Gender equality and women's empowerment

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.
An XpertHR survey shows that the problem of sexual harassment continues to be a high concern of employers. Providing a safe and legal workplace environment are part of achieving SDGs 5, 8 and 10. This article addresses concerns and offers practical advice on preventing and/or addressing sexual harassment in the workplace.
In de Souza E Souza v Primark Stores Ltd, the employment tribunal awarded £47,433 to a transgender employee who suffered harassment and recommended that the employer adopt a written policy on how to deal with new and existing staff who are transgender or who wish to undergo gender reassignment. This advances goal 8 (decent work and economic growth), goal 10 (reduced inequalities) and goal 16 (peace, justice and strong institutions).
Sex discrimination blog picture
The goal of SDG 5 is to achieve gender equality and empower all women and girls. The issue of sexual harassment is now at the forefront thanks to the #metoo movement and the countless women coming forward with stories of facing harassment and inappropriate conduct at work. As a result, organizations are starting to change their policies and practices with a renewed awareness and emphasis on training.
In Guisado v Bankia SA and others, the European Court of Justice (ECJ) held that there is nothing in EU law to prevent a pregnant worker from being included in collective redundancies. This sets out legal implications for pregnant workers and aligns with goal 5.
Supporting goal 10 (reduced inequalities), goal 8 (decent work and economic growth) and goal 16 (peace, justice and strong institutions) this blog discusses the fight for social justice and the links with inclusion and decent work for migrants in a global economy.
Household methodologies (HHM) intervene directly in intra-household gender relations to strengthen overall smallholder agency and efficacy as economic agents and development actors. Strengthening women's agency is one mechanism for progressing towards collaborative, systemic farm management. It is expected this will contribute to improved farm resilience in the face of climate change, strengthen food and nutrition security, and improve other development indicators related to SDGs 2 and 5.
Elsevier,

The Lancet, Volume 391, Issue 10119, 1 February 2018, Page 401

In support of SDG 5, this article argues that to eliminate female genital mutilation (FGM) worldwide by 2030, national legislation alone is insufficient and must be accompanied by concerted efforts to change deeply embedded cultural attitudes in communities that continue to perpetuate FGM.
Furthering goal 5, this report examines the aggregate results of companies using the Women's Empowerment Principles Gender Gap Analysis Tool (WEPs Tool) with the aim of providing insight into global corporate performance on gender equality and women's empowerment aligned with the WEPs. The study also demonstrates the value of using the WEPs Tool and showcases the efforts of partners and other stakeholders to drive gender equality around the world.

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