A very important area of gender and climate change adaptation is the field of ‘loss and damage’. Loss and damage refers to the negative effects of climate change that people have not been able to cope or adapt to.
Although gender was not present in the original UNFCC treaty, many years later, gender has been to some extent been integrated in the UNFCCC framework, with the COP21 in Paris being a consequence of that.
Women are underrepresented in most high-level positions in organizations. A review of the literature demonstrates that there are seven major influencers that can result in impeding the growth of women in leadership.
Social cultural factors have continued to enforce unjustified biases and stereotypes. The theory on cognitive biases, uncovered the effect of other cognitive biases which means that people are more likely to notice and recall information that confirms their prior stereotypes than information that contradicts it. As such, dissonant data is filtered out.
It is now no secret to the public that peacekeepers can also be perpetrators of sexual and gender-based violence (SGBV) and abuse and some of the contributing countries in those operations do not have the will to properly hold these people accountable.
What happens when someone gets angry? It obviously depends greatly on cultures and personalities. However, quite often, it’s not really recommended in the professional sphere. It’s the sign that a person is losing their temper, and thus the control of the situation. Anger also leads us to make impulsive and irrational decisions. “Anger is a bad counselor” as they say so well.
In Nepal’s context, women are more likely to face different forms of violence which includes: domestic violence, sexual abuse and torture, rape, sexual harassment, women trafficking, dowry, mental torture, verbal abuse, gender discrimination, child marriage, polygamy, polyandry due to social custom and prejudices that undermine equal status and opportunities for women in public and private domain
The most powerful way we have to achieve the necessary improvements is to continue working, and not in any way, but to work to get to the root of the conflict, to diagnose with knowledge of the cause where its origin lies and to be able to design a roadmap that allows us to solve it together with men.
In the real world, therefore, we are all fighting these imbalances, we are trying to make our voice heard, we are also interested in the impact that new technologies, such as Artificial Intelligence, will have on the gender issue
“Developments in Artificial Intelligence will render 80% of ‘white-collar’ professional jobs redundant over the next thirty years.”
This was one of the very striking predictions made by Dr Stephen Davies of the Institute of Economic Affairs at the Home Renaissance Foundation Experts’ Meeting: The Home in the Digital Age this February 2019.
Michaela Jamelska asked the professor J. Arnaud who has teaching experience from a primary, secondary, high school and University from all around the world and most recently from the school close to Silicon Valley, what are current technology trends in education and what is the impact of technology in education.
This 28 May 2019, at CaixaForum-Madrid headquarters, my colleague Esther Jiménez and I presented the EJE&CON Report "Good Practices for talent management and improving competitiveness in companies", prepared by the Carmina Roca and Rafael Pich-Aguilera Women and Leadership Chairs at IESE, with the sponsorship of CaixaBank and the participation of more than 100 organizations from all sectors.
One day, I was asked to give an inspiring speech to a hundred young professionals with high potential from a big company. I wasn’t a speaker, but they’d contacted me because I had impressed a few managers during a round table.
The red Line of the Hub for 2019-2020 is how to achieve an effective work life balance, this in various sectors of activity. We target two crucial sectors: STEM and Digitalisation as well as the UN Sustainable Development Goals number 5: achieve gender equality and empower all women and girls.
Summary by Eva Fabry, Director of GWMH´s strategic partner, the European Centre for Women and Technology - ECWT from the supplier diversity workshop organized by Citibank under the heading “How to do business with Citibank?” the 27th June in Budapest, Hungary
Various challenges of governance arise with the existing structures in place providing gender training in Peace Support Operations (PSOs). For instance, there is a very high number of actors involved in the process from policy design to implementation as well as monitoring and evaluation
We live in a disconnected society where every day the importance as well as the economic and social urgency is emphasized to care for human ecology, as a sine qua non condition to "safeguard our common home and its inhabitants.
Work not only gives dignity to the person carrying it out but also to those on the receiving end and we will always value it. No robot, hologram or other talking machine, however warm and friendly their voices may sound, could ever replace the human touch – so traditional ‘people-centred’ jobs will never go away.
When a manager (him, for instance) has two positions to attribute to two equally skilled candidates, they tend to give the simplest one to the woman and the more complicated one to the man. He seeks to increase the chances of success of women – after all, there are very few women, we’re not going to risk their failure!
The 2019 European Ada Awards are organised by the Digital Leadership Institute and its partners, and have been an official pledge to the
Grand Coalition for Digital Skills and Jobs in Europe since 2012.This year, the European Ada Awards enjoy patronage from Ms. Mariya Gabriel, European Commissioner for the Digital Economy and Society.
The hub has developed three concept notes for research and analysis. We launch now a call for experts for those willing to embark in a consortium. Contact Christine Marlet-Christine.email@example.com if interested.
Every morning we wake up to debates about victims, aggressors, rights, false allegations... It is surprising, on the one hand, how many facts and figures are given, which are unrelated to each other and even contradict each other. In social networks such as Twitter, we witness a dance of information and denials, of unmasked hoaxes, of communiqués and declarations. Many of us wonder who to believe, what figures are authentic and how to check the veracity of the data. With posttruth installed in all spheres and ease of manipulation, what studies can we believe?
We all have natural affinities and colleagues we “like” more than others … It’s human, of course, but that does not justify treating people differently in the workplace.
So, how do we dissociate the work from the affect? The first thing to do is to sit down and think. Don’t let your emotions take over. And then, ask yourself what the reason of the rejection/oversight/etc. is.
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