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SheWorks : putting gender-smart commitments into practice (Vol. 2) : Main report (Inglês)

Gender gaps in employment, however, are not just an emerging or developing economy problem. Developed economies also have a range of gender gaps to tackle. This report is the culmination of the International Finance Corporation (IFC) - led SheWorks global private sector partnership launched at the 2014 Clinton global initiative annual meeting. The partnership’s aim was to advance employment opportunities and improve working conditions for more than 300,000 women by 2016. The full report consolidates the 13 members’ learning and best practice around the recruitment, retention, and promotion of female employees. SheWorks members and strategic partners have contributed their knowledge and expertise to this report. The aim of this report is to help companies across regions and sectors identify and implement gender-smart recruitment, retention, and promotion policies that work best for their (female) employees and the business. The report concludes with suggestions for future research and partnerships, and highlights issues that were beyond the terms of reference of the SheWorks partnership but vital to advancing women’s employment. The summary provides a brief synopsis of each chapter while additional promising practices and lessons learned are provided in the full report.


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    Nasir,Rudaba, Niethammer,Carmen

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    Documento de Trabalho

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    Regiões Mundiais,

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  • Nome do documento

    Main report

  • Palavras-chave

    monitoring and evaluation mechanism;oil and gas company;united nations population fund;women in leadership;number of women;Diversity and Inclusion;barrier to woman;proportion of woman;profit and loss;female labor force;return on asset;business case;women in business;private sector partnership;exchange of knowledge;advancing gender equality;private sector company;recruitment of woman;opportunity for woman;code of conduct;access to asset;career advancement opportunity;opportunity between woman;human resource management;formal labor market;corporate governance code;gender wage gap;return on investment;qualified female candidate;global private sector;gender diversity;Gender Gap;strategic partner;firm performance;gender assessment;family responsibility;business benefit;role models;female ceo;fact sheet;economic volatility;professional service;Energy Sector;maximum benefit;employee performance;glass ceiling;business leadership;promotion policy;employment opportunities;middle management;panel data;working condition;female managers;leadership talent;operational performance;Global Gender;survey respondent;gender bias;workplace policy;employment opportunity;glass walls;pipeline development;women's issue;minority group;promotion rate;female staff;consumer market;future research;data gathering;cultural change;professional development;consumer base;societal goal;corporate leadership;socioeconomic development;leadership development;leadership skill;management position;leadership training;succession planning;developmental milestone;career development;business impact;eliminating barriers;cloud computing;skill development;cultural resistance;business strategy;gender quota;Talent Acquisition;knowledge center;global economy;innovative policy;mechanical equipment;public criticism;Executive Search;social diversity;primary source;board seat;management experience;reproductive roles;telecommunications company;country survey;enabling environment;multinational financial;information provider;gender parity;index base;market capitalization;environment issues;gender stereotype;parental leave;collaborative effort;Advisory services;critical data;strategic it;private capital;human capital;market opportunity;social marketplace;family care;universal principle;asset size;skilled woman;research show;technical error;financial result;corporate culture;ownership management;gender issue;regional context;corporate world;small children;labour organization;skill gap;performance management;multinational corporation;general counsel;mentor program;long hour;labor standard;adversely impact;social learning;increase productivity;part-time work;learning module;support network;professional network;political participation;legal constraint;certification standard;subsidiary right;medium enterprise;benefits to employee;workforce participation;paid leave;ripple effect;global assessment;Labor Law;Talent Pools;global development;Job Creation;civil society;global business;participation rate;



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