This document discusses the status of women in India and proposes solutions to empower women. It begins by outlining some of the cultural and economic problems women face, such as gender discrimination, lack of access to education and employment, and customs like dowry. Statistics are provided showing India's poor sex ratio and maternal mortality rates. Seven solutions are then proposed: establishing corporate leadership for gender equality; ensuring equal opportunity and safety for women; investing in women's education and skills; supporting women-owned businesses; engaging communities; and measuring and reporting on progress. The document argues these solutions could help address key challenges around demography, leadership, food security, sustainability and conflict.
Dr. Milagros Fernandez, a retired medical doctor from the Department of Health and now a Vice President for Mindanao of PFLCW, explained the inclusion of health provision in the Magna Carta of Women. #11thGA #PFLCW
MISSION
To
create an effect
ive
framework to enable
the process of developing policies,
programmes and practices which will ensure equal rig
hts and opportunities for women
in the family, community, workplace and in
governance.
4.
OBJECTIVES
i)
Creating a conducive soci
o- cultural, economic and political
environment to enable
women enjoy
de jure
and
de facto
fundamental rights and realize their
full potential.
ii)
Mainstreaming gender in all
-round development processes/programmes/projects/
actions
.
iii)
A holistic and life
-cycle approach to women’s health for appropriate, aff
ordable and
qual
ity health care.
iv)
Improving and incentivizing access of
women/ girls
to universal and quality education.
v)
Increasing and incentivising work force participation of women in the economy
.
vi)
Equal participation in the social, political and economic spheres includi
ng the
institutions of governance and decision making.
vii)
Transforming discriminatory societal attitudes,
mindsets with community
involvement
and engagement of men
and boys
.
viii)
Developing a gender sensitive legal
-judicial system.
ix)
Elimination of all forms of vio
lence against women through strengthening of policies,
legislations
, programmes,
institutions
and community engagement
.
x)
Development
and empowerment of women
belonging to the vulnerable and
marginalized
groups
.
xi)
Building and strengthening stakeholder partici
pation and partnerships for
women
empower
ment
.
xii)
Strengthen
monitoring,
evaluation, audit and data systems to bridge
gender
gaps.
Dr. Milagros Fernandez, a retired medical doctor from the Department of Health and now a Vice President for Mindanao of PFLCW, explained the inclusion of health provision in the Magna Carta of Women. #11thGA #PFLCW
MISSION
To
create an effect
ive
framework to enable
the process of developing policies,
programmes and practices which will ensure equal rig
hts and opportunities for women
in the family, community, workplace and in
governance.
4.
OBJECTIVES
i)
Creating a conducive soci
o- cultural, economic and political
environment to enable
women enjoy
de jure
and
de facto
fundamental rights and realize their
full potential.
ii)
Mainstreaming gender in all
-round development processes/programmes/projects/
actions
.
iii)
A holistic and life
-cycle approach to women’s health for appropriate, aff
ordable and
qual
ity health care.
iv)
Improving and incentivizing access of
women/ girls
to universal and quality education.
v)
Increasing and incentivising work force participation of women in the economy
.
vi)
Equal participation in the social, political and economic spheres includi
ng the
institutions of governance and decision making.
vii)
Transforming discriminatory societal attitudes,
mindsets with community
involvement
and engagement of men
and boys
.
viii)
Developing a gender sensitive legal
-judicial system.
ix)
Elimination of all forms of vio
lence against women through strengthening of policies,
legislations
, programmes,
institutions
and community engagement
.
x)
Development
and empowerment of women
belonging to the vulnerable and
marginalized
groups
.
xi)
Building and strengthening stakeholder partici
pation and partnerships for
women
empower
ment
.
xii)
Strengthen
monitoring,
evaluation, audit and data systems to bridge
gender
gaps.
Empowering women to participate fully in economic life across all sectors and throughout all levels of economic activity is essential to:
■ Build strong economies;
■ Establish more stable and just societies;
■ Achieve internationally- agreed goals for development, sustainability and human rights;
■ Improve quality of life for women, men, families and communities; and
■ Propel businesses’ operations and goals.
Yet, ensuring the inclusion of women’s talents, skills, experience and energies requires intentional actions and deliberate policies. The Women’s Empowerment Principles provide a set of considerations to help the private sector focus on key elements integral to promoting gender equality in the workplace, marketplace and community. Enhancing openness and inclusion throughout corporate policies and operations requires techniques, tools and practices that bring results.
The Women’s Empowerment Principles, forged through an international multi-stakeholder consultative process led by the United Nations Development Fund for Women (UNIFEM) and the United Nations Global Compact (UNGC), provide a “gender lens” through which business can survey and analyze current initiatives, benchmarks and reporting practices. Informed by real-life business practices, the Principles help Introduction companies tailor existing policies and practices —or establish needed new ones— to realize women’s empowerment. The Principles also reflect the interests of governments and civil society and will support interactions among stakeholders as achieving gender equality requires the participation of all actors.
As a leader in gender equality, UNIFEM brings three decades of experience to this partnership effort with the UN Global Compact, the world’s largest corporate citizenship initiative with more than 7,000 business participants and other stakeholders involved in more than 135 countries. In an increasingly globalized and interconnected world, utilizing all social and economic assets is crucial for success. Yet, despite progress, women continue to confront discrimination, marginalization and exclusion, even though equality between men and women stands as a universal international precept—a fundamental and inviolable human right.
Nearly all countries have affirmed this value through their recognition of the standards contained in international human rights treaties, which articulate for states a broad range of civil, political, economic, social and cultural rights. Distinctive documents highlight a spectrum of state responsibilities and human rights protections for women, indigenous peoples, children, workers and people with disabilities. Additionally, internationally agreed- on documents such as the Beijing Platform for Action adopted by all 189 countries at the Fourth World Conference on Women in 1995 and the Millennium Declaration adopted by 189 countries in 2000, contribute to the overarching human rights framework.
How do we achieve and maintain the equality for women in our society today do...intel-writers.com
Achieving and maintaining equality for women in our society
today requires a multi-faceted approach and the collective effort of individuals, communities, and institutions.
some key strategies and actions that can contribute to this goal:
Education and awareness: Promote education and awareness about gender equality, women’s rights, and the impact of gender stereotypes and biases. This includes educating both women and men about the importance of equal opportunities and challenging societal norms that perpetuate inequality.
Policy and legislation: Advocate for and implement policies and legislation that support gender equality, including equal pay, anti-discrimination laws, and family-friendly workplace policies. It is crucial to address systemic barriers and biases that hinder women’s progress in various spheres of life.
Empowerment and leadership opportunities: Create avenues for women’s empowerment by providing access to quality education, skills development programs, and leadership training. Encouraging women’s representation in decision-making positions, such as politics, business, and academia, is vital for challenging gender imbalances.
Economic empowerment: Promote economic opportunities for women, including access to capital, entrepreneurship support, and career advancement. Addressing gender gaps in employment, income, and economic resources can contribute to greater equality.
Work-life balance and caregiving support: Implement policies that support work-life balance, such as flexible working arrangements, parental leave, and affordable childcare services. Sharing caregiving responsibilities between men and women helps challenge traditional gender roles and allows women to participate fully in both professional and personal spheres.
Challenging gender stereotypes and biases: Encourage critical thinking and challenge harmful gender stereotypes and biases that perpetuate inequality. Promote positive role models and media representation that showcase diverse and empowering images of women.
A Powerpoint on The seven Principles are designed to help the private sector focus on key elements for promoting gender equality in the workplace, marketplace and community.
CWISH (Children and Women in Social Service and Human Rights) is a non partisan, secular and not for profit nongovernment human rights organization established in 2nd December 1993 with the aim of protection and promotion of human rights. It has mandate to work all over Nepal on Advocating for human rights, Peace and justice; Empowering target groups and Enabling stakeholders. CWISH believes and promote democratic practices, good governance, accountability and innovation in working approaches.
CWISH is women led organization founded and led by Nepalese women together with proportionate involvement of men to reduce gender gap in socio economic development and human rights.
How NGOs Are Promoting Women's Rights in India.pdfsetufoundation1
Non-Governmental Organizations (NGOs) play a pivotal role in championing various causes, and one of the most significant areas of their impact is the promotion of women's rights. In India, where gender disparities persist, NGOs have emerged as catalysts for change. Before delving into their transformative initiatives, let's revisit the foundational principles that guide Noida NGOs in their pursuit of creating a more equitable society.
In this upload, you can refer all the topics related to the women empowerment.
Definition of women empowerment
various principles in women empowerment
Necessity of women empowerment
The process of women empowerment
NATIONAL POLICY FOR THE EMPOWERMENT OF WOMEN (2001)
Laws Related to Women
Necessity of women reservation:
A SIMPLE QUOTATION ON WOMEN EMPOWERMENT
detailed NATIONAL POLICY FOR THE EMPOWERMENT OF WOMEN (2001) is mentioned in the presentation
Empowering women to participate fully in economic life across all sectors and throughout all levels of economic activity is essential to:
■ Build strong economies;
■ Establish more stable and just societies;
■ Achieve internationally- agreed goals for development, sustainability and human rights;
■ Improve quality of life for women, men, families and communities; and
■ Propel businesses’ operations and goals.
Yet, ensuring the inclusion of women’s talents, skills, experience and energies requires intentional actions and deliberate policies. The Women’s Empowerment Principles provide a set of considerations to help the private sector focus on key elements integral to promoting gender equality in the workplace, marketplace and community. Enhancing openness and inclusion throughout corporate policies and operations requires techniques, tools and practices that bring results.
The Women’s Empowerment Principles, forged through an international multi-stakeholder consultative process led by the United Nations Development Fund for Women (UNIFEM) and the United Nations Global Compact (UNGC), provide a “gender lens” through which business can survey and analyze current initiatives, benchmarks and reporting practices. Informed by real-life business practices, the Principles help Introduction companies tailor existing policies and practices —or establish needed new ones— to realize women’s empowerment. The Principles also reflect the interests of governments and civil society and will support interactions among stakeholders as achieving gender equality requires the participation of all actors.
As a leader in gender equality, UNIFEM brings three decades of experience to this partnership effort with the UN Global Compact, the world’s largest corporate citizenship initiative with more than 7,000 business participants and other stakeholders involved in more than 135 countries. In an increasingly globalized and interconnected world, utilizing all social and economic assets is crucial for success. Yet, despite progress, women continue to confront discrimination, marginalization and exclusion, even though equality between men and women stands as a universal international precept—a fundamental and inviolable human right.
Nearly all countries have affirmed this value through their recognition of the standards contained in international human rights treaties, which articulate for states a broad range of civil, political, economic, social and cultural rights. Distinctive documents highlight a spectrum of state responsibilities and human rights protections for women, indigenous peoples, children, workers and people with disabilities. Additionally, internationally agreed- on documents such as the Beijing Platform for Action adopted by all 189 countries at the Fourth World Conference on Women in 1995 and the Millennium Declaration adopted by 189 countries in 2000, contribute to the overarching human rights framework.
How do we achieve and maintain the equality for women in our society today do...intel-writers.com
Achieving and maintaining equality for women in our society
today requires a multi-faceted approach and the collective effort of individuals, communities, and institutions.
some key strategies and actions that can contribute to this goal:
Education and awareness: Promote education and awareness about gender equality, women’s rights, and the impact of gender stereotypes and biases. This includes educating both women and men about the importance of equal opportunities and challenging societal norms that perpetuate inequality.
Policy and legislation: Advocate for and implement policies and legislation that support gender equality, including equal pay, anti-discrimination laws, and family-friendly workplace policies. It is crucial to address systemic barriers and biases that hinder women’s progress in various spheres of life.
Empowerment and leadership opportunities: Create avenues for women’s empowerment by providing access to quality education, skills development programs, and leadership training. Encouraging women’s representation in decision-making positions, such as politics, business, and academia, is vital for challenging gender imbalances.
Economic empowerment: Promote economic opportunities for women, including access to capital, entrepreneurship support, and career advancement. Addressing gender gaps in employment, income, and economic resources can contribute to greater equality.
Work-life balance and caregiving support: Implement policies that support work-life balance, such as flexible working arrangements, parental leave, and affordable childcare services. Sharing caregiving responsibilities between men and women helps challenge traditional gender roles and allows women to participate fully in both professional and personal spheres.
Challenging gender stereotypes and biases: Encourage critical thinking and challenge harmful gender stereotypes and biases that perpetuate inequality. Promote positive role models and media representation that showcase diverse and empowering images of women.
A Powerpoint on The seven Principles are designed to help the private sector focus on key elements for promoting gender equality in the workplace, marketplace and community.
CWISH (Children and Women in Social Service and Human Rights) is a non partisan, secular and not for profit nongovernment human rights organization established in 2nd December 1993 with the aim of protection and promotion of human rights. It has mandate to work all over Nepal on Advocating for human rights, Peace and justice; Empowering target groups and Enabling stakeholders. CWISH believes and promote democratic practices, good governance, accountability and innovation in working approaches.
CWISH is women led organization founded and led by Nepalese women together with proportionate involvement of men to reduce gender gap in socio economic development and human rights.
How NGOs Are Promoting Women's Rights in India.pdfsetufoundation1
Non-Governmental Organizations (NGOs) play a pivotal role in championing various causes, and one of the most significant areas of their impact is the promotion of women's rights. In India, where gender disparities persist, NGOs have emerged as catalysts for change. Before delving into their transformative initiatives, let's revisit the foundational principles that guide Noida NGOs in their pursuit of creating a more equitable society.
In this upload, you can refer all the topics related to the women empowerment.
Definition of women empowerment
various principles in women empowerment
Necessity of women empowerment
The process of women empowerment
NATIONAL POLICY FOR THE EMPOWERMENT OF WOMEN (2001)
Laws Related to Women
Necessity of women reservation:
A SIMPLE QUOTATION ON WOMEN EMPOWERMENT
detailed NATIONAL POLICY FOR THE EMPOWERMENT OF WOMEN (2001) is mentioned in the presentation
This presentation helps to know about gender equality at individual level and in corporates. It also enables to deal with these situations and how to handle them.
GraphRAG is All You need? LLM & Knowledge GraphGuy Korland
Guy Korland, CEO and Co-founder of FalkorDB, will review two articles on the integration of language models with knowledge graphs.
1. Unifying Large Language Models and Knowledge Graphs: A Roadmap.
https://arxiv.org/abs/2306.08302
2. Microsoft Research's GraphRAG paper and a review paper on various uses of knowledge graphs:
https://www.microsoft.com/en-us/research/blog/graphrag-unlocking-llm-discovery-on-narrative-private-data/
JMeter webinar - integration with InfluxDB and GrafanaRTTS
Watch this recorded webinar about real-time monitoring of application performance. See how to integrate Apache JMeter, the open-source leader in performance testing, with InfluxDB, the open-source time-series database, and Grafana, the open-source analytics and visualization application.
In this webinar, we will review the benefits of leveraging InfluxDB and Grafana when executing load tests and demonstrate how these tools are used to visualize performance metrics.
Length: 30 minutes
Session Overview
-------------------------------------------
During this webinar, we will cover the following topics while demonstrating the integrations of JMeter, InfluxDB and Grafana:
- What out-of-the-box solutions are available for real-time monitoring JMeter tests?
- What are the benefits of integrating InfluxDB and Grafana into the load testing stack?
- Which features are provided by Grafana?
- Demonstration of InfluxDB and Grafana using a practice web application
To view the webinar recording, go to:
https://www.rttsweb.com/jmeter-integration-webinar
Transcript: Selling digital books in 2024: Insights from industry leaders - T...BookNet Canada
The publishing industry has been selling digital audiobooks and ebooks for over a decade and has found its groove. What’s changed? What has stayed the same? Where do we go from here? Join a group of leading sales peers from across the industry for a conversation about the lessons learned since the popularization of digital books, best practices, digital book supply chain management, and more.
Link to video recording: https://bnctechforum.ca/sessions/selling-digital-books-in-2024-insights-from-industry-leaders/
Presented by BookNet Canada on May 28, 2024, with support from the Department of Canadian Heritage.
Key Trends Shaping the Future of Infrastructure.pdfCheryl Hung
Keynote at DIGIT West Expo, Glasgow on 29 May 2024.
Cheryl Hung, ochery.com
Sr Director, Infrastructure Ecosystem, Arm.
The key trends across hardware, cloud and open-source; exploring how these areas are likely to mature and develop over the short and long-term, and then considering how organisations can position themselves to adapt and thrive.
Software Delivery At the Speed of AI: Inflectra Invests In AI-Powered QualityInflectra
In this insightful webinar, Inflectra explores how artificial intelligence (AI) is transforming software development and testing. Discover how AI-powered tools are revolutionizing every stage of the software development lifecycle (SDLC), from design and prototyping to testing, deployment, and monitoring.
Learn about:
• The Future of Testing: How AI is shifting testing towards verification, analysis, and higher-level skills, while reducing repetitive tasks.
• Test Automation: How AI-powered test case generation, optimization, and self-healing tests are making testing more efficient and effective.
• Visual Testing: Explore the emerging capabilities of AI in visual testing and how it's set to revolutionize UI verification.
• Inflectra's AI Solutions: See demonstrations of Inflectra's cutting-edge AI tools like the ChatGPT plugin and Azure Open AI platform, designed to streamline your testing process.
Whether you're a developer, tester, or QA professional, this webinar will give you valuable insights into how AI is shaping the future of software delivery.
Epistemic Interaction - tuning interfaces to provide information for AI supportAlan Dix
Paper presented at SYNERGY workshop at AVI 2024, Genoa, Italy. 3rd June 2024
https://alandix.com/academic/papers/synergy2024-epistemic/
As machine learning integrates deeper into human-computer interactions, the concept of epistemic interaction emerges, aiming to refine these interactions to enhance system adaptability. This approach encourages minor, intentional adjustments in user behaviour to enrich the data available for system learning. This paper introduces epistemic interaction within the context of human-system communication, illustrating how deliberate interaction design can improve system understanding and adaptation. Through concrete examples, we demonstrate the potential of epistemic interaction to significantly advance human-computer interaction by leveraging intuitive human communication strategies to inform system design and functionality, offering a novel pathway for enriching user-system engagements.
Search and Society: Reimagining Information Access for Radical FuturesBhaskar Mitra
The field of Information retrieval (IR) is currently undergoing a transformative shift, at least partly due to the emerging applications of generative AI to information access. In this talk, we will deliberate on the sociotechnical implications of generative AI for information access. We will argue that there is both a critical necessity and an exciting opportunity for the IR community to re-center our research agendas on societal needs while dismantling the artificial separation between the work on fairness, accountability, transparency, and ethics in IR and the rest of IR research. Instead of adopting a reactionary strategy of trying to mitigate potential social harms from emerging technologies, the community should aim to proactively set the research agenda for the kinds of systems we should build inspired by diverse explicitly stated sociotechnical imaginaries. The sociotechnical imaginaries that underpin the design and development of information access technologies needs to be explicitly articulated, and we need to develop theories of change in context of these diverse perspectives. Our guiding future imaginaries must be informed by other academic fields, such as democratic theory and critical theory, and should be co-developed with social science scholars, legal scholars, civil rights and social justice activists, and artists, among others.
The Art of the Pitch: WordPress Relationships and SalesLaura Byrne
Clients don’t know what they don’t know. What web solutions are right for them? How does WordPress come into the picture? How do you make sure you understand scope and timeline? What do you do if sometime changes?
All these questions and more will be explored as we talk about matching clients’ needs with what your agency offers without pulling teeth or pulling your hair out. Practical tips, and strategies for successful relationship building that leads to closing the deal.
Essentials of Automations: Optimizing FME Workflows with ParametersSafe Software
Are you looking to streamline your workflows and boost your projects’ efficiency? Do you find yourself searching for ways to add flexibility and control over your FME workflows? If so, you’re in the right place.
Join us for an insightful dive into the world of FME parameters, a critical element in optimizing workflow efficiency. This webinar marks the beginning of our three-part “Essentials of Automation” series. This first webinar is designed to equip you with the knowledge and skills to utilize parameters effectively: enhancing the flexibility, maintainability, and user control of your FME projects.
Here’s what you’ll gain:
- Essentials of FME Parameters: Understand the pivotal role of parameters, including Reader/Writer, Transformer, User, and FME Flow categories. Discover how they are the key to unlocking automation and optimization within your workflows.
- Practical Applications in FME Form: Delve into key user parameter types including choice, connections, and file URLs. Allow users to control how a workflow runs, making your workflows more reusable. Learn to import values and deliver the best user experience for your workflows while enhancing accuracy.
- Optimization Strategies in FME Flow: Explore the creation and strategic deployment of parameters in FME Flow, including the use of deployment and geometry parameters, to maximize workflow efficiency.
- Pro Tips for Success: Gain insights on parameterizing connections and leveraging new features like Conditional Visibility for clarity and simplicity.
We’ll wrap up with a glimpse into future webinars, followed by a Q&A session to address your specific questions surrounding this topic.
Don’t miss this opportunity to elevate your FME expertise and drive your projects to new heights of efficiency.
Connector Corner: Automate dynamic content and events by pushing a buttonDianaGray10
Here is something new! In our next Connector Corner webinar, we will demonstrate how you can use a single workflow to:
Create a campaign using Mailchimp with merge tags/fields
Send an interactive Slack channel message (using buttons)
Have the message received by managers and peers along with a test email for review
But there’s more:
In a second workflow supporting the same use case, you’ll see:
Your campaign sent to target colleagues for approval
If the “Approve” button is clicked, a Jira/Zendesk ticket is created for the marketing design team
But—if the “Reject” button is pushed, colleagues will be alerted via Slack message
Join us to learn more about this new, human-in-the-loop capability, brought to you by Integration Service connectors.
And...
Speakers:
Akshay Agnihotri, Product Manager
Charlie Greenberg, Host
DevOps and Testing slides at DASA ConnectKari Kakkonen
My and Rik Marselis slides at 30.5.2024 DASA Connect conference. We discuss about what is testing, then what is agile testing and finally what is Testing in DevOps. Finally we had lovely workshop with the participants trying to find out different ways to think about quality and testing in different parts of the DevOps infinity loop.
Neuro-symbolic is not enough, we need neuro-*semantic*Frank van Harmelen
Neuro-symbolic (NeSy) AI is on the rise. However, simply machine learning on just any symbolic structure is not sufficient to really harvest the gains of NeSy. These will only be gained when the symbolic structures have an actual semantics. I give an operational definition of semantics as “predictable inference”.
All of this illustrated with link prediction over knowledge graphs, but the argument is general.
Neuro-symbolic is not enough, we need neuro-*semantic*
ALP38
1. 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)
2. 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.
3. 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
4. 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.
5. 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.
6. 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.
7. 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.
8. 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.
9. 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.
10. 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.
11. 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.
12. 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.
13. Five Challenges,
One Solution: WOMEN
Demography
Leadership
Food Security and Agriculture
Sustainability and Resource Scarcity
Conflict
14. 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