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The progress towards gender equality has been quite slow. Addressing the ethical challenges associated with SDG 5 requires a incorporating legal, social, economic and cultural strategies. 

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The progress towards gender equality has been quite slow. Addressing the ethical challenges associated with SDG 5 requires a incorporating legal, social, economic and cultural strategies. 

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Promoting gender equality promotes involves education and awareness campaigns challenging harmful cultural norm, involving community leaders and being culturally sensitive. Engaging with traditional leaders and strengthening laws against discriminatory practices, such as child marriage, domestic violence, and workplace discrimination which is crucial for effective implementation. Companies can partner with NGO's and government bodies for public service and announcements and social media campaigns. Another recommendation is, engaging respected community figures to promote gender equality, ensuring messages that respect's cultural norms and values. Emphasising the importance of equal pay legislation, access to education and training for women, and financial support for women entrepreneurs, emphasising the need for gender pay gap reporting.

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Achieving Sustainable Development Goal 5 (SDG 5), which aims to promote gender equality and empower all women and girls worldwide, presents multifaceted ethical challenges that hinder progress towards this goal. These challenges encompass pervasive issues such as workplace discrimination, unequal pay practices and women's marginalization amongst many more in decision making processes. By recognizing and delving into three prominent ethical theories, Ethics of Care, Kant and Utilitarianism this section aims to provide a comprehensive exploration of how these theories offer insights into the underlying ethical complexities associated with SDG 5. Through this analysis, a deeper understanding has been gained of how ethical principles can inform strategies and solutions to foster genuine gender equality and empowerment globally (H. Shaw et al., 2020).

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WHO Violence Against Women Intimate partner and sexual violence in particular are serious public health concerns and human rights violations that affect women. The World Health Organisation (WHO) estimates that one in three women worldwide have at some point in their lives been the victim of physical or sexual abuse, usually at the hands of an intimate partner. Gender inequality and detrimental gender norms are the core causes of this widespread problem.

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WHO Violence Against Women Intimate partner and sexual violence in particular are serious public health concerns and human rights violations that affect women. The World Health Organisation (WHO) estimates that one in three women worldwide have at some point in their lives been the victim of physical or sexual abuse, usually at the hands of an intimate partner. Gender inequality and detrimental gender norms are the core causes of this widespread problem.

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(World Health Organization, 2021).

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Members of this Padlet:

Tahmina Popal s8128218

Celisha Shrestha s8123432

Kavini Srisanjiev s8131882

Prushti Amrutiya s8141348

Huynh Phuong An Nguyen s8076586

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We acknowledge the Ancestors, Elders and families of the Kulin Nation (Melbourne campuses), the Eora Nation (Sydney campus) and the Yulara/YUgarapul and Turrbal Nation (Brisbane campus) who are the traditional owners of University land. As we share our own knowledge practices within the University, may we pay respect to the deep knowledge embedded within the Aboriginal community and recognise their ownership of Country.

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Welcome to our wiki page regarding workplace gender Inequality. We aim to address the challenges of ensuring fairness and equal opportunities for all individuals in the workplace. By discussing common issues and highlighting proven solutions, we desire to emphasize the importance of creating inclusive work environments that promote gender equality.

Throughout this platform, we will discuss the importance of providing fairness and equal opportunities for all employees, regardless of gender. We will identify common barriers to gender equality at work and present practical solutions backed by strong evidence. Our primary goal is to bring attention to the value of diverse and inclusive workplaces that promote gender equality for all employees. Join us as we delve into critical issues and investigate effective strategies to promote workplace gender equality.

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Sustainable Development Goal 5 (SDG 5) is a global initiative that focuses on promoting gender equality and empowering women and girls worldwide. This goal emphasizes the significance of eliminating discrimination, violence and harmful practices against women, ensuring equal rights and opportunities for all individuals regardless of gender. By addressing workplace gender inequality, we contribute to the broader mission of building a more just and equitable society for everyone.

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The article "Gender Equality in Education" from UNESCO highlights how crucial it is to address gender differences in the classroom in order to attain wider gender equality. Important takeaways from the piece include:

Global Education Disparities: Gender disparities in education continue to be significant despite advances. 128 million boys and 122 million girls miss school worldwide. Approximately two-thirds of individuals who are illiterate are still women.

System-wide Transformation: The core of UNESCO's 2019–2025 strategy for gender equality in education is systemic change. To empower all learners equitably, this calls for strengthening data gathering to guide activities, developing stronger legal and policy frameworks to safeguard rights, and upgrading teaching and learning methodologies.

The Sustainable Development Goal (SDG) 5.1, which attempts to eradicate all forms of discrimination against women and girls, is in line with these initiatives. UNESCO is attempting to create a more equitable society where everyone has the chance to achieve regardless of gender by tackling gender disparities in education.

(TEDx Talks, 2012)

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UNESCO Gender Equality in Education ted talks

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Equity and Gender-Based Education: Elizabeth Wolfson at TEDxMileHighWomen

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SDG 5 aims for gender equality and empowerment for all, but there are numerous ethical challenges in achieving it's global development.

Many countries lack definite laws to protect women involved in workplace discrimination and harassment. According to (Lebos, 2023) countries located in macroregions of Middle East and North Africa and Sub Saharan Africa has the lowest gender gap scores. As of 2022, 55% of countries lack laws prohibiting discrimination against women and 45% do not charge remuneration for equal value work(United Nations, 2023), leading to persistent discriminatory practices which results in unsafe and undervalued environment for women. Women often face sexual harassment without legal protection which has been heard several times, leading to a hostile environment and a lack of safety and value. Whereas, businesses can develop and inclusive culture by promoting diversity in leadership and using inclusive hiring practices.

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2. UNEQUAL PAY:                                                     Women are still paid significantly less than men, with an average of 78% less for full time, year-round workers and even wider for women of colour. Despite global laws and awareness organisations, gender disparities continues to exist , denying women equal pay for equal work and of equal value. This disparity affects women's spending power and retirement security by creating gaps in Social Security and pensions.

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2. UNEQUAL PAY:                                                     Women are still paid significantly less than men, with an average of 78% less for full time, year-round workers and even wider for women of colour. Despite global laws and awareness organisations, gender disparities continues to exist , denying women equal pay for equal work and of equal value. This disparity affects women's spending power and retirement security by creating gaps in Social Security and pensions.

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According to (Childs, 2012) equal pay remains a significant issue, particularly in industries where the pay gap is decreasing. Although progress has been made, gender discrimination in the workplace continues at an alarming rate, despite the protection of some laws. While academics acknowledge the existence of inequities, few focus on the consequences of unequal pay on those treated inequitably. In 1963, women earned 59 cents for every dollar earned by a man, but by 2010, this number had increased to 77 cents per dollar, a half a cent annual improvement(Haan, 2024). However, businesses can address gender pay gaps by conducting regular pay audits, adjusting compensation and implementing transparent salary structures and promotion criteria to ensure equal pay for equal work and career advancement.

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The gender pay gap affects individuals across various demographic groups. Demographic factors such as race, ethnicity, age, motherhood status and education level all shape a person's earning potential and experiences within the workforce. Understanding how the pay gap varies among different demographic groups can help shed light on the complex and interconnected factors that contribute to gender-based wage disparities.

Are race and ethnicity a factor in the gender pay gap?

The gender pay gap affects women of different ethnicities and races differently. Latinas, Black women and Native American women all experience wider pay gaps than the average for all women.

In 2021, Latinas were paid just 54% of what non-Hispanic white men were paid ,

Black women were paid 58% of what non-Hispanic white men were paid in 2020.

Native American women were paid 60 cents for every dollar paid to white, non-Hispanic men.

This pay gap can cost a Native American woman nearly $1 million over a lifetime of work. Moreover, for Black women, the pay gap is even wider even though they participate in the workforce at much higher rates than most other women, and 68% of Black mothers are the primary or sole breadwinners for their families.

How does age influence the gender pay gap?

This pay gap persists throughout their careers, with Black women, Native American women and Latinas having to work decades longer to close the lifetime wage gap. This ultimately means that women are paid less into Social Security and receive lower benefits in retirement.

How does motherhood affect women's careers?

Motherhood can have a significant impact on a woman's career, particularly in terms of pay and workforce participation. According to the American Association of University Women (AAUW):

Mothers are 40% more likely to report that childcare issues have negatively affected their careers.

Women who take a year off work for caregiving purposes earn 39% less than those who did not.

In 2021, 65.6% of mothers with children under the age of 6 participated in the labor force, compared to 75.5% of mothers whose youngest child was between 6 and 17 years old.

The United States is the only Organisation for Economic Co-operation and Development member that does not provide paid maternity leave. In addition, women do a greater share of unpaid labor at home. In 2019, data from 33 countries representing 54% of the global working-age population found that men spent 19% of their time in unpaid work, while women spent 55%.

How does educational level affect the gender pay gap?

Many might believe a higher education level equates to higher pay. However, this does not hold true for women when it comes to the gender pay gap.

Women with a bachelor's degree earn 74 cents for every dollar earned by their male counterparts with the same level of education.

The pay gap between men and women only widens with more education.

Women with associate degrees earn similar amounts to men with bachelor's degrees. This disparity in pay exists even among full-time, year-round workers and continues to persist at every education level.

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The gender pay gap refers to the difference between the average earnings of men and women in the workforce.

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Women have been restricted from making important decisions from ages ago and still now it continues. Marginalisation in decision-making process processes hinders gender equality and empowerment. This hinders their access to economic opportunities, thereby perpetuating the cycle of poverty and inequality. Despite making up the half the global population, they hold only 26.5% seats in national parliaments and local governance, limiting their influence on policies affecting their lives and communities. In many cultures, females are expected to obey males and take on household and family responsibilities. They are also associated with certain jobs in the human service sector. Whereas, males are expected to be tough, outspoken and bread winner of the family, take important decisions and often work in financial sectors. Men are often promoted to manager, director and other VIP positions while women with dedication, regardless work performance, work ethic, education or experience are often denied of higher positions which decreases confidence level in women.

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#taketheleap - gender inequality in the workplace

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Business also play a crucial role in addressing gender inequality and promoting a more inclusive workplace. Businesses can tackle gender inequality by promoting fair hiring practices, pay equity and promoting women to leadership roles.This can be achieved through unconscious bias training, structured interviews and diverse hiring panels.Companies can also give opportunities to women in decision making role and making the work/opinion feel valued. Regular pay audits and transparent practices ensure equal compensation for all the employees. Flexible work policies, supportive infrastructure, zero tolerance policies, diversity training and anonymous reporting foster a respectful workplace. Addressing the undervaluation of work women's traditionally female-dominated jobs, business should reassess roles, ensure equal compensation and offer flexible working arrangements, remote work and parental leave policies to support both mothers and fathers.

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The Global Gender Gap Index annually benchmarks the current state and evolution of gender parity across four key dimensions (Economic Participation and Opportunity, Educational Attainment, Health and Survival, and Political Empowerment). It is the longest-standing index tracking the progress of numerous countries’ efforts towards closing these gaps over time since its inception in 2006.

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The Global Gender Gap Index annually benchmarks the current state and evolution of gender parity across four key dimensions (Economic Participation and Opportunity, Educational Attainment, Health and Survival, and Political Empowerment). It is the longest-standing index tracking the progress of numerous countries’ efforts towards closing these gaps over time since its inception in 2006.

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(Mehdi, 2020)

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As identified through all group members Journal articles the main theme and sub ethical themes have been identified as depicted through the below graph.

Gender inequality is a pervasive and multi-faceted issue that is consistently highlighted across the various journal articles reviewed. The collective research emphasizes how gender inequality manifests in the workplace and society affecting women's mental health, economic opportunities and overall well-being.

Gender inequality remains a significant global issue, affecting economic participation, political empowerment, health and education. Despite progress, the World Economic Forum predicts the overall gender gap won't close for 100 years, with economic gaps taking even longer. Women face higher poverty rates, lower wages, limited political representation and significant health disparities. Stereotypes and biases persist, impacting women's opportunities in STEM fields and leadership roles. Violence against women, including intimate partner violence and femicide, further exacerbates gender disparities. This pervasive inequality demands comprehensive interventions and policy changes to achieve true gender parity and justice (Hazel & Kleyman, 2019).

Different sub themes have been outlined further under the below shelves.

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Sub Theme 1: Workplace Discrimination/ Harassment 

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Sub Theme 1: Workplace Discrimination/ Harassment 

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Gender inequality in the workplace constitutes a serious ethical issue, perpetuating discrimination, unequal pay and marginalization of women globally. This systemic disparity not only affects women's economic and social well-being but also undermines principles of fairness and justice, demanding urgent and equitable solutions.

Studies show that gender pay gaps, career progression barriers and sexual harassment significantly impact women's mental health, causing stress, anxiety and depression. Young women (under 35) experience higher levels of discrimination, resulting in greater wage disparities. Despite initiatives to address gender inequality, systemic barriers persist, underscoring the need for evidence-based approaches. Structural barriers further reduce women’s opportunities for meaningful work engagement, emphasizing that work engagement is not gender neutral (Banihani & Syed, 2017)(Ryan, 2022)(Bilan et al., 2020).

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Statistics on Gender Discrimination in workplace 

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Statistics on Gender Discrimination in workplace 

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Key Statistics extracted from all articles relating to the sub theme:

Gender Pay Gap: Women earn between 70% and 90% of what men earn in most countries.

Mental Health: Gender discrimination in the workplace leads to significant mental health problems for women, contributing to stress, anxiety and depression.

Discrimination Impact: 57.1% of discriminated women are under 35, with enterprises facing discrimination having a 71% potential turnover rate.

Political Representation: Women hold only 19% of Congressional seats and 21% of Senate seats in the US, with political parity estimated to be reached by 2121.

Unpaid Care Work: Unrecognized in CSR efforts, unpaid care work limits women’s workforce engagement and exacerbates their marginalization.

Work Engagement: Structural barriers limit women's participation and engagement in the workplace, showing work engagement is not gender neutral.

(Banihani & Syed, 2017)(Ryan, 2022)(Bilan et al., 2020).

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Information on the portrayed image: Women in India face marginalization exacerbated by low internet usage, restrictive social norms and patriarchal attitudes. Urgent action is needed to bridge the digital gender gap and empower women economically and socially (Allen, 2017).

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Marginalization of women persist across economic, social and political domains, perpetuating disparities in opportunities and outcomes. Women are often confined to low-wage, part-time or informal jobs without adequate social protections, reflecting global statistics that are shown below.

In politics, women remain significantly underrepresented which shows a lack of political representation hampers the adoption of inclusive policies that address women's rights and needs effectively, perpetuating systemic biases and overlooking critical perspectives (United Nations Development Program, 2022) (Inter-Parliamentary Union, 2021) (Choudhury & Kumar, 2021).

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The IPU-UN Women map, released on January 1, 2021, reveals record-breaking numbers of women holding executive and governmental roles worldwide. These include women serving as heads of state, heads of government, Speakers of parliament and holding positions as MPs and ministers (Inter-Parliamentary Union, 2021).

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Key Statistics extracted for the sub theme:

Economic Exclusion:

Women globally are 27% more likely than men to be employed in low-wage, part-time or informal jobs without adequate social protections.

Women spend approximately 2.5 times more hours than men on unpaid domestic and care work, hindering their economic participation and independence.

Political Underrepresentation:

Women hold only 25% of parliamentary seats globally as of 2021.

(United Nations Development Program, 2022)(United Nations Development Program, 2022)(Choudhury & Kumar, 2021).

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Addressing workplace gender inequality: Using the evidence to avoid common pitfalls

https://bpspsychub.onlinelibrary.wiley.com/doi/full/10.1111/bjso.12606

About gender equality, the article takes a negative angle by pointing out that gender equality programs are partly to blame for concentrating more on individual causes rather than structural problems; women are only placed on 37% leadership positions and earn up to 20% less compared to their male counterparts. It being stated that women are mostly hired to lead in uncertain and risky situations and that activism cannot be combatted solely through training (Ryan, 2023).

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Implications of Religion, Culture, and Legislation for Gender Equality at Work: Qualitative Insights from Jordan

https://link.springer.com/article/10.1007/s10551-018-4036-6

Koburtay, Syed, and Haloub (2018) conducted a study on religion, culture and legislation affecting work related gender equality in Jordan. They point out that cultural representations of Muslims and tribal values negatively affect employment opportunities for women. The results show only 2,833 female employees working in the hotel sector compared to 35,460 male on similar positions (Koburtay et al., 2020).

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Gender Discrimination and Marginalization of Women in North-East India

https://onlinelibrary.wiley.com/doi/full/10.1002/pa.2625

Choudhury & Kumar (2023) explores the topic of gender exclusion and discrimination in Northeast Indian regions-including Assam and Manipur. They depict how patriarchal norms and culture place women in inferiority despite increased literacy levels and involvement in the workforce. It shows how different tribes restrict women’s mobility & exclusive roles in society, indicating a lack of equal opportunity even when there has been certain socio-economic development in these areas (Choudhury & Kumar, 2022).

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“There is no time for rest”: Gendered CSR, sustainable development and the unpaid care work governance gap

https://research.ebsco.com/c/6kr4lr/viewer/pdf/w2ualokx7j?auth-callid=07f4aeb6-7783-9c6b-8c1a-e00fb975bc0e

McCarthy (2023) considers how gendered corporate social responsibility (CSR) overlooks unpaid care work. It highlights the lack of recognition, reduction, and redistribution of unpaid care work, predominantly done by women. The article gives insight into how most existing CSR approaches have failed to address or even have an impact of deepening the burden of unpaid care work, thereby negating the achievement of gender equality and development (McCarthy, 2018).

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Factors hampering the implementation of gender equality in the workplace

https://jssidoi.org/ird/article/148

This article examines the consequentialism of formal policies and proposes that inequalities between men and women remain entrenched in societies. There is premeditated fair treatment but unfair deliverables, the outline names areas such as unconscious bias and lack of provisions for work-life balance. The study also gives recommendations such as having role models and flexible working conditions to combat these issues in order to improve the corporate diversity and productivity (Jansen & Vyas-Doorgapersad, 2023).​

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1.     Corporate Social Responsibility (CSR):  An open system model that assists a business organization to be responsible for meeting its accountability obligations to society on its own (McCarthy, 2018).

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2.     Unpaid Care Work: Household work and voluntary work – caregiving, housework and other unpaid work, mostly performed by women (McCarthy, 2018).

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3.    Patriarchal Norms: Structural patterns that provide and maintain the dominance of males and their power, leadership and authority over the females, property and moral standards (Choudhury & Kumar, 2022).

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4.  Cultural Taboos: Different form of discouragement of specific conduct in an arena of culture (Choudhury & Kumar, 2022).

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5.    Systemic Barriers: Barriers in policies and laws, in workplace practices, in society levels, that make it challenging for the disadvantaged groups to gain equal opportunities (Jansen & Vyas-Doorgapersad, 2023).

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6.   Marginalization: Socioeconomic process by which the weaker sections of society are peripheralized, restricted in their access to assets and opportunities (Choudhury & Kumar, 2022).

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7.  Cultural Norms: Conventions are standard or standardized behaviors that anticipate acceptable and desirable behavior by those in social groups (Koburtay et al., 2020).

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8. Rigid Cultural Practices: Prohibitive norms that may slow advancement and untoward to women because of cultural or religious scriptural origins (Choudhury & Kumar, 2022).

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9. Employment Equity Legislation: Employment equity policies and legislation framed to protect the rights of prospective employees and provide equal opportunities to all interested persons (Koburtay et al., 2020).

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10. Flexible Work Arrangements: Flexible working hours and arrangements, thereby ensuring the balance between work and other activities (Jansen & Vyas-Doorgapersad, 2023).

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11.  Economic Disparity: The matters of the differences and inequalities in the income levels and access to other economic resources within society (Koburtay et al., 2020).

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12.   Equitable Representation: Equal distribution of various people from a specific category towards meta-management functions and within committees and other leadership structures (Jansen & Vyas-Doorgapersad, 2023).

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The above three theories identified provides a unique approach to understanding and resolving the ethical dilemmas associated with gender inequality, aligning with the objectives of Sustainable Development Goal 5 (SDG 5) on Gender Equality.

Indepth explanation to each theory:

1. Ethics of Care

The Ethics of Care, developed by theorists such as Carol Gilligan and Nel Noddings, emphasizes the importance of interpersonal relationships and empathy in moral reasoning. Unlike traditional ethical theories that prioritize abstract principles, the Ethics of Care focuses on the moral significance of caring relationships and the interconnectedness of individuals.

2. Kant theory

Immanuel Kant's ethical theory is grounded in the principles of deontology, which focuses on the inherent morality of actions rather than their consequences. Central to Kantian ethics are the concepts of universalizability and respect for persons. Kant posits that moral actions are those that can be universally applied and that individuals must be treated as ends in themselves, not merely as means to an end.

3. Utilitarianism

Utilitarianism, founded by Jeremy Bentham and John Stuart Mill, is a consequentialist ethical theory that evaluates the morality of actions based on their outcomes. The core principle of Utilitarianism is to maximize overall happiness or well-being, often summarized as achieving the greatest good for the greatest number.

(H. Shaw et al., 2020) (Evans, 2023)

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1. Ethics of Care in relation to the SDG

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1. Ethics of Care in relation to the SDG

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Ethics of Care advocates for creating supportive environments where women's unique challenges, such as balancing work and caregiving responsibilities, are acknowledged and addressed. For instance, workplaces should foster a culture of empathy and support, providing mentorship programs and policies that accommodate work-life balance. This approach helps to ensure that women are not disadvantaged by traditional gender roles and expectations.

Key Concepts of the theory-

Caring Relationships: This approach highlights the moral value of nurturing and maintaining caring relationships, emphasizing the importance of empathy and compassion in ethical decision-making.

Empathy and Compassion: Ethics of Care calls for understanding and addressing the specific needs and circumstances of individuals, particularly those in caregiving roles.

Theory in relation to the ethical themes:

Workplace Discrimination and harassment-

Ethics of Care emphasizes creating a supportive and empathetic work environment. Policies that address harassment and discrimination should be centered around fostering caring relationships and ensuring emotional and physical safety for all employees.

The Ethics of Care advocates for understanding the unique challenges faced by women and ensuring that pay structures are empathetic and fair. This involves recognizing the value of caregiving roles and addressing pay disparities compassionately.

Marginalization of Women-

Promoting women's participation in decision-making processes is crucial for nurturing inclusive and caring communities. This theory supports policies that encourage empathy and understanding in leadership roles.

Possible SDG's that are impacted by the ethical challenge-

- SDG 3 (Good Health and Well-being): Creating empathetic and supportive environments contributes to overall well-being and mental health.

-SDG 4 (Quality Education): Addressing gender biases in educational and professional settings fosters an environment conducive to lifelong learning and development for all genders.

(Sander-Staudt, 2022) (World Economic Forum, 2023) (UN WOMEN, 2023) (Eurostat, 2021) (Inter-Parliamentary Union, 2021) (United Nations, 2024).

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Kantian ethics would argue against any form of gender discrimination as it fails the test of universalizability and disrespects women's autonomy and dignity. For example, practices that result in unequal pay or limit women's career advancement based on gender would be considered immoral under Kantian principles. Organizations should therefore implement policies that promote equality and respect for all employees, regardless of gender.

Key Concepts of the theory-

Universalizability: This principle requires that moral actions be applicable to everyone without contradiction. For instance, a policy that discriminates against women cannot be universalized because it would create a logical inconsistency if applied to all individuals equally.

Respect for Persons: Kant emphasizes the intrinsic worth of every individual. This entails recognizing and respecting the autonomy and dignity of all people, ensuring that they are not exploited or treated unfairly.

Theory in relation to the ethical themes:

Workplace Discrimination and harassment-

Kantian ethics argues against any form of discrimination and harassment as these actions fail the test of universalizability and disrespect the autonomy of women. Policies must be implemented to ensure that all individuals are treated equally and with respect, regardless of gender.

Paying women less than men for equal work fails the universalizability test and disrespects their worth. Kantian ethics would advocate for transparent salary structures and regular pay audits to ensure fairness.

Marginalization of Women-

Excluding women from decision-making processes violates their autonomy and dignity. Under Kantian principles, policies should be in place to ensure equal representation of women in leadership roles.

Possible SDG's that are impacted by the ethical challenge-

- SDG 8 (Decent Work and Economic Growth): Ensuring fair wages and eliminating workplace discrimination aligns with the goal of promoting inclusive and sustainable economic growth.

- SDG 10 (Reduced Inequality): Addressing gender discrimination directly impacts efforts to reduce inequality within and among countries.

(Johnson & Cureton, 2022) (World Economic Forum, 2023) (UN WOMEN, 2023) (Eurostat, 2021) (Inter-Parliamentary Union, 2021) (United Nations, 2024).

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Utilitarianism supports initiatives that address gender inequality by enhancing overall societal welfare. Policies such as equal pay for equal work and increased representation of women in leadership roles are advocated because they contribute to greater overall happiness and economic productivity. For example, conducting regular pay audits and implementing transparent salary structures not only promote fairness but also enhance the well-being of society by leveraging the full potential of the workforce.

Key Concepts of the theory-

Greatest Good for the Greatest Number: This principle assesses actions based on their ability to produce the maximum benefit for the majority of people.

Long term Outcomes: Utilitarianism considers the long-term consequences of actions and policies, aiming to promote sustained and widespread happiness and well-being.

Theory in relation to the ethical themes:

Workplace Discrimination and harassment-

Utilitarianism supports policies that eliminate discrimination and harassment as these practices decrease overall happiness and productivity. Creating a safe and inclusive work environment enhances the well-being of the entire workforce.

Addressing pay disparities increases overall societal welfare by ensuring economic fairness and enhancing productivity. Regular pay audits and transparent salary structures promote equity and happiness in the workplace.

Marginalization of Women-

Increasing women's participation in decision-making roles leads to more diverse perspectives and better policies, benefiting society as a whole. Utilitarianism supports initiatives that promote inclusive governance.

Possible SDG's that are impacted by the ethical challenge-

- SDG 1 (No Poverty): Economic empowerment of women through fair pay and inclusive work environments contributes to poverty reduction.

- SDG 16 (Peace, Justice, and Strong Institutions): Promoting women's participation in decision-making fosters inclusive and accountable institutions.

(Mill, 2004) (Bentham, 1789) (World Economic Forum, 2023) (UN WOMEN, 2023) (Eurostat, 2021) (Inter-Parliamentary Union, 2021) (United Nations, 2024).

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The ethical theories mentioned above Kantian Ethics, Ethics of Care and Utilitarianism, provide frameworks to address gender inequality under SDG 5. They emphasize universal respect, caring relationships and maximizing societal well-being, crucial for mitigating discrimination, unequal pay and marginalization. Implementing these theories can foster a more equitable world, advancing gender equality for women and girls globally.

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ENGLISH SPEECH | EMMA WATSON: Gender Equality (English Subtitles)

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Women play a crucial role in global industries, essential for innovation and economic growth. Achieving gender equality, as outlined in SDG 5, not only ensures fairness but also maximizes societal progress by leveraging diverse talents and perspectives. Empowering women in all sectors is key to sustainable development and inclusive prosperity (United Nations, 2023).

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Gender Parity Strategy Development Consultant- UN Women

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Gender Parity Strategy Development Consultant- UN Women

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Position: Gender Parity Strategy Development Consultant
Location: Nairobi, Kenya
Type of Contract: Individual Contract
Application Deadline: June 16, 2024

Job role summary:

The Gender Parity Strategy Development Consultant at UN Women Nairobi plays a pivotal role in formulating a comprehensive Gender Parity Strategy for UNCT Kenya, aligning closely with SDG 5 (Gender Equality). Responsibilities encompass conducting organizational culture surveys, analyzing data and devising strategies aimed at enhancing gender parity and bolstering the representation of women within the UN system. By advocating for an inclusive workplace environment and equal opportunities, the consultant directly contributes to advancing SDG 5's goal of achieving gender equality and empowering women in leadership roles. This position serves as a catalyst for systemic change, advocating ethical principles of fairness and inclusivity within the operational framework of UN Women in Kenya (UN Women, n.d.).

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Background

The UN Secretary General Antonio Guterres has placed the achievement of gender parity in the UN System as an urgent priority, both in terms of human rights and as it is essential to the United Nations' efficiency, impact, and credibility. "The UN, as the principal international standard-setting institution, bears a special responsibility to lead by example and leave no one behind. It has a pivotal role in supporting the full, effective, and accelerated implementation of the Beijing Platform for Action."

Correspondingly, the United Nations Secretary-General launched his UN System-wide Strategy on Gender Parity (hereafter 'the Strategy') in 2017, with the goal to achieve gender parity at all levels across the UN system before 2028. The Strategy touches five key topics: 1) Gender parity; 2) Leadership and Accountability; 3) Recruitment, Retention, Progression and Talent Management; 4) Senior Appointments; and 5) Creating an Enabling Environment. Furthermore, Member States urges the UN System to achieve gender parity. For instance, the General-Assembly, in resolution 78/182, called entities of the United Nations system, in collaboration with resident coordinators and heads of agencies and missions, to significantly increase their efforts towards achieving the goal of 50/50 gender balance in all locations, including at the United Nations country team level. Under the circumstances, UN Women supports the UN System to enhance gender parity and create enabling environments, in support of the Strategy.

An important accountability framework to ensure gender equality is a Gender Score Card Exercise (UNCT-SWAP). The UNCT in Kenya in 2021 agreed to conduct a Gender Score Card Exercise under the leadership of UN Women and the Resident Coordinators Office. Its objective was to assess the effectiveness of the UN Country Team (UNCT) in gender mainstreaming and the promotion of gender equality and women's empowerment, as well as provide a set of actions that will lead the UNCT in Kenya making improvements in institutional gender mainstreaming. One of the key recommendations include to develop a comprehensive Gender Parity Strategy in UNCT Kenya, in alignment with the Secretary-General's System-wide Strategy, with specific actions and targets to ensure increased representation of women, including among national staff. Furthermore, as the Secretary-General states, gender parity goes beyond numbers, and it is also about changing organizational Cultures. Therefore, the UNCT in Kenya recommits itself towards accelerating the progress in achieving and maintaining gender parity, through re-focusing the agenda and transforming organizational culture for creating inclusive, diverse, safe and enabling work environments.

In this context, UNCT Kenya hires a Gender Parity Strategy Development Consultant to support the development of a UNCT-wide Gender Parity Strategy. In so doing, the consultant will work with various stakeholders including Office of the Focal Point for Women in the UN System at UN Women, Gender Focal Points and Human Resources personnel from various UN Agencies. Specifically, in consultation with UN Women Kenya Country Office, WFP-Kenya, UNFPA, Gender Theme Group (GTG), Gender Parity Strategy Development Consultant, Human Resources Working Group and the UN Resident Coordinators Office, as well as the Office of the Focal Point for Women in the UN System at UN Women, the consultant will lead on a joint initiative to develop a UN system-wide gender parity strategy with a plan to achieve as well as a plan to maintain gender parity for UNCT Kenya.

Duties and Responsibilities

Under the overall guidance of UN Women Kenya Country Representative and direct supervision of the UN Women Planning and Coordination Specialist, and in close consultation with Gender Thematic Group and Human Resources Working Group (HRWG) members, as well as the Office of the Focal Point for Women in the UN System at UN Women, the consultant will do the following:

Brief inception report including outline of approach and detailed timeline for the assignment and session outline for technical briefing with GTG and HRWG;

Organize meetings with GTG and Human Resources focal points to gather inputs and present the findings;

Map resources available in the UNCT Kenya that feed up to the Gender Parity Framework for the UN Kenya;

Carry out the organizational culture survey - data analysis and develop a plan to improve the ratings aligned to questions/issue areas;

Develop a consultative and comprehensive Gender Parity Strategy for the UNCT Kenya with a detailed implementation and monitoring, evaluation, and reporting plan by collaborating and liaising with the system-wide network of gender focal points and other networks on data collection, refining the system-wide survey questions, interpreting the quantitative and qualitative data, and drafting. Also align the strategy with various national, regional and global policies and frameworks guiding the UNSDCF. All genders should be represented equally in the participants engaged during the strategy development. The strategy should also ensure that a "system-wide plan is in place for the UNCT to achieve gender parity";

Develop an implementation plan for the strategy that includes UN Kenya-wide and agency-specific actions and interventions, with identified budget requirements, timeline, and a monitoring, evaluation, and reporting plan, together with the Resident Coordinator's Office.

Deliverables:

Brief inception report.

Summary of the resource mapping

June 2024 (21 days)

A draft Gender Parity Strategy including Implementation Plan and Monitoring, Evaluation and Reporting Plan. The strategy should also ensure that a "system-wide plan is in place for the UNCT to achieve gender parity".

Required regular meetings with the team from UN Agencies

Organizational culture survey report with a comprehensive plan to strengthen all the areas highlighted in the results.

Required regular meetings with the team from UN Agencies

DRAFT Gender Parity Strategy including Implementation Plan and Monitoring, Evaluation and Reporting Plan, Plan for the UNCT to achieve gender parity, Plan for the UNCT to maintain gender parity and incorporating feedback.

August (21 days)

Final Gender Parity Strategy report that incorporates the feedback from the focal persons representing the UN Agencies and submit for approval by the Office of the Director General.

Required regular meetings with the team from UN Agencies.

October (18 days)

Competencies
Core Values:

Respect for Diversity

Integrity

Professionalism

Core Competencies:

Awareness and Sensitivity Regarding Gender Issues

Accountability

Creative Problem Solving

Effective Communication

Inclusive Collaboration

Stakeholder Engagement

Leading by Example

Please visit this link for more information on UN Women's Core Values and Competencies: https://www.unwomen.org/en/about-us/employment/application-process#_Values
Functional Compitencies:

In-depth knowledge of gender equality and women's rights issues;

Demonstrated ability to interact effectively with national and local partners;

Knowledge and understanding of UN system.

Excellent writing, analytical, training, presentation skills.

IT literacy with sufficient use of Microsoft Words, Excel, and Power Point Presentation.

Very effective at multi-tasking.

Strong analytical and interpersonal skills.

Strong initiative-taker.

Excellent communication skills.

Focuses on impact and results for client.

Identifies opportunities and builds strong relationships with client and external actors.

Participates effectively in team-based, information-sharing environment, collaborating and cooperating with others.

Consistently approaches work with energy and a positive, constructive attitude.

Required Skills and Experience
Education and Certification:

Master's degree or equivalent in Social Sciences, Political Science, Development, Public Administration, and any related degree is required;

A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.

Experience:

At least 7 years of practical experience of work on gender mainstreaming in development programmes/projects at national and international levels;

Prior experience with the UN including experience of inter-agency work on gender equality;

Experience in coordination, technical support provision, gender analysis, communications, and facilitation;

Demonstrated experience in developing and reviewing strategies and policies on gender equality at institutional level;

Experience in carrying out the UNCT SWAP Gender Equality Scorecard is an asset;

Experience in developing gender parity strategies or equivalent is an asset.

Languages:

Fluency in English is required;

Knowledge of another UN official working language is desirable.

All applications must include (as an attachment) a completed UN Women Personal History form (P-11) which can be downloaded from https://www.unwomen.org/sites/default/files/2022-07/UN-Women-P11-Personal-History-Form-en.doc Notes:
Please note that the system will only allow one attachment and candidates are required to include in the P-11 form links for their previously published reports and articles completed within the last two years. Applications without the completed and signed UN Women P-11 form will be treated as incomplete and will not be considered for further assessment.
Diversity and inclusion:
In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women's empowerment.

At UN Women, we are committed to creating a diverse and inclusive environment of mutual respect. UN Women recruits, employs, trains, compensates, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity and organizational need.

If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application.

UN Women has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UN Women, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. All selected candidates will be expected to adhere to UN Women's policies and procedures and the standards of conduct expected of UN Women personnel and will therefore undergo rigorous reference and background checks. (Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check

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UN WOMEN Jobs - 116425- Gender Parity Strategy Development Consultant

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Jobs, careers, internships and volunteer opportunities at undp

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Position: Organizational Development Consultant

Location: Melbourne, VIC
Company: Flex People Group
Field: Organizational Development (Human Resources & Recruitment)
Employment Type: Full-time

Job role Summary:
The Organizational Development Consultant role at Flex People Group involves spearheading organizational development initiatives focused on culture, leadership, talent management and diversity and inclusion. Responsibilities include implementing agile work practices, conducting employee engagement surveys and enhancing performance management processes. The consultant will also play a crucial role in driving diversity initiatives aligned with the Gender Equality Act 2020 and developing leadership capabilities within the organization (SEEK, 2024).

Relation to SDG 5:
This position directly supports SDG 5, Gender Equality, by championing diversity and inclusion initiatives aligned with the Gender Equality Act 2020. Through strategic organizational development, the consultant contributes to creating equitable workplaces where all employees have equal opportunities for growth and success (United Nations, 2023).

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Our client is a large Victorian services organisation undergoing an exciting transformation.

The People & Culture team is dynamic, forward thinking and are a collaborative unit. This OD position is a newly developed role that will focus on the delivery of organisational development initiatives encompassing culture, leadership and team development, talent management, and diversity and inclusion.
Key Responsibilities

Create, deliver and evaluate organisational development initiatives that support agile and hybrid working, fostering high performing teams, talent development and succession planning.

Employee engagement survey implementation with timely insights-based action planning.

Promote and embed employee values across functions.

Enhancing the Performance Planning, Review and Feedback process.

Drive sustainable diversity and inclusion initiatives and oversee organisational requirements from the Gender Equality Act 2020.

Learning and development planning with an initial focus on leadership capabilities.

Skills and Experience

Tertiary qualifications in Human Resources/Business/Psychology.

OD or P&C experience with consulting and project management skills.

Demonstrated experience in effectively improving the employee experience journey across a multi-faceted organisation.

Excellent interpersonal, organisational skills and attention to detail.

Ability to work in a fast-paced environment.

How to Apply
Please submit your CV via the link below or send enquiries to [email protected]
http://www.flexpeoplegroup.com.au
People Solutions for a Better Tomorrow

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Organisational Development Consultant Job in Melbourne VIC - SEEK

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A diverse OD role encompassing Culture, Talent Management, D&I and Change Management.

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Board Member- Global Women Peace Foundation

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Board Member- Global Women Peace Foundation

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Position: Board Member
Organization: Global Women Peace Foundation
Location: Melbourne
Type: Part-time, Volunteer

Job role Summary:
Global Women Peace Foundation (GWPF) seeks two Board Members with expertise in law, finance, or the medical field to guide strategic initiatives promoting women's empowerment globally. Board Members will collaborate closely with Founder & CEO Rose Rawani and fellow directors to oversee governance, advocacy, fundraising and program development. Responsibilities include strategic planning, ensuring compliance, fundraising, advocating for women's rights and providing oversight of programs aligned with SDG 5 (Gender Equality). This role offers an opportunity to lead impactful change and advance women's rights and leadership worldwide (Indeed AU, n.d.).

Relation to SDG 5:
This role directly supports SDG 5 by promoting women's empowerment, leadership and equality. Board Members will contribute to strategic planning and advocacy efforts aimed at overcoming gender disparities and fostering inclusive environments where women can thrive. By ensuring GWPF's programs align with SDG 5 objectives, Board Members play a crucial role in advancing global efforts towards achieving gender equality and empowering women in all spheres of life (United Nations, 2023).

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Position: Archaeology Consultant

Organization: Urbis Ltd
Location: Melbourne, VIC
Type: Full-time

Job role Summary:

Urbis Ltd is expanding its Archaeology services in Melbourne and seeking two experienced Archaeology Consultants to join their team. This role involves contributing to the practical, technical and strategic advice on a range of archaeology and heritage subjects, undertaking fieldwork, research, report writing and client consultation. The ideal candidate will have a strong understanding of statutory heritage legislation and the ability to apply this knowledge in project assessments and client advisories (Indeed AU, n.d.-a).

Relation to SDG 5:

Urbis Ltd is recognized as an employer of choice for gender equality through the Workplace Gender Equality Agency (WGEA). The organization is committed to fostering an inclusive work environment that supports flexibility and welcomes diversity. This role contributes to SDG 5 by promoting gender equality in the workplace and ensuring that gender-sensitive approaches are integrated into the company's policies and practices. By advancing gender equality, Urbis helps create a more inclusive and equitable workplace, supporting women's full and effective participation and equal opportunities for leadership at all levels (United Nations, 2023).

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Position: Youth Mentoring Specialist

Organization: International Rescue Committee (IRC)
Location: Virginia, USA
Type: Full-time

Job role Summary:

The Youth Mentoring Specialist supports clients in IRC's Mentoring Youth in Virginia (MYVA) program to achieve their academic, vocational and social integration goals. This role involves providing one on one coaching, case management, group workshops and enrichment opportunities. The specialist will work with youth aged 15-24, matching them with trained volunteer mentors for a minimum of six months. Responsibilities include developing individualized program goals, conducting career readiness activities, building partnerships with employers and designing workshops on college readiness and vocational opportunities (International Rescue Committee, n.d.).

Relation to SDG 5:

IRC is committed to narrowing the gender gap in leadership positions, which aligns with SDG 5 (Gender Equality). The organization offers benefits that enable women to participate fully in the workforce, including parental leave and gender-sensitive security protocols. By fostering an inclusive environment and promoting gender equality, this role supports the broader mission of achieving gender equality and empowering all women and girls. The Youth Mentoring Specialist contributes to this goal by providing mentorship and support to young women, helping them achieve their academic, vocational and social integration goals, thereby promoting their empowerment and participation in the community (United Nations, 2023).

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Youth Mentoring Specialist in Charlottesville, VA | Social Work & Community Development at International Rescue Committee

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Apply for Youth Mentoring Specialist job with International Rescue Committee in Charlottesville, VA. Social Work & Community Development at International Rescue Committee

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Supporting women's cooperatives with financial resources and training helps women start and manage businesses, fostering economic independence and community growth. Establishing The Women Guarantee Fund Facilitates access to loans breaking down financial barriers helping them grow their business. Offering vocational training programs to women can help acquiring essential skills in the real business world. These initiative significantly improve women's economic participation, family incomes and contribute to national economic growth by providing targeted support and opportunities. Economic empowerment is a powerful solution to gender inequality that can be effectively applied in real life. By focusing on pay, education and training, financial support and supportive workplace policies, we can create an environment where women have opportunity to achieve financial independence and contribute fully to the society. This approach not only addresses immediate economic disparities but also promotes long term cultural and societal changes towards gender equality.

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In conclusion, SDG 5.1 highlights critical ethical themes such as gender inequality, workplace discrimination, unequal pay and the marginalization of women, all scrutinized through ethical theories like the ethics of care, Kantian ethics and utilitarianism. These theories provide diverse perspectives on the moral imperative to promote gender equality and empower women globally. Moving forward, implementing policies that prioritize care, uphold universal moral principles and maximize societal well-being is essential. By addressing these ethical challenges effectively, we can advance towards a world where women's rights are fully realized, contributing to sustainable development and societal progress aligned with SDG 5.