The document introduces the Women's Empowerment Index (WEI) as a tool to measure women's empowerment in communities over time. It explains that the WEI is calculated using a weighted average of the Women's Achievement Ratio (WAR) and Gender Parity Ratio (GPR) across various empowerment domains. An example is provided to demonstrate how the WAR, GPR and overall WEI score are calculated for a community in Ghana based on survey data across 12 empowerment indicators grouped in 5 domains: agency, income, leadership, resources, and time. Charts and analyses are presented comparing women's and men's scores, the contribution of each domain to empowerment, and the community's overall WEI score relative to other
Building practice supervision in learning organisations: Partnership ConferenceResearch in Practice
Supervision is a cornerstone of professional development and practice improvement. Supervision allows practitioners and their managers to reflect on practice, learn from experiences and it can provide encouragement, support and help build emotional resilience.
At this year’s Partnership Conference we will explore learning from new initiatives, including emerging programmes of research and innovation in supervision practice across Children’s Services.
We are a member of the Association of Executive Search Consultants. The AESC is the official body representing retained executive search consulting firms worldwide with regional councils in the Americas, Europe and Asia/Pacific and an International Board of Directors. Its Code of Ethics and Professional Practice Guidelines are recognized as representing the highest level of service in our industry.
Our goal is not to be the biggest, but the best. That means the best service, the best value, and the best results – so our clients can attract and develop the very best senior management and the very best Boards in the world.
http://www.cornerstone-group.com/
info@cornerstone-group.com
http://www.linkedin.com/company/cornerstone-international-group
Building practice supervision in learning organisations: Partnership ConferenceResearch in Practice
Supervision is a cornerstone of professional development and practice improvement. Supervision allows practitioners and their managers to reflect on practice, learn from experiences and it can provide encouragement, support and help build emotional resilience.
At this year’s Partnership Conference we will explore learning from new initiatives, including emerging programmes of research and innovation in supervision practice across Children’s Services.
We are a member of the Association of Executive Search Consultants. The AESC is the official body representing retained executive search consulting firms worldwide with regional councils in the Americas, Europe and Asia/Pacific and an International Board of Directors. Its Code of Ethics and Professional Practice Guidelines are recognized as representing the highest level of service in our industry.
Our goal is not to be the biggest, but the best. That means the best service, the best value, and the best results – so our clients can attract and develop the very best senior management and the very best Boards in the world.
http://www.cornerstone-group.com/
info@cornerstone-group.com
http://www.linkedin.com/company/cornerstone-international-group
The results of an annual survey conducted by the Marcellus Shale Coalition (MSC) of its member companies. The survey identifies the types of companies hiring in the shale industry, where they are hiring, and the types of people they are hiring. It also identifies the kinds of jobs and services they outsource. This year's survey is tabulated from 101 MSC member companies participating. Bottom line: Marcellus and Utica Shale is creating a job surge in the northeast.
The Fair Go Finance ‘Make Moving Happen’ survey of 3,383 Australian found interesting facts about the cost of moving and necessity for rental bond loans in Australia.
Dr. Anil Makhija, Executive Director of the National Center for the Middle Market, presented the latest Q2 Middle Market Indicator results at the Greater Cleveland Middle Market Forum on July 24, 2012. Part of the presentation involved polling the audience to benchmark Cleveland's responses against the national average.
Happiness Consulting, At Least + 50% Higher Efficiency, Engagement, Well-bein...Happiness Consulting
WHAT WE DO: We help CEOs & HR Directors to have a more free and stress-resilient life, and to keep their work-life balance and well-being by getting their employees perform 50% more efficient while everyone enjoys it in a sustainable environment at the same time.
WHY?
At business organisations, the improvement of Responsible Happiness generates usually 19%-50% higher Operating Income and it can generate at least 200% higher Operating Margin as well, while it protects from burn-out and creates a positive happy organisational culture. HR KPIs as Job Satisfaction, Engagement and Workplace Well-being (physical/ health & social & mental) highly increases, even above 80%. The chain of talents can be securely ensured within this positive workplace culture, that encourages them to grow and develop every single day.
HOW?
With consulting leaders and performing online assessments, we create a diagnosis of the people and the company itself. Based on that, we consult the leaders about the recommended directions of development. Then, we perform leadership and employee training and request the participants to apply the tools we provide to perform certain analysis and changes within their working environment, social habits, behaviours, and also mental attitudes, mindsets.
We share our know-how with professional Trainers, Consultants & Coaches in a form of a franchise cooperation that is established after a 6-12 months Train-The-Trainer program.
Benchmarking Australian aid: Results from the 2013 Australian aid stakeholder...Devpolicycentre
In July and August of 2013 the Development Policy Centre surveyed 356 stakeholders in the Australian aid program. The survey asked them what they thought about the Australian aid program, what they liked, what they didn’t like, and what needed to be done to improve our aid. And now the results are in. This is a recording of the presentation Stephen Howes, lead author of the report and Director of the Development Policy Centre, delivered at the reports launch
Gender Equality
Should be a priority for achieving employment growth, competiveness and economic recovery
Gender Equality is deemed to be a vital necessity by many
As the UK and Europe emerges from the current economic climate It should be a major concern for us all
This presentation supported my journey to be an active TAR
( Think Act Do ) supporter
The second annual healthcare CIO survey by SSi-SEARCH, a retained executive search firm, shows a CIO with 11 yrs on the job who is highly educated, primarily male and makes around $290,000. He feels strategically engaged but wants to raise his profile, likes being CIO but might be interested in the Chief Transformation Officer role.
The results of an annual survey conducted by the Marcellus Shale Coalition (MSC) of its member companies. The survey identifies the types of companies hiring in the shale industry, where they are hiring, and the types of people they are hiring. It also identifies the kinds of jobs and services they outsource. This year's survey is tabulated from 101 MSC member companies participating. Bottom line: Marcellus and Utica Shale is creating a job surge in the northeast.
The Fair Go Finance ‘Make Moving Happen’ survey of 3,383 Australian found interesting facts about the cost of moving and necessity for rental bond loans in Australia.
Dr. Anil Makhija, Executive Director of the National Center for the Middle Market, presented the latest Q2 Middle Market Indicator results at the Greater Cleveland Middle Market Forum on July 24, 2012. Part of the presentation involved polling the audience to benchmark Cleveland's responses against the national average.
Happiness Consulting, At Least + 50% Higher Efficiency, Engagement, Well-bein...Happiness Consulting
WHAT WE DO: We help CEOs & HR Directors to have a more free and stress-resilient life, and to keep their work-life balance and well-being by getting their employees perform 50% more efficient while everyone enjoys it in a sustainable environment at the same time.
WHY?
At business organisations, the improvement of Responsible Happiness generates usually 19%-50% higher Operating Income and it can generate at least 200% higher Operating Margin as well, while it protects from burn-out and creates a positive happy organisational culture. HR KPIs as Job Satisfaction, Engagement and Workplace Well-being (physical/ health & social & mental) highly increases, even above 80%. The chain of talents can be securely ensured within this positive workplace culture, that encourages them to grow and develop every single day.
HOW?
With consulting leaders and performing online assessments, we create a diagnosis of the people and the company itself. Based on that, we consult the leaders about the recommended directions of development. Then, we perform leadership and employee training and request the participants to apply the tools we provide to perform certain analysis and changes within their working environment, social habits, behaviours, and also mental attitudes, mindsets.
We share our know-how with professional Trainers, Consultants & Coaches in a form of a franchise cooperation that is established after a 6-12 months Train-The-Trainer program.
Benchmarking Australian aid: Results from the 2013 Australian aid stakeholder...Devpolicycentre
In July and August of 2013 the Development Policy Centre surveyed 356 stakeholders in the Australian aid program. The survey asked them what they thought about the Australian aid program, what they liked, what they didn’t like, and what needed to be done to improve our aid. And now the results are in. This is a recording of the presentation Stephen Howes, lead author of the report and Director of the Development Policy Centre, delivered at the reports launch
Gender Equality
Should be a priority for achieving employment growth, competiveness and economic recovery
Gender Equality is deemed to be a vital necessity by many
As the UK and Europe emerges from the current economic climate It should be a major concern for us all
This presentation supported my journey to be an active TAR
( Think Act Do ) supporter
The second annual healthcare CIO survey by SSi-SEARCH, a retained executive search firm, shows a CIO with 11 yrs on the job who is highly educated, primarily male and makes around $290,000. He feels strategically engaged but wants to raise his profile, likes being CIO but might be interested in the Chief Transformation Officer role.
Measuring empowerment in agricultural development projects using WEAI and WELIILRI
Presentation by Alessandra Galiè, Elena Martinez and Agnes Quisumbing at the 2019 Agriculture, Nutrition and Health Academy Week, Hyderabad, India, 24–28 June 2019.
It is crucial for successful chambers to benchmark themselves against their peers in the industry and take advantage of best practices. The MACE Operations survey gives our members the opportunity to use this information for FREE.
This is a small snippet of the types of information you will receive from participating.
Why Lean Efforts fail - looking at cultural reasons why Lean dosen't work and...Ankit Patel
Video located at http://youtu.be/Cs18sO-PrOw
A 39 minute video on cultural reasons why Lean doesn't work at some companies and works well at other companies. It's true weather you are doing Lean in manufacturing, healthcare, start-ups, or any other industry it still applies. You'll also get 3 tools to help you diagnose and help you implement change properly.
7. WEAI = (0.90 × 5DE) + (0.10 × GPI)
Domain Indicator Weight
Production Decision-
making
Input in productive decisions 1/10
Autonomy in production 1/10
Access to Productive
Resources
Ownership of assets 1/15
Purchase, sale, or transfer
of assets
1/15
Access to and decisions
on credit
1/15
Control over
Use of Income
Control over use of income 1/5
Community
Leadership
Group member 1/10
Speaking in public 1/10
Time Allocation
Workload 1/10
Leisure 1/10
A woman who
has achieved
‘adequacy’ in
80% or more
of the
weighted
indicators is
empowered.
5 Domains of Empowerment in WEAI
8. WEAI = (0.90 × 5DE) + (0.10 × GPI)
The gender parity index (GPI) measures women’s
empowerment relative to that of men by comparing the
5DE profiles of women and men in the same households.
GPI reflects:
1. The percentage of women who enjoy gender parity. A
woman enjoys gender parity if
- she is empowered;
- if her empowerment score is equal to or greater than
the empowerment score of the primary male in her
household.
2. The empowerment gap: the average percentage
shortfall that a woman without parity experiences relative
to the male in her household.
Gender Parity Index (GPI) in WEIA
9. • He is the percentage of
empowered women
• Hd is the percentage of
disempowered women
• Ae is the average absolute
empowerment score
among the disempowered
• HGPI is the percentage of
gender parity-
inadequate households
• IGPI is the average
empowerment gap
between women and
men living in households
that lack gender parity.
5 DE= He + Hd × Ae GPI = 1 – HGPI × IGPI
WEAI = (0.90 × 5DE) + (0.10 × GPI)
11. Women Achievement Ratio (WAR)
Domain Indicator Weight Target
Agency
(20%)
Community Decision Making 7 75%
Household Decision Making 7 75%
Spousal Abuse is Unacceptable 6 100%
Income
(20%)
Owning and Operating Businesses 10 22%
Access to Financial Service 10 35%
Leadership
(20%)
Membership in Community Organization 10 40%
Speaking in Public 10 75%
Resources
(20%)
Literacy Rate 10 50%
Prenatal Care 10 100%
Time (20%)
Time Spent on Gathering Cooking Fuel 10 55%
Division of Domestic Tasks 10 50%
WAR=
Score from Survey
Target
Indicator Score = [(0.60 × WAR) + (0.40 × GPR)] × weight
12. Gender Parity Ratio (GPR)
GPR=
Women Score
Men Score
Indicator Score = [(0.60 × WAR) + (0.40 × GPR)] × weight
14. Domain Indicator Weight Target Gender
Score from
Survey
WAR GPR WEI
Agency (20%)
Community Decision Making 7 75%
Women 60.2%
0.80 0.85 5.75
Men 51.2%
Household Decision Making 7 75%
Women 52.8%
0.70 0.92 5.54
Men 48.8%
Spousal Abuse is Unacceptable 6 100%
Women 96.9%
0.97 0.95 5.76
Men 91.6%
Income (20%)
Owning and Operating Businesses 10 22%
Women 30.7%
1.40 2.01 10.00
Men 15.3%
Access to Financial Service 10 35%
Women 30.7%
0.88 0.86 8.71
Men 35.7%
Leadership
(20%)
Membership in Community
Organization
10 40%
Women 30.7%
0.77 0.84 7.97
Men 36.5%
Speaking in Public 10 75%
Women 69.9%
0.93 0.75 8.61
Men 92.9%
Resources
(20%)
Literacy Rate 10 50%
Women 37.5%
0.75 0.52 6.60
Men 71.6%
Prenatal Care 10 100% Women 90.6% 0.91 1.00 9.44
Time (20%)
Time Spent on Gathering Cooking
Fuel
10 55% Women 15.7% 0.29 1.00 5.71
Division of Domestic Tasks 10 50%
Women 76.1%
0.48 0.22 3.74
Men 16.5%
TOTAL 100 77.82
Atuobikrom_Ghana
15. Domain Indicator Weight Target Gender
Score from
Survey
WAR GPR WEI
Income
(20%)
Access to Financial
Service
10 35%
Women 30.7%
0.88 0.86 8.71
Men 35.7%
Leadership
(20%)
Speaking in Public 10 75%
Women 69.9%
0.93 0.75 8.61
Men 92.9%
Resources
(20%)
Literacy Rate 10 50%
Women 37.5%
0.75 0.52 6.60
Men 71.6%
=37.5%/50% =37.5%/71.6%
=[(0.60×0.75)+(0.40×0.52)] × 10
Indicator Score =
[(0.60 × WAR) + (0.40 × GPR)] × weight
20. Strong Correlation
• PPI (-0.68)
• Secondary School Enrollment (0.72)
• and Women's Dietary Diversity (0.70)
21. Next Steps
• More research on women empowerment
• More calculation and more validation
• More correlation analysis
• Adding questions Household Survey specifically targeting on WEI
