By Pierre de Boisséson, Economist, OECD Development Centre and Alejandra Meneses, Policy Analyst, OECD Development Centre
Human development relies on three fundamental building blocks — health, education and income. A recent report from the OECD Development Centre shows that in Southeast Asia, women’s human development remains severely constrained by discriminatory social institutions, in other words, formal and informal laws, practices and social norms. These socially and culturally embedded norms, attitudes and behaviour limit women’s ability to control and make decisions on their own health, education and access to labour opportunities. Dewi’s story is especially telling.
By Bathylle Missika, Head of Division – Networks, Partnerships and Gender and Gabrielle Naumann-Woleske, Policy Analyst, OECD Development Centre
What do you consider ‘normal’? Is it normal that men earn more than women and make up the majority of parliamentarians, managers, presidents and CEOs? Is it normal that most men do less than 50% of unpaid care and domestic work and yet make the most important financial decisions at home? What we think is normal is not only a reflection of what is typical or standard, but also implies that it is what we consider to be appropriate or acceptable. When it comes to men and women’s roles in society, our preconceived ideas of what is ‘’normal’’ might be reinforcing a system where men hold the power and women are excluded. In other words, a system that keeps us from achieving gender equality. To break these barriers, we need to question and measure these norms, including masculine norms, for a transformation based on evidence and data, rather than assumptions and stereotypes.
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 theHuman-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
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 “The Case for Gender-Smart Work Policies: Key to Equality, Good for Business”
