International Women’s Day is being celebrated throughout this week at the OECD. On 10 March a conference on Gender Equality before the Law will probe legal issues and rights for women and girls. Business, finance and gender were the focus of a special conference on 8 March 2017; documents available.
This year’s OECD Ministerial Council Meeting (MCM), chaired by Chile, is devoted to productivity. Ministers will discuss what governments, firms and individuals can do to improve productivity with the aim of fostering inclusive growth. Their views will no doubt be nourished by public discussions at the annual OECD Forum, which precedes the MCM. The purpose of enhancing productivity should be to make economies grow faster and in a smarter way, while simultaneously decreasing inequalities and allowing everyone to be part of the productive system. The final goal is to improve the well-being of our citizens, providing people with better tools to meet their job requirements and to reach their full potential. This is a main challenge of our time, when the key drivers of growth and well-being will come from capital-based knowledge.
Women 20 (W20) was launched by the G20 in 2015 as a step forward for gender equality. Including men in the challenge could make a telling difference in 2017.
Prince William did it, Justin Timberlake did it, and so did David Cameron and Mark Zuckerberg. All four took paternity leave to spend time with babies George, Charlotte, Silas, Florence and Max. These trailblazers are great role models in combining family and work–at least when a new baby arrives–but men around the world are still too slow in following their example. And this despite the fact that more than half of OECD countries grant fathers paid paternity leave when a child is born; and paid parental leave, i.e. a longer period of job-protected leave open to both parents, is also available in more and more countries.
Nowhere in the world do women have as many opportunities as men, whether those opportunities are economic, social or political. If we’re going to make our commitments under the Sustainable Development Goals (SDGs) count, we have to start here.
UN Security Council Resolution 1325, which was adopted in 2000, recognised, for the first time, the vital contribution of women to conflict prevention and resolution.
Code is the next universal language. In the 1970s punk rock drove a whole generation. In the 1980s it was probably money. For my generation, the interface to our imagination and to our world is software. This is why we need to get a more diverse set of people to see computers not as boring, mechanical and lonely things, but as something they can poke, tinker with and turn around.
Traditionally, men have tended to be more educated than women in Korea, especially when it comes to higher education. Only 34% of doctoral graduates or equivalent graduates are women, which is among the lowest shares across G7 and OECD countries. However, women in Korea have made great strides in educational attainment over the past decade.
This year’s OECD Forum coincides with the celebration of the 20th anniversary of the Beijing Declaration, which was an important milestone to promote gender equality worldwide. Much has been achieved since 1995, but unfortunately, a lot remains to be done to close the gender gap and increase women’s participation in our economies and societies.
March on gender–
Seven years after creating the Wikigender portal in English, the OECD Development Centre launched the French version on 16 December 2015. The French Ministry of Foreign Affairs and International Development, International Francophone Organisation and the French Development Agency were among those associated with the launch.
Of the abundant resources given to mankind, what is the most underused resource of our time? Without a doubt, women!
The UN Sustainable Development Goals could be a real game changer for gender issues, with wins in fraught areas such as reproductive rights. But there will be challenges, and opposing voices, to contend with in the years ahead.
Women are consumers, business owners, farmers, employees and entrepreneurs. They are dependent on market systems and need access to finance to manage their livelihoods.
With the new forms of employment, we are getting further and further away from equal pay for equal work. And not just between men and women.
Unequal pay between men and women continues to pose problems, despite decades of legislation by governments to address it, like the Equal Pay Act in the United States and the French labour code on wage equality introduced about half a century ago. In fact, not only are women still paid considerably less than men throughout the world, but UN predictions suggest the gap will persist for 70 years to come.
“I am only a woman!” declares Sybylla Melvyn with deliberate irony, in the Australian classic novel, My Brilliant Career. When Miles Franklin wrote the novel in 1901, aged just 19, she was embarking on her own career path, and though successful, like Sybylla, she encountered many social, economic and cultural hurdles along the way.
Reconciling work and family commitments is a challenge in every country, but particularly for Japanese men and women. Much more so than in most other OECD countries, men and women have to choose between babies and bosses: men choose bosses, women less so, but on the whole there are very few babies and there is too little female employment. These shortcomings are increasingly coming to the fore and will have to be addressed.
High female participation in the workforce has a decisive effect on a country’s performance, as Norway shows.
Regrettably, gender discrimination is still a problem in our societies and our economies. In fact, “problem” is far too weak a word. It is more accurate to speak of an unacceptable injustice. Women have fewer opportunities in terms of education, employment and entrepreneurship and are, on average, less well paid for their work.
Are women in Arab countries on the verge of achieving real, lasting, change and empowerment? The answer depends on whether they can keep up momentum for change and influence government policies.
Wherever I go, in every country, women are demanding that their voices are heard. From the Arab states, where women continue to stand up for freedom and democracy, to all regions of the globe, the calls for equal rights, opportunity and participation are spreading and have brought significant change over the years.
The long road towards gender equality has arrived at greater educational attainment, higher female labour force participation, and advances in politics and business, but we haven’t reached the end yet.
Half the world’s workforce, 1.5 billion working women and men, are in vulnerable employment. The global economic crisis has swelled the ranks of those whose jobs do not provide enough to meet basic needs, the “working poor”, by more than 100 million people, mainly women.
The corporate world is far from making the most out of gender diversity in the workplace. But some businesses are finding innovative ways to change this.
Discrimination against women hurts everyone. As Founder of the Cherie Blair Foundation for Women Cherie Blair explains, women entrepreneurs are an economic resource that economies, rich and poor alike, can ill afford to overlook.
Most people would probably agree that female employment and maternity leave are related issues. But did you know that female employment rates are not always highest in countries where paid maternity leave is longest?
Could action on gender help jumpstart efforts to make the Millennium Development Goals deadline by 2015? The third goal already explicitly aims to “promote gender equality and empower women” (MDG3), but gender has a direct and profound impact on several other targets, too.
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