Government leaders worldwide are trumpeting the need for greater equality in the workplace. That’s the correct thing to do on the grounds of both rights and efficiency, but those leaders might want to start by looking within their own organizations. Today we publish a new policy paper that studies the choices governments have made in their own hiring and compensation decisions.
CGD Policy Blogs
How gender balanced is the World Bank's board?
We’re a third of the way through the lifetime of the Sustainable Development Goals, which were set to transform the world by 2030. But when it comes to SDG 5 on gender equality, global progress towards targets remains either unmeasured or too slow.
At their best, experts sitting in think tanks generate rigorous research and analysis inform policies and address the world’s most pressing challenges. But who gets to be counted among these experts? Are think tanks hiring, promoting, and compensating equitably and inclusively? And who is being left out of this group of experts, and, critically, what good ideas might we be missing as a result?
A world where risk-taking and competition weren’t considered quite so admirable or so male, and where more stereotypically “feminine” traits like cooperation were properly recognized and rewarded, would be better for both women and men.
Today, the UN and Canada are launching the Elsie Initiative Fund for Uniformed Women in Peace Operations. The fund will accelerate the deployment of trained and qualified women in peacekeeping. It is a fantastic goal and the fund has an exciting design.
I wrote last week that with an Administration and Congress both prioritizing gender equality and women’s economic empowerment, now was a good time to put in place legislation that would leverage the power of US-based multinational enterprises to encourage gender equality in the workplace in countries that legally enforced discrimination. A recent case of US-based multinational enterprises abetting discrimination suggests an extension to the law, and the creation of the new US Development Finance Corporation provides a new tool for the legislation to use.
Today, the Trump administration rolled out the Women’s Global Development and Prosperity Initiative (W-GDP). Pillars one and two seem to suggest a rebranding of existing funding for women’s economic empowerment efforts in USAID and a repackaging of previously announced initiatives at the World Bank and Overseas Private Investment Corporation. But the third pillar is potentially more encouraging.
UN Secretary General Antonio Guterres has said gender equality at the United Nations is “an urgent need – and a personal priority. It is a moral duty and an operational necessity.” Guterres was quick to meet his goal of gender parity in UN senior management. But 18 years past an initial 2000 target date for gender parity in the UN system as a whole, there is still a long way to go. The organization remains off track to meet the new target for parity at all levels by 2030. There is also evidence that the rate of change will be hard to boost without a new approach.
The Women, Business and the Law program at the World Bank has done a wonderful job of cataloguing the thousands of legal restrictions worldwide that constrain women’s abilities to be equal participants in the economy—from legislation mandating women ask a male family member for permission before opening a bank account through rules banning women from certain jobs to unequal property rights. Pairing that data with surveyed outcomes would make it an even more powerful tool.