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.
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.
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).
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.
Contributing to goal 5 (gender equality), these authors take a critical look at current efforts to measure women’s empowerment at the individual/household level through standardized tools. They confirm that agency alone does not adequately reflect local meanings of empowerment.
In support of goal 5, XpertHR have recorded a webinar that discusses the main findings of the UK Gender Pay Gap Reports, which companies with more than 250 employees 250 employees are expected to produce.
The #MeToo and #Time’sUp movements are bringing more focus to the issue of equal pay for women causing employers to take gender pay equity more seriously, with some reporting success. This Blog relates to Goal 5, discussing gender equality.
The deadline for employers to report their gender pay gaps passed at midnight on 4 April. At that point, 10,016 organisations had uploaded their data to the government's gender pay gap reporting website.
