Including gender in scientific research will maximise the impact of that research. SciDev’s new online course is designed to help students understand why gender is such an important component of research. It also explores the implications for science and global policy agendas, including the climate change agreements and the UN Sustainable Development Goals. This course explores the importance of gender (SDG 5) in science and research (SDG 4).
This paper explores the importance of a diverse workforce for the legal profession. City law firms are losing female talent because these careers have been unable to accommodate flexible working. Setting the business case for a diverse workforce and highlighting cost-effective resource options for law firms, this report helps to advance SDG 5 within the legal profession.
The Women's Empowerment Principles Gap Analysis Tool (WEPs Tool) helps companies benchmark their performance against the 7 WEPs Principles. It helps companies discover their contributions to improve gender equality and identifies areas that need improvement. This tool directly helps to advance SDG 5. The WEPS, a joint initiative of UN Global Compact and UN Women, were developed in 2010 to provide a holistic framework to empower women and girls in the workplace, marketplace, and community.
The Blueprint for Business Leadership on the SDGs aims to inspire all business — regardless of size, sector or geography — to take leading action in support of the achievement of the Sustainable Development Goals (SDGs). It illustrates how the five leadership qualities of Ambition, Collaboration, Accountability, Consistency, and Intentional can be applied to a business' strategy, business model, products, supply chain, partnerships, and operations to raise the bar and create impact at scale. The Blueprint is a tool for any business that is ready to advance its principled approach to SDG action to become a leader. This chapter relates specifically to SDG 5.
Access to justice as a practical and process based concept may be defined as the capacity of people to access judicial institutions which shall bring solution to common judicial problems of the people
In the UK, gender pay gap reporting legislation will require large employers to publish their overall mean and median gender pay gaps from 2018. XpertHR highlights its useful tools including frequently asked questions relating to unequal pay, and legal guidance on the new legislation. The Regulations contribute to advancing SDG 10.4 to adopt policies, wage and social protection policies to progressively achieve greater equality.
The Elsevier Foundation is committed to advancing SDG 5 and has developed a 3-year strategic partnership with Portia, an organisation that women and men have the same opportunities for engagement and advancement in science. Building on research drawn from recent Gender Summits, Portia will advance sex-gender sensitive research, innovation, development and deeper understanding through a series of annual SDG reports and the creation of a Gender Summit Consortium.
As part of the UK Government’s Women in Finance Charter, 72 firms have agreed to publish progress on gender equality annually, ahead of gender pay reporting Regulations in 2017. Sixty firms in the UK have committed to having at least 30% of women in senior roles by 2021. Thirteen finance companies are aiming to have complete gender parity in senior roles by 2021. These steps directly align with SDG 10.4 to adopt policies, wage and social protection policies, to progressively achieve greater equality.
This chapter advances goals 3 and 5 by examining the biological and social reasons women are disporportionately affected by mental health issues. It advocates for a gender-based approach to mental health programs to help women with the unique set of challenges they face.
This article advances SDGs 3, 5, and 16 by providing a broad overview of global violence aginst women and highlighting the difference health professionals can make for women who experience violence in its multiple forms.
