ADB Gender’s Post

I am pleased to announce that I have successfully completed another certificate course entitled "Gender Equality and Human Rights in Climate Action and Renewable Energy." This course proved to be highly engaging and informative, enriching my understanding of the interconnectedness between gender equality, human rights, renewable energy, and climate change.Throughout the course, I achieved several key learning objectives. Firstly, I gained insights into the intricate nexus between gender equality, human rights, renewable energy, and climate change. Understanding this relationship is crucial for implementing effective and sustainable climate action initiatives. Additionally, I learned how adopting a gender-responsive and human rights-based approach in climate action can lead to significant economic, social, and environmental benefits.Moreover, the course provided me with an understanding of international and sectoral commitments related to gender equality, human rights, and climate change. Recognizing these commitments and their alignment with national priorities and policies is essential for driving meaningful change at both global and local levels. Furthermore, I acquired the skills to identify various entry points for integrating gender and human rights considerations into climate policy and action. This knowledge equips me with the tools and approaches needed to promote human rights-based and gender-responsive climate action effectively.One of the most valuable aspects of the course was exploring targeted opportunities for women in climate change initiatives. Empowering women and ensuring their active participation in climate action efforts is vital for achieving sustainable and inclusive outcomes. The course was structured into two modules, each offering unique insights and perspectives: Module 1: Introduction to Gender Equality and Human Rights in Climate Action and Renewable Energy Module 2: Gender Equality and Human Rights in Climate Action: Turning Commitments into Action I am deeply grateful to the organizations that made this course possible, including the @United Nations Climate Change (UNCC), the United Nations Environment Programme (UNEP), UN Women, and the Swedish International Development Cooperation Agency (SIDA). Their dedication to promoting gender equality, human rights, and sustainable development is commendable, and I am honored to have had the opportunity to benefit from their expertise and resources.In conclusion, completing this certificate course has been a rewarding experience, equipping me with the knowledge, skills, and motivation to contribute effectively to gender-responsive and human rights-based climate action initiatives. I am eager to apply what I have learned to drive positive change in my community and beyond, working towards a more sustainable and equitable future for all.

Rapid Q&A time ❗ We are exploring the nexus of gender & environment in the Arctic and with Dr. Malgorzata (Gosia) Smieszek-Rice. Gosia is postdoctoral researcher at UiT Norges arktiske universitet & co-lead of the Pan-Arctic Report on Gender Equality in the Arctic. 🗨️ What sparked your interest in gender & environment? 💬The UNEP’s 2016 Global Gender and Environment Outlook. The report delved into how gender and gender equality intersect with environmental concerns. My interest initially focused on gender and climate change, but it quickly broadened to include gender dimensions in forestry, energy, fisheries, .. To offer one example, a recent study in Alaska revealed that women’s active participation in fisheries had been largely overlooked because of how data is collected and the outdated image of the sector – a finding that we have seen in many areas. 🗨️Any “aha” moments in your work? 💬 The first was when in 2016 with Tahnee Prior we realized the lack of gender and women’s perspectives in most Arctic conferences. At that time, there was little /no attention paid to gender, gender equality or women’s perspectives at general Arctic events. This led to the establishment of our nonprofit, Women of the Arctic. The second links to our work on the Arctic Council’s Gender Equality in the Arctic project. In collected research we have seen that when it comes to the gender- environment nexus, the experiences of women in the Arctic correspond more with the experiences of men from the Global South where most of gender-environment data comes from. In other words, the situation is often directly reversed when comparing the Arctic and other parts of the world. What it means in practice is that we cannot take results from other regions and assume that the situation will be similar in the circumpolar North. We also realized how many knowledge gaps we still have, and we need to address those. 🗨️Challenges & opportunities for gender equality in the Arctic? 💬Achieving gender equality in the Arctic involves recognizing and embracing the diversity of gender experiences, including those of Indigenous Peoples, and acknowledging they come with different forms of knowing and understanding. There's a need for continued dialogue and action to address the complexities of gender equality, including accounting for a spectrum of gender identities and experiences. The biggest challenge is perhaps that many still consider gender and gender equality as stand-alone issues, rather than seeing them as integral to all aspects of life, environmental protection, green transition, and sustainable development of the Arctic. A gender-equal Arctic would account for the diversity and dynamics of gender and gender equality, ensuring that discussions, research, and policies inclusively address these issues. We should move away from considering gender issues as something to be “solved” and start seeing them as central to solutions we need in the North.

Empowering women is not just about gender equality—it's about unlocking the full potential of talents. Next week, I’ll be speaking at the International Air Transport Association (IATA) Global People Forum in Geneva, a forum dedicated to addressing workforce challenges in aviation. We’ll be exploring key issues shaping the future of aviation, with a focus on Diversity, Equity & Inclusion. By increasing women’s participation, aviation can not only gain fresh perspectives but also foster a greater prioritization of ecological concerns, strengthening aviation’s long-term sustainability and reinforcing its reputation as an innovative and forward-thinking industry. The mission of the EQUAL-SALARY Foundation aligns perfectly with these goals by promoting fair pay and equal opportunities, creating inclusive work cultures, and preparing talents for future challenges. I look forward to discussing how EQUAL-SALARY certification can contribute to a more diverse, sustainable future for aviation. 

Tomorrow we will be celebrating International Women's Day and I believe that the graph below shows the work still to do everywhere in the world to achieve a real gender equality. Most of you are reading my posts in order to learn more about green hydrogen, a very dominated male field. Many people believe that there is very little women working in this field what it is not true. Here, I will show you excellent women from whom you will learn a lot: ⭐ Eva Ravn Nielsen. My dear colleague Eva from Ramboll is more than anything a true role model for all of us working in Power-to-X at this company. ⭐ Maryna Hritsyshyna. If you want to learn about regulations, Maryna is your person-to-go. Her posts will feed you with plenty of useful information around the regulatory aspects of hydrogen and much more. ⭐ Marta Del Olmo González. She is a new discovery to me and I found her posts very enlightening to get update of what it is happening in South of Europe. In addition to these names, I would like to make you aware to a couple of excellent initiatives promoting the visibility of women in the field of hydrogen: ⭐ Women In Green Hydrogen. A database of women of many different backgrounds highlighting that there is no excuse to have hydrogen events without gender equality speakers. ⭐ Women in Hydrogen 50 by Hydrogen Economist. Coming now into their 3rd edition, Women in Hydrogen 50 is a list of 50 women nominated by their colleagues and peers across 5 distinct categories in the hydrogen industry. #IWD2024 #inspireinclusion #letsclosethegap

📢🚨𝐜𝐚𝐦𝐛𝐢𝐚𝐌𝐎 𝐜𝐨𝐧𝐭𝐢𝐧𝐮𝐞𝐬 𝐢𝐭𝐬 𝐚𝐝𝐯𝐨𝐜𝐚𝐜𝐲 𝐟𝐨𝐫 𝐆𝐞𝐧𝐝𝐞𝐫 𝐄𝐪𝐮𝐢𝐭𝐲: 𝐀 𝐭𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐯𝐞 𝐜𝐨𝐦𝐦𝐢𝐭𝐦𝐞𝐧𝐭 𝐨𝐧 𝐈𝐧𝐭𝐞𝐫𝐧𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐖𝐨𝐦𝐞𝐧’𝐬 𝐃𝐚𝐲❗️ On International Women’s Day, cambiaMO reaffirms its determined commitment to #genderequity and #feminism, once again demonstrating that the fight for equity has no expiration date. Through a series of innovative initiatives, concrete actions, participation in various European projects, and the fight for climate justice, we have maintained the 𝗱𝗲𝘁𝗲𝗿𝗺𝗶𝗻𝗮𝘁𝗶𝗼𝗻 𝘁𝗼 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲 𝘁𝗵𝗲 𝗼𝗯𝘀𝘁𝗮𝗰𝗹𝗲𝘀 𝗳𝗮𝗰𝗲𝗱 𝗯𝘆 𝘄𝗼𝗺𝗲𝗻 𝗶𝗻 𝗮𝗹𝗹 𝘀𝗽𝗵𝗲𝗿𝗲𝘀 𝗼𝗳 𝗹𝗶𝗳𝗲. At cambiaMO, we want to commemorate significant moments on our journey towards gender equity. From the official publication of the results of the INDIMO project - Inclusive Digital Mobility Solutions on the EU’s research and innovation portal to our active participation in the UN Climate Change Conference (#COP28), where the Final Reaction of the Women and Gender Constituency reflected our commitment to #inclusive, #equitable, and #gendertransformative climate policies, with the active participation of women in decision-making and resources mobilization. cambiaMO has shared its research results with other projects like FINDHR addressing discrimination in algorithmic hiring, seeking to 𝗲𝗻𝘀𝘂𝗿𝗲 𝗷𝘂𝘀𝘁𝗶𝗰𝗲 𝗮𝗻𝗱 𝗲𝗾𝘂𝗮𝗹𝗶𝘁𝘆 𝘄𝗶𝘁𝗵𝗼𝘂𝘁 𝗶𝗻𝘁𝗲𝗿𝘀𝗲𝗰𝘁𝗶𝗼𝗻𝗮𝗹 𝗱𝗶𝘀𝗰𝗿𝗶𝗺𝗶𝗻𝗮𝘁𝗶𝗼𝗻 𝗶𝗻 𝗷𝗼𝗯 𝗿𝗲𝗰𝗼𝗺𝗺𝗲𝗻𝗱𝗮𝘁𝗶𝗼𝗻𝘀. This effort underscores the determination to confront contemporary challenges with inclusive and equitable solutions. And lessons’ learned from the 𝐁𝐃𝐆 | 𝐁𝐚𝐫𝐜𝐞𝐥𝐨𝐧𝐚 𝐆𝐞𝐧𝐝𝐞𝐫 𝐚𝐧𝐬 𝐃𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 𝐞𝐪𝐮𝐚𝐥𝐢𝐭𝐲 𝐩𝐨𝐫 𝐔𝐫𝐛𝐚𝐧𝐞 𝐏𝐮𝐛𝐥𝐢𝐜 𝐓𝐫𝐚𝐧𝐬𝐩𝐨𝐫𝐭 will soon be published. cambiaMO’s participation in events like #TRB2023 and #TRB2024 transport conferences has demonstrated its continued commitment to gender equity in research and transport, providing opportunities to promote dialogue and collaboration in the 𝗽𝘂𝗿𝘀𝘂𝗶𝘁 𝗼𝗳 𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲, 𝘀𝘂𝘀𝘁𝗮𝗶𝗻𝗮𝗯𝗹𝗲 𝘀𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝘀 𝘁𝗼 𝗮𝗱𝗱𝗿𝗲𝘀𝘀 𝗰𝗮𝗿𝗲 𝗺𝗼𝗯𝗶𝗹𝗶𝘁𝘆, 𝘄𝗵𝗶𝗰𝗵 𝗮𝗰𝗰𝗼𝘂𝗻𝘁𝘀 𝗳𝗼𝗿 𝗼𝘃𝗲𝗿 𝟰𝟬% 𝗼𝗳 𝗱𝗮𝗶𝗹𝘆 𝗺𝗼𝗯𝗶𝗹𝗶𝘁𝘆 𝘁𝗵𝗿𝗼𝘂𝗴𝗵𝗼𝘂𝘁 𝘁𝗵𝗲 𝘄𝗲𝗲𝗸. In a world where gender inequalities and discrimination persist, we are committed to continue advocating for a future where all individuals, regardless of their gender, race, and their physical, mental and socio-economic conditions, can live and thrive on equal terms. We want to stresse the importance of approaches to climate change that are gender-transformative, conflict-sensitive and respect human rights On this #8M of 2024, #InternationalWomenDay, we invite everyone to join our cause and continue forward with the fight for a fairer and more equitable world for all women and girls in all their diversity.

It's a key year for progress on the intersection of gender equality and climate change within the UNFCCC/climate conference. See below for a Feb. 15 webinar on the subject and the important March 31 deadline. (Here's an explainer: https://lnkd.in/g8VAfqAU)

On #InternationalWomensDay we stress the importance of representation to promote diversity and gender balance in leadership and decision-making. Including female voices is essential to more sustainable and beneficial outcomes for all. The unique perspectives of women are needed to develop comprehensive policies that address the environmental, political and social challenges we face. How far are we? Take a look 👇 ❌ The European Parliament's current ratio of MEPs is still unbalanced, where female MEPs are only 39%. Three out of seven political groups (the Socialists and Democrats, Greens and Left) have a female leader. Maltese MEP Roberta Metsola is only the Parliament’s third-ever female president in 66 years. ✔ The European Commission led by Ursula von der Leyen does better at parity with 12 female Commissioners out of 26. DG CLIMA and DG ENVI have reached parity in both their Commissions' leaderships. ➖ Scientific leadership in the EU is also progressing thanks to efforts by the Joint Research Centre and European Environment Agency led by newly appointed Leena Ylä-Mononen. However, within the IPCC, less than 27% of authors were nominated for the Special Report on 1.5°. In February 2020, IPCC adopted the Gender Policy and Implementation Plan aiming at: ▶ Enhance gender equality in IPCC processes ▶ Promote a gender-inclusive environment ▶ Raise awareness of gender-related issues through training and guidance ❌ At #COP28 gender balance of party delegations was 62% male to 38% female, which highlights the gender gap despite the improvement from previous summits. Beyond statistics, new measurements are needed to assess the quality of women’s participation, including speaking times. In the corporate world, EU lawmakers agreed in June 2022 that countries must ensure that listed companies fill at least 40% of non-executive board seats “with the underrepresented gender” by the end of June 2026. Our team of 36 includes 17 nationalities and comprises 24 women. Our executive management is perfectly balanced, and the leadership includes 6 female heads of unit out of 8.   We are progressing in a positive direction; in creating an inclusive and diverse working environment, in environmental politics and beyond, we celebrate and aspire to a world where all women are empowered, valued, and included. Thanks to our super team of women Suzanna Walton, Irene Chiocchetti, Hà Đoàn, Tijana T., Therese Geortay, Sandra Mootoosamy, Fruzsina Csepi, Harriet Bradley, Elisabet N., Melanie Muro, Julia Bognar, Krystyna Springer, Evelyn Underwood, Laure-Lou Tremblay, Gabrielle Aubert, Carla Coppola, Nora Hiller, Eline Blot, Kaley Hart, Elisa Decourcelle, CHIARA ANTONELLI, Emma Bergeling (plus our neighbour Louise Simon) and our great male colleagues Antoine Oger, Eero Yrjö-Koskinen, Pierre Leturcq, Federico Sgarbi, Kenny Meganck, Robin van Dijk, Axel G., Mattia Bonfanti, Darragh Cunningham, Mike Majebelle, David Baldock, Andrew Farmer. #IWD2024 #equality

✨ The Lima Work Programme on Gender celebrates its 10th anniversary this year! The work programme is a roadmap to advance gender-responsive climate action worldwide, as well as gender equality and women's empowerment in the UN climate change process. It will undergo a review process by countries this year. Its implementation has supported positive developments, such as: 🌐 97% of national adaptation plans and 77% of adaptation communications include a gender focus. 🌱 79% of Parties include gender information in their national climate action plans. 🌏 More than 100 countries have appointed a national gender and climate change focal point. #ClimateAction #GenderEquality #LimaWorkProgramme Learn more here 👇

European Parliament Think Tank (EPTT)--Briefing Establishing an EU talent Pool [2 February 2024] https://lnkd.in/gCWHhp_N or https://lnkd.in/ghQzQNcE   The problem definition and problem drivers in the impact assessment (IA) appear to be well-supported by evidence. The IA provides a well-structured analysis of the existing situation and the likelihood for the problem to persist. The IA identifies the initiative's general and specific objectives, which appear to be specific, achievable, relevant and time-bound, but not measurable, as recommended by the Better Regulation Toolbox 'S.M.A.R.T.' criteria. The IA does not define more detailed operational objectives as recommended by the BRG; instead, it provides a list of performance monitoring indicators directly linked to the specific objectives. The IA provides a sufficient range and description of the policy options. It offers an assessment of the options and presents the intervention logic in a clear and transparent manner, where the options are linked to the problem drivers and the specific objectives and their drivers. The IA analyses, in a comprehensive and balanced manner, qualitatively and, where possible, quantitatively, the main expected economic, social and fundamental rights, and environmental impacts, covering specifically effectiveness, efficiency and coherence. The IA explains how the preferred option would contribute to the SDGs; however, additional SDGs (e.g. SDG 5 on gender equality) should have been examined. The analysis of impacts on third and developing countries would have benefited from more attention, given the strong external dimension of the proposal. The IA provides a comprehensive summary of the preferred option's (PO2) costs and benefits for the affected stakeholder groups. It is transparent about data uncertainties and assumptions. Stakeholders were widely consulted and their views were taken into account. The preferred option enjoys broad stakeholder support, with any divergent views sufficiently presented in the dedicated annex of the IA. Overall, the annex on stakeholder consultation appears to be very informative and comprehensive; however, the feedback from this consultation strategy could have been better reflected in the IA, particularly regarding the available policy options and their potential impacts. A SME test was carried out. However, it appears that no targeted SME consultation was conducted. The Commission made efforts to take the RSB's comments into account, but some weaknesses remain (for example, as regards the description of the specific objectives in S.M.A.R.T.er terms, and a more in-depth analysis of the impacts on third and developing countries).

The dialogue on #gender and #energy has transformed: women are no longer seen as vulnerable but as key drivers of change in the #energysector. Investing in women's participation in the energy industry is a strategic move for creating a world that's more #equitable, thriving, and #environmentallyresponsible. Damilola Ogunbiyi and I write for The Hindu. #SDG5 #InspireInclusion Sustainable Energy for All (SEforALL) UN Women The Global Energy Alliance for People and Planet (GEAPP)