory framework on matters of equality.
• Introduction of gender mainstreaming into the Special Interior Renovation and Refurbishment Plan of the
Bilbao La Vieja, San Francisco and Zabala districts of the city.
2. The involvement of women in the Charter of Care Services for women victims of gender violence.
Result
• Definition of the needs and expectations of the women users of the comprehensive care services for
cases of male violence in order to include services that attend their interests.
https://www.bilbao.eus/cs/Satellite?cid=1279149663604&language=en&pagename=Bilbaonet%2FPage%
2FBIO_contenidoFinal
3. Involvement of women over the age of 60 in a Project to detect, attend and intervene in cases in which they are
victims of violence from their current or ex- spouse or partner in the municipality of Bilbao.

6.
The denBBora Sarea Network is a space for public/private collaboration, created to enhance innovation in the design and
promotion of new social models that foster reconciliation, co-responsibility and gender equality.
Bizkaia Provincial Council and Bilbao City Hall promote the denBBora Sarea Network, comprising 42 companies and 5 authorities
which are now committed to improving time management and reconciliation of the professional, family and personal lives of
their workforces.
In recent years, concern for harmonising the work and family aspects of people’s lives has become a subject of academic
reflection, social debate and dialogue, of the political agenda and, even, of business management.
This reflection has obviously been impregnated by the conviction that gender equality is clearly a requirement for sustainable
development, Indeed, this commitment is in keeping with the 17 Goals the UN has defined in its Sustainable Development agenda
for 2030, passed in 2015 by 193 world leaders and which focus on eradicating extreme poverty, combating injustice and
remedying climate change.
The specific incidence this matter has on women and the benefit the introduction of a new order should have on equality
between women and men, is what justifies that we, the equality offices of the different entities, should be the drivers of this
project: However, we should not do so on our own, but rather in conjunction with our respective economic promotion and
employment departments, because our proposal is one that likewise spurs economic development and competitiveness.
Collaboration with Bizkaia Provincial Council
denBBora Sarea Network http://www.denbbora.eus

7.
RESULTS OF THIS INITIATIVE
• Changes in business culture and in the traditional management model which focus on people, are more flexible, and enable their
talent to be retained.
• Breakaway from the social and family model that has involved women being the only ones responsible for the family environment.
• Avoid the consequences of continuous conflicts that are produced in women’s lives through their dual roles at work and in the care
of the family and the ramifications of this.
• Reconciliation of professional, family and personal lives has become part of Corporate Social Responsibility.
• Workers, both male and female, have come to feel they are part of the entity’s “capital”.
• Raise satisfaction among the workforce.
• Increased presence of women in the labour market, currently in a worse position regarding entry and continuation.
• Quality regulations also take in this aspect.
• To enable an entity to comply with current legislation, in certain cases enhancing its relations with other organisations, the
Administration and customers.
Collaboration with Bizkaia Provincial Council
denBBora Sarea Network

8.
Councillor Helen Godwin
Cabinet Member for Women, Children and Young People at the City of Bristol (UK)

9.
Bristol One City Approach
• The One City Approach brings together a wide range of public, private, and
third sector partners within Bristol. They share an aim to make Bristol a fair,
healthy and sustainable city. A city of hope and aspiration, where everyone
can share in its success.
• Collaborative city governance rather than city government – transcends
political cycles – innovative and arguably feminist in the way it includes more
voices than traditional governance mechanisms – greater transparency and
broader input.
• Two out of three top priorities centre around broad aspects of gender
equality: Period Friendly Bristol and Affordable Childcare.

10.
Sustainable development Goals
• Bristol is one of the leading cities globally on the adoption and monitoring of the UN
Sustainable Development Goals (SDG).
• Period Friendly Bristol is one of our leading initiative to address SDG 5 (Gender
Equality) but it also helps to tackle multiple other SDGs (Related SDG)

11.
Leadership and Infrastructure
Hearing the voice of women to make their views count at leadership and community levels through
Commissioned and funded services
• Bristol City Council Women's Councillor increase from 23% to 43% in 2 years
• First City in Bristol to have a Cabinet members for Women, majority women cabinet
• Bristol City Council gender pay gap reduction 5.4% to 3.99% current Local Government gap 15%
• Flagship Women in Business Charter pioneered by Community leaders

12.
Inclusive growth and Innovation
Lawrence Hill Listening Project
Deprived communities fed into National and Local Government infrastructure grant
Women's Work Lab (mums looking for work)
Pioneering project to provide training, and networks to help women into employment
will feed into Welfare and Pension Policy
Horumar Community Stepping Up
Women focused project to build confidence and be a voice in the Somali community
Bristol Living Wage
Bristol City Council is a living wage employer, working towards Citywide employer
accreditation by 2023

13.
ADVANCING
GENDER EQUITY
IN NEW YORK CITY
Economic
Mobility and
Opportunity
Health and
Reproductive
Justice
Safety
March 10, 2020

14.
David Halabisky
Economist, Centre for Entrepreneurship, SMEs, Regions and Cities, OECD

15.
Levelling the playing field in entrepreneurship
New business ownership rate, 2014-18
Source: OECD/EU (2019), The Missing Entrepreneurs 2019: Policies for Inclusive Entrepreneurship, OECD Publishing, Paris,
https://doi.org/10.1787/3ed84801-en.
0
2
4
6
8
10
12
%
Women Men

16.
Main OECD policy messages
• Promote role models to inspire potential women
entrepreneurs and offset negative social attitudes.
• Use targeted actions to ensure that family policies, social
policies and tax policies do not discriminate against
entrepreneurship by women.
• Build networks and linkages with the mainstream business
community and support institutions to ensure that
women-specific support does not reinforce barriers.
• Strengthen post start-up support, especially
for women entrepreneurs with growth potential.
www.betterentrepreneurship.eu

17.
OECD Champion Mayors
Webinar Series
Inequality Matters
Questions: ChampionMayors@oecd.org