More women are entering the oil and gas and petrochemical sectors – but there’s still a way to go. It’s all part of a wider drive to increase diversity in the workforce. This is important for advancing SDG 5.1 to end all forms of discrimination against all women and girls everywhere and SDG 5.5 to ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic and public life.
Although gender pay gap reporting legislation in the UK does not come into force until early 2017, employers may have to collect gender pay gap data from as early as April 2016. To help HR professionals get ready for their reporting obligations, XpertHR has compiled helpful FAQs and a timeline. Gender pay gap reporting advances SDG 5.C to adopt and strengthen sound policies and enforceable legislation for the promotion of gender equality, as well as SDG 10.
This webinar focuses on women's health initiatives in the private sector, working towards Goal 3 and Goal 5
Advancing goal 5 requires governments to bring down legal barriers that restrict economic opportunities for women. This report is a call to action from business to create more inclusive economic growth.
This report links to Goal 3 and Goal 5 and Principle 3 of the Women’s Empowerment Principles, which encourages companies to ensure the health, including sexual and reproductive health, of all workers.
This article advances SDGs 5 and 16 by discussing the influence that gender studies has and can have on thinking about violence, nonviolence, war and peace, and conflict transformation.
This article advances SDGs 5 and 16 by examining the distinct impact that war has on women because of their gender, the various ways that women respond to war and the roles they play, the major debates within this field of study, and, finally, gender inequality as a cause of violence in peacetime and wartime.
