EU - Towards a More Gender Equal World: EU Gender Equality Strategy 2020-2025
COMMUNICATION FROM THE COMMISSION TO THE EUROPEAN PARLIAMENT, THE COUNCIL, THE EUROPEAN ECONOMIC AND SOCIAL COMMITTEE AND THE COMMITTEE OF THE REGIONS
A Union of Equality: Gender Equality Strategy 2020-2025
TOWARDS A GENDER-EQUAL EUROPE
“In all its activities, the Union shall aim to eliminate inequalities, and to promote equality, between men and women.”
Article 8 of the Treaty on the Functioning of the European Union
“We should not be shy about being proud of where we are or ambitious about where we want to go.”
- President Ursula von der Leyen
CFS - The Committee on World Food Security (CFS) is the foremost inclusive international and intergovernmental platform for all stakeholders to work together to ensure food security and nutrition for all. The Committee reports to the UN General Assembly through the Economic and Social Council (ECOSOC) and to FAO Conference.
http://www.fao.org/cfs/home/about/en/
Direct Link to Full 9-PAGE Draft Document:
CFS_OEWG_Gender_2020_10_30_01_Draft_ToRs-1.pdf (csm4cfs.org)
Извор: WUNRN – 18.01.2021
Direct Link to Full 100-Page 2020 Publication:
Evidence suggests that the inclusion of women in climate processes improves the effectiveness and efficiency of technical assistance and development funding, enhances social justice, alleviates poverty and increases global sustainability, and improves impact of disbursed climate finance.
Извор: WUNRN – 18.01.2021
Why Women Don’t Get Ahead at Nonprofits (philanthropy.com)
Requires Sign-In to The Chronicle of Philanthropy Online Access.
Inequities in nonprofit pay and leadership opportunities are subtle and entrenched. The pandemic could make things worse — or be a chance for real change
By Jim Rendon
JANUARY 12, 2021 - Karen had been working at a human-services nonprofit for a decade when she accidentally stumbled on a co-worker’s personal data stored on the group’s shared server. There were pay stubs, mortgage and retirement-account statements, his entire financial picture was laid out before her. And she says it was nothing like her own.
At the time, Karen, who asked that we use only her first name and not identify her employer so she could speak freely, was a director overseeing employees who brought in half the group’s revenue. She was earning roughly $50,000 a year and had to work nights and weekends as a tutor and consultant to pay the tuition for the master’s degree she was pursuing.
According to the pay stubs she found, her male co-worker, who was also a director but had less oversight responsibility, made $10,000 a year more than she did — about a 20 percent difference. “Once I started looking at the numbers, it was heartbreaking,” she says. “At the end of the day, they didn’t treat us equally.”
