GENDER INEQUALITY IN EMPLOYMENT SECTORS

 The problem of inequality in employment being one of the most pressing issues today, in order to examine this situation, one must try to get to the root of the problem and must understand the sociological factors that cause women to have a much more difficult time getting the same benefit, wages and job opportunities as their male counterpart. The society in which we live has been shaped historically makes the policy makers have consistently been male and it is important to examine all facts of the problem, but in order to fully tackle the issue on most recognize that this inequality in the work force is rooted in what shape future employees and employers – education. We will examine the inequalities in policy, actual teaching situations, admission to post-secondary institution, hiring and job benefits and wages.

Structural marginalization

Gender inequalities often stem from social structures that have institutionalized conceptions of gender differences. Marginalization  occurs on an individual level when someone feels as if they are on the fringes or margins of their respective society. For example, media advertisements display young girls with easy bake ovens (promoting being a housewife) as well as with dolls that they can feed and change the diaper of (promoting being a mother).

Gender stereotypes

Cultural stereotypes, which can dictate specific roles, are engrained in both men and women and these  are a possible explanation for gender inequality and the resulting gendered wage disparity. Women have traditionally been viewed as being caring and nurturing and are designated to occupations which require such skills.

Sexism and discrimination

Gender inequality can further be understood through the mechanisms of sexism. Discriminations takes place due to the prejudiced treatment of men and women based on gender alone. Sexism occurs when men and women are framed within two dimensions of social cognition.

Men typically occupy positions of power in society. Due to socially accepted gender roles or preference to other men, males in power are more likely to hire or promote other men, thus discriminating against women

Since women are more likely to live in poverty than men, it is sometimes assumed that to address gender injustice it is enough to implement policies designed to reduce poverty, because women will benefit more.

However, because women and girls living in poverty face discrimination, heavy unpaid care work responsibilities, violence or restrictions on their rights and freedoms, they won’t always see the benefits.

Universal public services, especially in areas such as health, education and water as well as social protections like pensions and child support grants have a profound impact on gender equality. 

Our economies are built on millions of hours of unpaid labour carried out every day. Time spent caring for children, the elderly and the sick; cooking and cleaning; and collecting water and firewood, is overwhelmingly done by women and girls.

The following exegesis gives a summary of what the solution achieves to serve:

1.         To find out factors responsible for low employment opportunities of women.

2.        To find out the effort of Governments towards reducing gender inequality.

3.        To examine the implication of gender inequality in the society

4.         To provide solutions to the problem of gender inequality generally and specifically in employment opportunities.

Economic inequality translates into inequality in voice. Through this collaboration with Mission Billion Challenge Global Prize, governments will have a realization of  providing genuine opportunities for women so that they have a say in key budget, design and management decisions.

Spiraling economic inequality is a threat to the fight against poverty. Economic policies fail to fully recognize women’s economic contributions, or take their needs and priorities into account, this  will only be realised through collaboration with Mission Billion Challenge Global Prize in which solutions that address gender inequality will be pointed out radically.

The methodology used to determine index scores is designed in such a way as to count situations in which men are disadvantaged relative to women as "equal. The  Gender Gap Index calculates gender gap between women and men in four key areas: health, education, economy and politics to gauge the state of gender equality in a country.

It  measures women's disadvantage compared to men, and is not a measure of equality of the gender gap. Gender imbalances to the advantage of women do not affect the score. So, for example, the indicator "number of years of a female head of state (last 50 years) over male value" would score 1 if the number of years was 25, but would still score 1 if the number of years was 50.

It assesses countries on how well they are dividing their resources and opportunities among their male and female populations, regardless of the overall levels of these resources and opportunities. By providing a comprehensible framework for assessing and comparing global gender gaps and by revealing those countries that are role models in dividing these resources equitably between women and men, it serves as a catalyst for greater awareness as well as greater exchange between policymakers.

Due to this innovation, gender gaps that favor women over men are reported as equality and would not cause deficits of equality in other areas to become less visible in the score, excepted for life expectancy. 

The United Nations Secretariat,  promulgated Administrative Instruction on "Special Measures for the Achievement of Gender Equality. Bank Ki Moon, the Secretary General of the United Nations in his Annual Reports to the General Assembly,  titled "Improvement of the status of women in the United Nations system" stated that Special Measures are "procedures designed to accelerate the achievement of gender parity at the Professional levels and above  and that the aim of these procedures was to ensure "gender balance in recruitment and promotion" and rectify "past and current forms and effects of discrimination against women.

The innovation tendered to examine four overall areas of inequality between men and women in 4 countries, e,g Zambia, Malawi, Zimbabwe, Mozambique and Botswana:

• Economic participation and opportunity – outcomes on salaries, participation levels and access to high-skilled employment
• Educational attainment – outcomes on access to basic and higher of education.
• Political empowerment-  outcomes on representation in decision-making structures
• Health and survival – outcomes on life expectancy and sex ratio. In this case parity was not assumed, there were assumed to be fewer female births than male (94 female for every 100 males), and men  assumed to die younger. Provided that women live at least six percent longer than men, parity was assumed. But this was less than six percent counts as a gender gap.

Thirteen out of the fourteen variables used to create the index were publicly available hard data indicators from international organizations, such as the international labour organization and the world health organization.

Over the last forty years there has been a transformation in the gender composition of the UK workforce as women are increasingly likely to be in paid employment for the major part of their adult lives. Women have entered an increasing range of occupations and sectors and secured high level positions within some firms and organisations.

Yet gender imbalances remain with respect to the scale and form of employment and in remuneration. In many ways the organisation of the workplace and the domestic division of labour retain the imprint of a male breadwinner society which presents a challenge to gender equity within employment and in society more generally.

So despite progress concerns remain regarding employment segregation, the value of women’s work and the uneven division of domestic labour. These are recurring themes in the literature over the last forty years so1 the processes leading to these outcomes merit continued attention.

Despite some progress made over the last few decades in increasing women’s labour force participation and narrowing gender gaps in wages, gender equality in the world of work still remains an elusive goal. While millions of women have become successful entrepreneurs, women are still grossly underrepresented in the world’s board rooms. In particular, in the developing world, women continue to form a large majority of the world’s working poor, earn less income, and are more often affected by long-term unemployment than men.

 This is due to women’s socio-economic disadvantages caused by gender-based discrimination and their double roles of being a worker and a care taker for the society. Women often have less access to productive resources, education, and skills development and labour market opportunities than men in many societies. Largely, this is because of persistent social norms ascribing gender roles, which are often, slow to change.

Furthermore, women continue to undertake most of unpaid care work, which has become an increasing challenge in their efforts to engage in productive work, both in subsistence agriculture and market economy, especially in countries which are negatively affected by environmental change and HIV and AIDS.

Over the last forty years there have been profound changes in the gender composition of the labour force and more widely in social life, leading to greater gender equity. Workplaces are less segregated, women have moved into positions of power and responsibility, and men have become more involved in childcare. A further significant improvement is greater accessibility to gender disaggregated data which facilitates detailed knowledge of differential positioning in the labour market.

In many ways there is now greater symmetry between women’s and men’s lives, but the convergence has been principally one sided, with women being partially assimilated into the largely unmodified masculinised model of working to a greater extent than men have been assimilated into the feminised world of domestic reproduction and care. This asymmetric convergence together with continuing gender segregation and a gender pay gap especially in part time work, contributes to enduring disadvantages to women in the labour force, in their life time earnings, and in retirement incomes. 
Formal commitment to equality and diversity is very strong in government and organisational policies. To translate this commitment into substantive outcomes existing strategies could be implemented more effectively. Organisations would secure greater knowledge of inequality by implementing gender pay audits and investigating unwarranted gender differences in pay and promotion. Audits would reveal the existence of gendered practices, if not their underlying processes. More fundamental change would require state policies with respect to overall working times, parental leaves and childcare, in addition to organisational and social change.

Digital technology can transform women’s lives in a myriad of ways, and quickly. It can, for instance, give many women access to a bank account for the first time. Today, an estimated 57 percent of women are financially excluded in South Asia and 49 percent in Southeast Asia. But because the cost of providing digital finance is 80  lower than physical payments, MGI, it can be accessed more broadly.

Digital can help bring opportunities to women via technology such as videoconferencing. In Australia, financial services company Suncorp has redesigned its contact center through “work at home hubs” that combine home work stations and working spaces in regional shopping centers.

Using digital technologies can truly transform not only women’s ability to earn money but their health and welfare. Remote delivery of healthcare is spreading.

Moreover, digital literacy among many women is low lower than among men. It is vital that women are given the training in science, technology, and mathematics that will equip them for the industries that will thrive in the automation age.

Digital cannot solve all the challenges that women face, and there are certainly some risks, but if its power to enable women to make the most of their potential is truly tapped, it can turbocharge progress towards gender equality.

Finally, digital gives women more of a voice. In Indonesia, there have been reports of improved social status, bargaining positions and influence on village policies by providing rural women training in digital media.

Across Asia Pacific, where gender inequality is high, digital technologies can give women a leg up, giving them the flexibility to earn an income as well as look after their families, and boosting economic growth in the process. The latest McKinsey Global Institute research on gender equality on Asia Pacific finds that the region’s economies could increase their collective GDP by $4.5 trillion a year by 2025—or the equivalent of adding an economy the combined size of Germany and Austria every year—by accelerating progress towards gender equality.

There is much more to do. More women need access to these technologies. GMSA has estimated that there are 1.1 billion unconnected women in low- and middle-income economies in Asia Pacific. Moreover, digital literacy among many women is low—lower than among men. It is vital that women are given the training in science, technology, and mathematics that will equip them for the industries that will thrive in the automation age. Finally, entrenched attitudes about women and technology also need to be tackled. Consider that in a  survey in Jakarta, more than one-third of male respondents said that it was “their responsibility to restrict what women access on the Internet. In India, one village in Uttar Pradesh implemented a 2,100-rupee fine for any girl using a mobile phone outside the home.

Gender unequal practices in workplaces are still rampant. The governments must educate the individuals to shun all the social and cultural practices that pull the society behind. The west has already made a huge progress in every walk of life, and if the trends of gender inequality remained existing, the East would never be able to compete with them. It’s high time that every industry, company, and enterprise pay equally for equal work. Gender inequality is a serious issue and demands utmost sincerity from the leaders, governments and society. 

However, there is no problem in the world which has no solution and just like this gender disparity is also not a problem without a solution. It surely can also be solved and minimized. Apart from the government, NGOs and activists have a crucial role to play in educating the public. The government should start a campaign in every region of the country, especially the urban areas. Most importantly, include more women in decision-making. Policies, schemes, and government facilities are for the entire population. Fathers should be told to give their daughters enough freedom to get an education. Husbands should be taught that it is not wrong if their wives wish to continue their education or want to pursue a career. Mothers should be taught to support their daughter and save them from dependency on any man. We need to take measures to build the confidence of girls in tech-related subjects.

The solution is currently serving almost 1 million women across the globe and it is estimated to serve at-least 5 million people in the next five years.

 The governments must educate the individuals to shun all the social and cultural practices that pull the society behind. The west has already made a huge progress in every walk of life, and if the trends of gender inequality remained existing, the East would never be able to compete with them. It’s high time that every industry, company, and enterprise pay equally for equal work.  One of the key barriers is a mindset that limits what girls can achieve. It would be very helpful if young girls have role models to look up to.

However, there is no problem in the world which has no solution and just like this gender disparity is also not a problem without a solution. It surely can also be solved and minimized. Apart from the government, NGOs and activists have a crucial role to play in educating the public. The government should start a campaign in every region of the country, especially the urban areas. Most importantly, include more women in decision-making. Policies, schemes, and government facilities are for the entire population. Fathers should be told to give their daughters enough freedom to get an education. Husbands should be taught that it is not wrong if their wives wish to continue their education or want to pursue a career. Mothers should be taught to support their daughter and save them from dependency on any man. We need to take measures to build the confidence of girls in tech-related subjects.

ANTICIPATED BARRIERS

The reasons are numerous, but the cause fairly simple: the concept of unconscious bias. The unconscious is the brain’s way of making an automatic judgement – for instance when one pulls their hand away from a hot object without having to think about it. The brain also carries biases – implicit associations to things that it has formed through experiences, the media and a person’s society and culture. We can see how this applies to our perceptions of people through stereotypes – for instance, in the UK when we imagine a mugger, they will often be a young man wearing a hoodie such as:

• Workplace design including the one-income earner household model and logistics of school and work hours;
• The confusion between presenteeism and commitment, the association of flexible work with lack of commitment, and the lack of career advancement for part-time employees;
• The difficulty in juggling work and personal life, particularly caring responsibilities for children and aged parents;
• Lack of commitment from leaders and executive teams towards gender diversity
• Mothers are more likely to withdraw from full-time employment compared to fathers after having children and for those who do return to work, their career progression often gets stuck with a lower chance of getting a promotion.

• Women’s progression in the workplace continues to be held back by barriers such as bias around pay and promotion, difficult workplace cultures, tensions between balancing work with care and a shortage of quality part-time work with a good wage potential.

Despite the many implemented and proposed measures for reducing gender inequality in environment and sustainable development, one fundamental and much-needed change has been left unspoken. That is, to achieve true gender equality in environmental fields, environmental actors need to be willing to change their ways of thinking and working.

 Lack of data differentiating between women and men’s socioeconomic characteristics, roles and contributions is “a major bottle neck” in designing gender-responsive environmental policies. To address this, all government must put in place gender mainstreaming committees to collect sex-disaggregated data, alongside introducing gender budgets and equality principles in line ministry operation. Similar strides should be made in other  regions to disaggregate data according to gender, which will help in revealing the inequalities that exist.

We will push all governments to go beyond the collection of sex-disaggregated data in order to examine and address the drivers of those gender inequalities, for policies to be truly transformative,.  This is because people in environmental professions have usually undergone technical training in hard and engineering sciences that traditionally bracket out gender and social issues.

While the government has consistently advocated a flexible labour market and flexible working times this has not eliminated working time expectations founded on a breadwinner model of the household in senior positions in the private sector even though the proportion of breadwinner households has fallen from over half to less than a quarter in the last thirty years .

There are currently 50 people that are working on this solution.

1. 10 are full time staffs
2. 20 are on part time arrangements
3. 5 are contractors
4. 15 are general workers

My Team has diverse knowledge in:

• Monitoring and reporting on the project related gender issues in the region.
• Preparation of reports on the crisis response interventions in KR-1 and the DIBs area.
• Providing information to be updated in Atlas for the Crisis response projects.

Good Networking and Coordination strategies:

• Liaising with key national and internationals stakeholders, key domestic political and civic actors, civil society organizations, international NGOs, partners and donors in the region to facilitate and enhance contribution towards the implementation of the gender equality agenda.

 Knowledge management and sharing

• Provision of  brief updates on the development of gender related issues in the region.
• Provision of assistance in data collection, compiling lessons learned, establishing indicators to support knowledge sharing.
• Assisting  in the development of concept notes, project documents and policy frameworks and research area and gender issues for best practices as directed by supervisor.
• Participation  in gender related community of practice in the region.
• Supporting  in writing stories related to programme and project developments as they relate to gender equality issues.

Education and Relevant Experience:

• Posses the following qualifications: Master Degree in Gender studies, Law, Political Sciences, Social Sciences or related field with 15 years of r experience at the national or international level in the field of gender related projects with additional understanding of a crisis/conflict prevention.

• Bachelor Degrees in Gender studies, Law, Political Sciences, Social Sciences or related field with four years of relevant experience at the national or international level in the field of gender related projects.

N/A

My business model will be committed to achieving workforce diversity in terms of gender, nationality and culture. My team works on integrating and mainstreaming gender across the crisis response interventions and provision of  expert advice to the respective regions. We also work on issues of inclusion of displaced population groups in an effort to ensure that interventions are sensitive to these dynamics on the ground. 

Supporting gender equality is our crucial component to reduce poverty through economic growth. A solid body of evidence shows that improving the status of women is critical to sustainable development. When women are educated and earn and control income, infant mortality declines and child health and nutrition improve.  Gender equality can also help boost economic growth, as greater female labor force participation and educational attainment may lead to higher productivity and gross domestic product growth.  The business case for gender equality is growing. As companies seek to tap into new growth markets and sources of revenue, they are realizing how lack of attention to gender issues can impact their bottom lines.
 Enabling women’s productivity is important for firms looking for skilled workers and an improved talent pool, especially in sectors that employ large numbers of females, such as the garment sector. Gender considerations are also important for companies looking to expand their consumer base and tap into the women’s market. 

GENERATION OF MONEY THROUGH DINNER DANCES, CONSULTATIONS AND EVENTS 

GENERATION OF MONEY THROUGH DINNER DANCES, CONSULTATIONS AND EVENTS 

GRANTS AND LOANS

GENERATION OF MONEY THROUGH DINNER DANCES, CONSULTATIONS AND EVENTS 

The estimated total expenses for 2020 is 550,000 USD

A NEED TO BE ASSISTED FINANCIALLY SO THAT THE COMMUNITY ESPECIALLY THE MARGINALISED BECOMES PART OF THIS WORLD.

Sufficient working capital is a key aspect of our company’s financial health, and not having enough working capital can have a serious impact on the future of our business. We want this  external funding to create enough working capital to enable us to fulfil our growth ambitions and objectives.

The development of a PPP project will require our company to prepare and evaluate proposals, develop contract and bidding documents, conduct bidding and negotiate deals, and arrange funding. The costs incurred in these processes as transaction costs will include staff costs, placement fees and other financing costs, and advisory fees for investment purposes. . These Transaction costs may range from 1 to 2 percent to well over 10 per cent of the project costs since they vary mainly with familiarity and stability of the policy and administrative environment and not so much with the size or technical characteristics of a project to be undertaken.

UNICEF AND  UNDP