The Case for Gender-Smart Work Policies: Key to Equality, Good for Business

LJD

By Sandie Okoro, Senior Vice President and World Bank Group General Counsel


This blog is part of a special series exploring subjects at the core of the Human-Centred Business Model (HCBM). The HCBM seeks to develop an innovative – human-centred – business model based on a common, holistic and integrated set of economic, social, environmental and ethical rights-based principles. Read more about the HCBM here, and check out an event about it here

The HCBM project originated in 2015 within the World Bank’s Global Forum on Law, Justice and Development and is now based at the OECD’s Development Centre

This blog is also part of a special series marking the launch of the updated
2019 Social Institutions and Gender Index (SIGI)


We have witnessed numerous efforts to enhance gender equality throughout the past decade. Legal reforms are taking place worldwide, and discriminatory laws are slowly being struck down in favour of parity.[1] But despite developments in employment laws, inequality persists. Women’s labour participation has been stagnant, and last year, the already low number of female CEOs tumbled even further.[2] As the provider of 90% of jobs worldwide,[3] the private sector plays a significant role in the push for gender equality in employment. By adopting gender-smart policies, companies may be able to fill the gaps unaddressed by laws and minimise the impacts of inequality in the workplace. Although not all women work in these institutions, such policies are nonetheless impactful for those who do and could set in motion a new and replicable culture of work – one that is both business-smart and more gender-inclusive. Continue reading

Social protection and risk: the ultimate root cause of migration?

By Jason Gagnon, Development economist / PGD coordinator, OECD Development Centre and Jessica Hagen-Zanker, Senior Research Fellow, Overseas Development Institute
 

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Receiving cash transfers in Freetown, Sierra Leone (photo: Dominic Chavez/World Bank)

According to recent estimates, 258 million people in the world were living outside of their country of birth in 2017, up from a total of 161 million in 1990. That represents an increase of 60%. Under different circumstances, most migrants would never migrate in the first place; they would choose to stay close to their family and friends, and the food, music and culture they cherish. Migration – in these cases – is the consequence of something gone wrong.

So why do they leave? Poverty and lack of opportunities for a better future are the typical culprits. But it’s more complicated than that.

Risk is another factor that pushes many people to migrate. The mere risk of falling (back) into poverty can motivate migration. Indeed, migration theory has long described migration as a coping strategy to deal with risk. Empirical evidence confirms this. A 2016 qualitative study on Bolivia found that (internal) migration was a typical response by rural households in response to risks related to land access, insufficient work opportunities and low agricultural productivity. More evidence (on China) suggests that attitude towards risk can even determine who migrates from within the household. Continue reading

Taking gender in trade more seriously

By Ann Linde, Minister for Foreign Trade, Sweden


This blog is part of a special series marking the 3 July 2019 launch in Geneva of the joint OECD/WTO publication Aid for Trade at a Glance


AFT coverThe 2030 Agenda strengthens the prominence of international trade as both a goal of and a means to sustainable development. It also recognises the importance of Aid for Trade. Sweden, for one, is highly dedicated to these commitments and supportive of the Aid for Trade initiative. Additionally, as the Foreign Trade Minister of the world’s first officially feminist government, I use the WTO’s and EU’s free trade agreements as well as Aid for Trade as important platforms for pushing forward the gender equality agenda.

Continue reading