Ford Foundation’s Post

It has been five years since the groundbreaking C190 was adopted, and significant progress has been made in addressing GBVH in the world of work. Jana M. Ghada Abdel Tawab Vijay brings us an important piece on the challenges posed by climate change that are jeopardizing this progress, placing women at higher risk for GBVH in the world of work. We agree that women worker leaders are uniquely equipped to prevent and mitigate the escalating threats of GBVH under climate change. Funders can play a crucial role in supporting workers’ efforts to achieve gender equality in the workplace and a just transition through strong unions, freedom of association, collective bargaining, and supply chain agreements like the Dindigul Agreement. Humanity United Ford Foundation Sarita Gupta FORGE: Funders Organized for Rights in the Global Economy Fundación Avina Laudes Foundation Amol Mehra Ilan V.

This year marks the 5th anniversary of the international adoption of the International Labour Organization Convention on Violence and Harassment in the World of Work #C190.

Women’s #WorkerVoice and collective action are powerful tools for changing harmful power structures in the workplace and throughout global supply chains. We celebrate women workers and leaders who are putting the principles of International Labour Organization Convention 190 into action and addressing gender-based violence and harassment in the workplace. As C190 turns five this year, we have a lot of work to do to #EndGBVH, ensuring women workers have the collective power to shape the policies and practices that impact them. We continue to elevate women workers, scale effective strategies to prevent and address GBVH and strengthen women’s leadership. https://lnkd.in/dhdaRzp

Fighting Discrimination Against Women in the Workplace https://buff.ly/3VBtesC Fighting Discrimination Against Women in the Workplace is a crucial endeavor that requires continuous effort and commitment. Women have long faced various forms of discrimination in the professional sphere, ranging from unequal pay to limited opportunities for advancement. Addressing these issues is essential for creating a more inclusive and equitable work environment. One significant aspect of combating discrimination against women in the workplace is ensuring equal pay for equal work. Despite advancements in gender equality, women still earn less than their male counterparts in many industries. According to recent statistics, women earn approximately 82 cents for every dollar earned by men, highlighting the persistent wage gap that exists. This disparity not only affects women's financial security but also perpetuates the cycle of gender inequality in the workforce. Additionally, promoting diversity and inclusion in leadership positions is key to addressing discrimination against women. Studies have shown that companies with diverse leadership teams outperform their less diverse counterparts. By actively supporting and empowering women to take on leadership roles, organizations can benefit from a wider range of perspectives and experiences, leading to better decision-making and overall performance. Furthermore, implementing policies and practices that support work-life balance and flexible working arrangements can help address the unique challenges faced by women in the workplace. Providing access to parental leave, childcare support, and flexible scheduling options can enable women to manage their professional responsibilities while also fulfilling personal and family obligations. This not only promotes gender equality but also enhances employee satisfaction and retention. In conclusion, fighting discrimination against women in the workplace requires a multi-faceted approach that encompasses equal pay, diversity in leadership, and supportive work policies. By addressing these issues and promoting a culture of inclusivity and equality, organizations can create a more equitable and empowering environment for all employees.

So important to be able to speak up when things are not appropriate 

This is a public safety issue. And through the lens of primary prevention, this is a child safety issue. We have a responsibility to protect all children from not just the harm they face today, but from the harm they may face tomorrow as a result of the environment we create for them today. The Victorian Government diversity & equity guidance states that “Equity is a state of fairness in which all children and young people can participate freely and equally in areas of life, regardless of their background, characteristics or beliefs. This means their SAFETY is not dependent on their socio-economic, family or personal circumstances.” Guidance: https://lnkd.in/gcn8DQQH Kids should have a right to feel safe to be & express themselves & their identity in any environment, but many private schools would disagree. These same schools may look at documents like the above & respond with “that doesn’t apply to us” which could be code for “we can operate however we want & there’s nothing anyone can do about it”. Or is there? The Australian Government Department of Education Child Safe Policy states that the Commonwealth requires all parties that receive funding to prioritise child safety & this is contingent on their funding eligibility. So yes I would love a sit down with you Anthony Albanese because I want to know how are you keeping kids safe in their future while you fund private schools to perpetuate sexist, discriminative & outdated gender stereotypes that work against our national strategy to achieve gender equality. Policy: https://lnkd.in/gwN7HWE4 Strategy: https://lnkd.in/g-vKs3h5 Noting its design for the workplace, the Safe Work Australia Code of Practice for Psychosocial Hazards includes the following hazards: Poor organisational justice - which refers where there is a lack of procedural fairness (fair processes to reach decisions), informational fairness (keeping relevant people informed) or interpersonal fairness (treating people with dignity & respect). Harassment - this refers to behaviour that is unwelcome or unsolicited, offensive, humiliating or intimidating, and relates to someone’s sex, race, age or other protected attribute (under the Anti-Discrimination Act 1991). It may be directed towards an individual or group of, and may be a single act, or an ongoing pattern of behaviour. So a practice by a school that is intimidating or humiliating, and relates to a child’s sex, may be defined as Harassment under the ADA and could reflect a hazard to psychological safety. When a parent tries to address this, a disregard may reflect the hazard of poor organisational justice 💡 Code: https://lnkd.in/gM6e8nCM Sapphire Parsons Coleen MacKinnon Alastair Lawrie Gender Equity Victoria (GEN VIC)

Although there's still a way to go, the gender landscape today is far from what our grandmothers and great grandmothers experienced. Here are five significant moments in the history of working women in the UK... 👇 When did women start working? 🤔 More than a million women joined the workforce between 1914 and 1918 to aid the war effort. They were earning more than they had done before the war, but were still being paid less than half of what the men were for doing the same jobs. In 1941, war work was needed again, with women working as mechanics, engineers, air raid wardens and fire engine drivers. Mid-1943 found almost 90% of single women and 80% of married women working in factories or in the armed forces. Breaking barriers 💥 In 1918, while sitting in a cell in Holloway Prison, Constance Markievicz campaigned to become the first woman to be elected to the House of Commons, less than a month after the Qualification of Women Act gave women the right to stand. Out of 18 candidates, she was the only one to win a seat, which she rejected as an act of protest. Tackling discrimination in the workplace 💪 In 1922, Dr Ivy Williams was the first woman to be called to the Bar in England and the first woman to receive a degree as a Doctor of Civil Law in Oxford in 1923. Although this was a big step forward for working women, that didn’t mean that attitudes had changed. Horrifying and sexist adverts that objectified women in the workplace were still rampant. 90 years later, Parliament passed the Equality Act 2010, which replaced a series of other anti-discrimination laws. This legally protected people from discrimination in the workplace and wider society. Striving for balance ⚖ In 1968, 187 female workers at a Ford factory in Dagenham went on strike in protest against their male colleagues earning 15% more than them. Their struggle was a catalyst for the Equal Pay Act 1970, which made it illegal to discriminate against women by paying them less for equally skilled work. Embracing the modern age 🙌 Even now, men still earn an average of 4.56% more per hour than women. We’re seeing substantial gaps in pay and opportunity, with women still underrepresented in certain roles and at certain levels, such as senior management. The situation is even worse for ethnic minority women, who earn on average 15.8% less in median pay than men. Ethnicity pay gap reporting is still not mandatory for any organisation. In the charity sector, the median gender pay gap is smaller than the median for all sectors combined. However, the gap has actually increased at large charities in the past couple of years. 💡 It’s up to us to continue being the change, following in the footsteps of all the influential women before us to keep pushing for equality and inclusion in the working world. Let’s be champions for working women and help to #InspireInclusion.

We're re-sharing 2023's shocking #GenderPayGap figures as a call to action for Business Leaders this #IWD2024: There is still work to be done! Creating truly equal and inclusive workplaces for all will require ongoing commitment and unwavering advocacy... 𝗛𝗼𝘄 𝗮𝗿𝗲 𝘆𝗼𝘂 𝘀𝘂𝗽𝗽𝗼𝗿𝘁𝗶𝗻𝗴 𝘁𝗵𝗲 𝗽𝗿𝗼𝗴𝗿𝗲𝘀𝘀𝗶𝗼𝗻 𝗼𝗳 𝘂𝗻𝗱𝗲𝗿-𝗿𝗲𝗽𝗿𝗲𝘀𝗲𝗻𝘁𝗲𝗱 𝗴𝗿𝗼𝘂𝗽𝘀 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀? Further reading from ABSTRACT: https://lnkd.in/e5td658n 2023 ONS Gender Pay Gap Reporting - https://lnkd.in/eZ4QJWcM #InternationalWomensDay #GenderEqualityNow

They say us women have come such a long way in the last century, I disagree sadly ... I am the most unlikely feminist by the way... a. Raised by a man b. I love men and have sons c. I was raised to respect people Myself and my colleague from Better Working Lives For All were ferally attacked verbally by Addleshaw Goddard in front of a room full of their peers (contemporaneous notes provided) from pushing a phone in my face to calling a male hotel manager of the 5☆ Hotel. 1 female solicitor (non white) asked if I was OK on the way out.... Mark Molyneux approached us in a condescending manner, Michael Collins SC rudely interrupted me several times whilst I was speaking over the mic. Ireland For Law now want to distance themselves from their own event by saying "we rely on their generosity in organising and funding, and we have no role in running of each event" All I want is an apology from Addleshaw Goddard Mark Walsh (it is not a ploy to sue it is called manners) Look at the facts:- Women spend at least twice as much time as men on domestic work, and when all work – (paid and unpaid) – is considered, women work longer hours than men (source. The World’s Women, 2015). Over 2.7 billion women don’t have the same work opportunities as men, with laws restricting the types of jobs they can do (source. World Bank, 2018). Less than 15% of landholders worldwide are women, despite most women in the global south working in agriculture (source. Food and Agriculture Organization, 2015; World Bank, 2019). In 2018, the estimated global gender pay gap was 22%, with women earning around 78% of what men are paid (source. ILO, 2018). Nearly 82 million women around the world don’t have any legal protection against discrimination in the workplace (source. World Policy Analysis Centre, 2017). Department of Justice #discrimination #ethics #timeforchange #management #law #future

🫷Women often perform invisible workplace responsibilities, particularly emotional labour (which managing others' feelings to create a sense of safety and connection. Psychological safety too perhaps?) 🫷From a young age, societal norms socialise girls into nurturing roles…… 🫷Despite no inherent gender differences in traits like empathy societal norms still perpetuate the division of emotional labour…. 🫷This of course extends to all workplaces where women disproportionately shoulder tasks like relationship maintenance and community-building. 🫷How leaders and organisations recognise emotional labour as essential work and compensating it accordingly is crucial for gender equity in the workplace. What steps do you see in your organisation to value these aspects of job roles? Have you seen anything being actively recognised? #genderequity https://lnkd.in/ePSRjC97?