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SheWorks : putting gender-smart commitments into practice : Executive summary (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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    Regiões Mundiais,

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    Executive summary

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    Gender Equality;financial access for woman;Assessment and Action Plan;women in emerging market;equal treatment of woman;sexual harassment at work;women in leadership;labor force participation;global private sector;impact of climate;advancing gender equality;fragile and conflict;civil society actor;access to asset;quid pro quo;differentials between women;international labor standard;gender equality policy;gender wage gap;flexible work arrangement;flexible working arrangement;skill training programs;growth and development;number of complaints;opportunity between woman;number of women;sexual harassment complaints;female labor force;income earning potential;strategic partner;Gender Gap;business case;gender assessment;gender diversity;Labor Market;business benefit;research show;employment opportunities;employment opportunity;work environment;complaint procedure;elderly care;pay equity;raise awareness;parental leave;firm performance;stock exchange;multiple channels;sustainable business;working condition;international standard;global initiative;leadership development;career track;certification system;woman entrepreneur;global development;reward system;promotion policy;paid leave;female ceo;disruptive change;adversely impact;Global Gender;benefits to employee;retention policy;affirmative action;corporate board;petrochemical company;enabling environment;career advancement;long-term risk;gender parity;business leadership;global workforce;existing business;career management;retention rates;citrus fruit;industrial complex;employee performance;middle management;community engagement;recruitment policy;annual salary;business strategy;achieving equality;unconscious bias;skilled labor;female managers;relocation cost;survey results;diversity efforts;salary payment;paternity leave;family responsibility;increased security;greater access;fact sheet;Technical Training;management strategy;table grape;credit line;gender perspective;external partner;company operating;Job Quality;market access;increase productivity;professional service;occupational group;corporate sustainability;asset size;gap analysis;dependent care;Emerging economies;emerging economy;future research;emergency leave;family leave;certification standard;global network;sociocultural issues;assessment methodology;household income;gender analysis;long-term investment;university student;participation rate;workforce participation;glass industry;innovative services;private capital;critical data;technical error;collaborative effort;extreme poverty;fair compensation;global business;subsidiary right;Talent Pools;Job Creation;online marketplace;telecommunications company;care service;sexual behavior;product quality;construction industry;persistent gaps;clear definition;gender commitment;cultural change;legal barrier;modern family;skill shortage;gender women;business relationship;Energy Sector;multiplier effect;operational performance;global companies;social media;role models;maternity leave;career development;female candidate;fair play;assessment process;reporting procedure;sugar cane;sexual partner;business partner;gain recognition;ethics program;performance management;public speaking;labor supply;client company;career opportunity;employee health;performance assessment;benefit structure;cultural context;worker health;



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