… for measuring the company’s progress on improving gender equality. A gender analysis will identify existing … success. Leadership or HR should provide information about equality in the workplace and promote family leave to support … in leadership posts to act as work-life balance and gender equality role models. Performance rewards can also be an …
… and other underrepresented groups and is committed to equality in practice - not just in name. AON Ireland … Council’ in 2017 to further entrench its commitment to equality. Members of the Council act as champions of … innovation and better serving clients. In order to promote equality through work-life balance measures AON has a flat …
… the part of women that are the greatest barriers to gender equality in ICT. These are some of the biggest reasons behind … to introduce a number of the arguments in favour of gender-equality and work–life balance measures, supported by …
… on 20 key principles, many of which are relevant to gender equality and work-life balance in employment. One of the … balance measures and the employment of women. Gender equalityEquality of treatment and opportunity between women and men …
… results) that the intervention could have on the effective equality of women and men. In order to guide the analysis the … impacts are usually related to the promotion of gender equality in society. What needs and gaps can gender equality training overcome? Individual level Gender …
… tool is designed to stimulate investment in the gender-equality skills of public administration employees and to facilitate the process of designing effective gender-equality training. As gender equality training is a tool for gender mainstreaming, civil …
… They are aimed at authorities that commission gender-equality training , as well as their respective staff. … planning, implementing, monitoring and evaluating gender-equality competence development initiatives. These guidelines … summarise the necessary common denominators for all gender-equality competence development initiatives . Taking into …
… in order to select the most suitable form of gender-equality competence development initiative. Commissioning … but be realistic about their limits too. The aim of gender-equality training is not to transform participants into … assessment is also useful to determine what gender-equality competence development is the most suitable to the …
… level . These should be closely linked to the overall equality objectives of the organisation, either as defined in its equality strategy or in its internal policy for gender equality and equal opportunity. Prior to training …
… closely linked, as the allocation of resources to gender-equality training will depend on its level of institutionalisation in the organisation. If gender equality, and more specifically gender mainstreaming, has …
… in the organisation. Commissioning authorities and gender-equality trainers should work together to implement a … (e.g. demonstrate the financial advantages of gender equality for the organisation and society as a whole; recall … regards to staff’s reluctance to attend training on gender-equality issues, commissioning authorities can use several …