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.firstname.lastname@example.org 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.
Parenthood is in transition. In recent years, the number of minutes fathers devote to their children has increased, men's participation in the perinatal period has grown, whether in gynecological visits or birthing classes, and a genuine interest in wanting to be more involved in childcare has blossomed. However, there is still a way to go.
Breakthrough Leadership Transformation Group is a premier leadership advisory firm better known as the leadership catalysts. We focus on enabling leaders and organizations to gain deep knowledge and practice authentic, inclusive and transformational leadership.
what do we mean by feminine management and masculine management? I’m against the idea of giving different genres to management. The problem today lies in the fact that society has established a certain leadership style as being the one that all managers should follow. As a result, an ideal of leadership is created, often by supermen, sometimes by superwomen, who manage to build teams, motivate them, understand them, have time to work out 1 hour every morning, do yoga and meditation in the evening, and are obviously very charismatic and always confident. Leaders who never get angry, who coach their teams, reassure them, explain things, who give guidance without micromanaging… I mean, you know…
While working from home has been seen as beneficial for those otherwise commuting into the cities, it has been detrimental for those dependent on such commuters – office cleaners, receptionists, cab drivers, restaurant and catering staff. These are typically some of the lowest-paid roles and their loss is all the more serious as a consequence. The place this is felt first is in the home.
In September 2020, ICRW Asia—in partnership with Global Health 50/50 and the African Population and Health Research Center (APHRC)—launched the world’s largest and most comprehensive sex-disaggregated COVID-19 database
N’oubliez jamais qu’il suffira d’une crise politique, économique ou religieuse pour que les droits des femmes soient remis en question. Ces droits ne sont jamais acquis. Vous devrez rester vigilantes votre vie durant. ~ Simone de Beauvoir-This warning by Simone de Beauvoir still hits home after so many years passing between the writing of The Second Sex and the era of AI and pandemics. Yes, the global gender gap index is still improving according to the reports of World Economic Forum, but our time poses some new challenges of its own, not to mention the old ghosts of the past still hanging around.
You can be the drop in the ocean that starts waves of change! Stories Matter is a very compelling book. Stories Matter is a very compelling book. It is a collage of meticulously compiled life lessons shared by women.
The Journal of learning style will publish in 2021 a number on Women's visibility in education as an engine for change and equality.
You are welcome to publish an article in this magazine. Please contact Maria Cruz de Teran for more details.
A teacher is constantly faced with discrimination. Often, he or she must contend with multiple prejudices which are cultivated in the home and which society itself at times perpetuates. L’Education Nationale, for example, has for a long time played a role in the development of inequalities between men and women
"No pessimist has ever discovered the secret of the stars, or sailed to an undiscovered land, or opened up new hope in the human heart.
Helen Keller, First deaf and blind person to obtain a university degree. Writer, speaker, activist and philanthropist. Anne Sullivan was responsible for her education
The program addresses teen mothers, a population that has surged during the COVID-19 pandemic and has potential to help pregnant girls to not only return to school but also meet the economic and social burden associated with teenage pregnancy in poor households and communities. The proposed social entrepreneurship model has the potential to make the program more sustainable and less dependent on external donor funding.
In three weeks time, five storms hit the Philipines, three of them destroyed our infrastructure, displaced people, denuded farms, and more.With all these 21 typhoons visiting the country and disturbing national peace this year, not to mention the number of earthquakes in between, there is COVID-19 in the equation. Our frontliners and rescuers are overworked, underpaid, stressed, and unappreciated. This is a call for CLIMATE JUSTICE. To those in power who are making climate decisions, I hope you do not look at statistics as mere numbers, but as real people with survival stories.
Studies show that COVID-19 aggravates pre-existing inequalities, and those who suffer most belong to vulnerable groups which include women and girls. There is an alarming increasing rate of gender-based violence. Mental health issues are also on the rise.
The confinement put us all to the test, since feeling deprived of freedom, not being able to continue with a normal life and having to stay at home. In the months of April and May, the percentage of people suffering from mental problems and serious fatigue increased and it would be interesting to see if the cause is due to telework or simply telework misapplied by necessity.
The home, as we have experienced from months of lockdown due to Covid, is pivotal in our understanding of ourselves and others. All the prejudices of our understanding, especially when it comes to disabilities, are gleaned from the home. And those prejudices are reinforced, for example, by television dramas. But parents, relatives, friends and those who work with people with Down’s syndrome follow a very different storyline.
I am the founder and executive director for Malkia Foundation, a national nongovernmental organization in rural Western Kenya that empowers girls with educational opportunities and women skills for enterprise development towards gainful and or self-employment for sustainability.
Ann McCreath has been recognised as woman “innovactoras” i.e., as Today’s innovators with the attitude and aptitude to build a better world from different realities of the 21st century: Science, Technology, Business, Education and Society. “Innovactoras won the WSIS Prize winner in 2020 for category 11- International and regional cooperation. The WSIS prizes represent the year’s most innovative and high-impact projects from around the world that demonstrate the vital role of ICTs in achieving the United Nations.
People often ask me to share tips and tricks to promote diversity at the workplace. I’m going to walk you through the methods that allowed me to increase the number of women in my team for each of my roles.
This report analyses women’s participation in corporate governance in the largest European companies that are listed in the STOXX 600 Europe index or, in some countries, national stock exchange indexes. In this 2020 edition we see, on one hand, that gender equality in corporate leadership is still far from reality and, on the other hand we see promising signs of improvement.
We are bringing you an interview with Kay Fabella, a DEI Consultant and Remote Team Strategist. Kay is passionate about the gender equality topic and in past years she has worked with multiple companies including the IMF, Philips, Red Hat, and PepsiCo, to improve inclusivity, communication and diversity. As Filipina American, Kay draws from her own lived experiences as a "multihyphenate" woman of color, a daughter of immigrants, and an immigrant herself to build bridges for belonging. She believes that more inclusive workplace cultures start with sharing non-linear stories — to expand worldviews and increase connectivity and collaboration.
With her company, Inclusion in Progress, Kay works with companies to create equitable workplaces. Her work has been featured in Forbes, Fast Company, and Thrive Global.
Progress in computing and the explosion of data has opened up astonishing prospects for mankind in many fields: the development of science, robotics enabling the exploration of naturally inaccessible areas, improved comfort, intercommunication and medicine. We can be rightly astonished at the extent of the help that technology brings us daily. However, all this technique, which some people call artificial intelligence (or A.I.), if it already provides us with many services, can have perverse effects.
If you’ve applied the tips I gave in the previous article, you should now have several new female recruits! The question now is how to integrate them into the different departments. How do you ensure that they enjoy working in their respective teams? That’s what we’ll look at together in today’s article.
Let’s start with welcoming new recruits!
We want to dedicate this new 2021 Communication project to all those homes where people live with disabilities. We have entered these homes to learn about the difficulties that the people who inhabit them experience every day. We want to honour all those family members who give so much of themselves so that their children, their parents or their grandparents live with dignity. We want to engage with professionals working in this field on how to deal with such a situation.
In recent decades, the presence of women has increased and normalized in almost all spheres of society: business, science, communication.... However, the achievements that have been made should not make us lose sight of the fact that there is still a long way to go, especially in terms of the promotion of women to positions of responsibility and their equal participation in decision-making at the highest levels of institutions.
I present in this post the inspiring story of Eiko Hashiba, a Japanese banker who left her position to take care of her baby... and created a financial empire 10 years later. Having to resign from her position at Goldman Sachs made her question why consultants like her could not be outsourced, so as to have the possibility to integrate family and professional life. This was what she had in mind when, 10 years later, she founded VisasQ, of which she is CEO.
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