Gender equality and women's empowerment

The Women's Empowerment Principles Gap Analysis Tool (WEPs Tool) helps companies benchmark their performance against the 7 WEPs Principles. It helps companies discover their contributions to improve gender equality and identifies areas that need improvement. This tool directly helps to advance SDG 5. The WEPS, a joint initiative of UN Global Compact and UN Women, were developed in 2010 to provide a holistic framework to empower women and girls in the workplace, marketplace, and community.
This paper examines the use of contraceptives and the social influence surrounding their use in Sub-Saharan Africa. Research shows that women wish to control birth numbers but few use contraception, thus increasing population and adding pressure on scarce resources, as well as contributing to increased mortality and general ill-health. This paper addresses SDG 3 (Good health and well-being) as well as SDG 5 (Gender equality).
Elsevier,

Journal of Experimental Social Psychology, Volume 72, Pages 53-56, September 2017

Working mothers often find themselves in a difficult situation when trying to balance work and family responsibilities and to manage expectations about their work and parental effectiveness. This study shows how women taking maternity leave were evaluated more negatively in the work domain, and women deciding against maternity leave were evaluated more negatively in the family domain – demonstrating the importance of introducing policies that enable parents to reconcile family and work demands and thus addressing SDG 5 gender equality.
Including gender in scientific research will maximise the impact of that research. SciDev’s new online course is designed to help students understand why gender is such an important component of research. It also explores the implications for science and global policy agendas, including the climate change agreements and the UN Sustainable Development Goals. This course explores the importance of gender (SDG 5) in science and research (SDG 4).
In the UK, gender pay gap reporting legislation will require large employers to publish their overall mean and median gender pay gaps from 2018. XpertHR highlights its useful tools including frequently asked questions relating to unequal pay, and legal guidance on the new legislation. The Regulations contribute to advancing SDG 10.4 to adopt policies, wage and social protection policies to progressively achieve greater equality.
Elsevier,

International Journal of Law, Crime and Justice, Volume 47, December 2016, Pages 71-84

Equality before the law is a fundamental principle of modern law, however, examining access to justice for men and women shows that women face certain barriers in accessing justice. This paper details a study in Turkey on the linkages between SDG 5 gender equality and SDG 16 peace, justice and strong institutions.
The Role of Gender-based Innovations for the UN Sustainable Development Goals: Toward 2030: Better Science and Technology for All (Edition 1)
The Elsevier Foundation is committed to advancing SDG 5 and has developed a 3-year strategic partnership with Portia, an organisation that women and men have the same opportunities for engagement and advancement in science. Building on research drawn from recent Gender Summits, Portia will advance sex-gender sensitive research, innovation, development and deeper understanding through a series of annual SDG reports and the creation of a Gender Summit Consortium.
As part of the UK Government’s Women in Finance Charter, 72 firms have agreed to publish progress on gender equality annually, ahead of gender pay reporting Regulations in 2017. Sixty firms in the UK have committed to having at least 30% of women in senior roles by 2021. Thirteen finance companies are aiming to have complete gender parity in senior roles by 2021. These steps directly align with SDG 10.4 to adopt policies, wage and social protection policies, to progressively achieve greater equality.
ICIS,

ICIS Special Report, EPCA, 26 September 2016

Increasing diversity and inclusion in the petrochemical workforce
There is a strong business case for increasing diversity and inclusion in the petrochemical workforce. EPCA’s new initiative on the subject aims to discover best practice and embed diversity and inclusion into management thinking and company DNA. This is important for advancing SDG 10.2 to empower and promote the social, economic and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status.
Diversity of gender and race within senior management roles leads to better thinking and decisionmaking
More women are entering the oil and gas and petrochemical sectors – but there’s still a way to go. It’s all part of a wider drive to increase diversity in the workforce. This is important for advancing SDG 5.1 to end all forms of discrimination against all women and girls everywhere and SDG 5.5 to ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic and public life.

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