Tahmina Popal s8128218

Celisha Shrestha s8123432

Kavini Srisanjiev s8131882

Prushti Amrutiya s8141348

Huynh Phuong An Nguyen s8076586

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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)

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.

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.

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).

• 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).

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).

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).

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).

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).

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).

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).

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).​

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).

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)

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).

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).

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).

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.).

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).

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).

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).

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).