This report provides guidance for companies to take concrete actions to integrate women's health and empowerment in their policies, systems, and operations, furthering SDGs 3, 5 and 8. The framework is based on lessons learned from consultations with companies, non-governmental organizations, and women's health programs in order to provide best practices for investing in workplace women's health and empowerment.
To advance goal 5, XpertHR have recorded a webinar that discusses the steps employers are taking to address or improve the gender pay gap within their organisations.
Winnig the July 2017 Elsevier Atlas prize, this article advances goals 2 and 5 through its discussion of the importance of gender-aware seed governance regimes to develop smallholder agriculture, increase gender equity, and enhance food security and rural livelihoods in the dry areas of the temperate world.
Elsevier,

Current Opinion in Environmental Sustainability, Volume 34, October 2018, Pages 26-32.

SDG 5 - gender equality - has the potential to enhance food security through its attention to women's access to land and natural resources. However, it fails to address women's limited access to irrigation, credit and other inputs. As such, this paper calls for goal 5 to be expanded through synergies with other SDGs.
This viewpoint reflects on women's contribution to sustainable ocean governance, supporting SDG 5 (gender equality) and 14 (life below water). This article discusses the unique contributions women offer to ocean governance and the necessity to reduce systematically- embedded hurdles currently supporting gendered decision-taking in ocean governance.
This Elsevier Atlas Award winning article directly contributes to SDGs 1 (no poverty) and 5 (gender equality). This research piece identifies the importance of gender equality and women's empowerment for the improvement of child welfare and poverty reduction.
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This article explores the steps employers can take to support employees with caregiving responsibilities, addressing SDGs 3 (good health and well being), 5 (gender equality), 8 (decent work and economic growth) and 10 (reduced inequalities).
Care-giving is on the rise and is affecting more and more people. Companies need to address the increasing demands of care-giving-related issues for its employees. This article examines ways in which companies can support employees with care-giving responsibilities, contributing to SDGs 3, 5 and 8.
Stop harrasment #metoo
As employers continue to deal with the fallout of the #MeToo movement, the importance of effective sexual harassment training has become more clear. Having a workplace that is free of sexual harassment supports SDGs 5, 8 and 10. This article provides advice on why effective sexual harassment training is needed now more than ever, and best practices that apply no matter where you are.
Despite the fact that getting a job with a living wage decreases the risk that an individual will commit another crime, society places many barriers to people with criminal records re-entering the workforce. SDGs 8 and 10 includes bringing the formerly incarcerated back as contributing members of society by providing meaningful work. SDG 5 also is impacted, as bias against women with criminal histories is greater than against men. A new study reveals that misconceptions that prevent employers from considering job applicants with criminal histories are not supported by the data; these workers prove to be as good or a better “quality of hire” than employees without a criminal record.

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