ReWork Project EU’s Post

In the Middle East and North Africa, women face extensive legal restrictions preventing them from independently participating in the workforce. Visit bit.ly/48rRm4g to learn more about countries with legal employment-related gender inequalities. At JEDI Jobs, women can break free from gender-based employment constraints through sustainable, highly accessible, and gainful remote job opportunities. Our mission is to ensure women’s rights to employment and financial independence are met. Join us in the quest to improve gender equality in the workplace by hiring women in oppressed communities, bringing balance to your remote workforce. Register with JEDI Jobs bit.ly/3OslIvY NOW to empower women financially, and bridge the gap of gender inequality. #sustainableemployment #genderneutral #employement

How can managers be equipped to ensure gender equality in remote work? - Provide gender equality training. - Develop organisational configuration skills of managers. - Ensure a functional working enviromnent at home for employees. - Actively work towards integration and socialisation of young employees that work remotely. - Comprehensive analysis of the organisation of work. - Preventing managers overwork and burnout.

🌟Remote Work Demands Equality Too 🌑 In the pursuit of workplace gender equality, flexible work arrangements are key. But ensuring fair performance evaluation in remote setups demands savvy management. How do you avoid proximity bias, where those in power tend to favor physically closer workers? According to a recent SHRM study: 67% of supervisors overseeing remote workers view them as more replaceable. 🔄 42% of managers occasionally overlook remote employees when assigning tasks. 📉 To combat this, consider: More frequent, low-stakes evaluations to highlight outcomes. 📊 Mastering hybrid meetings: prioritize remote voices, monitor airtime balance, and stick to an agenda. 💬 Let's embrace flexibility while fostering fairness and inclusivity. Together, we can advance gender equality in the remote work era. 🌈 💼 #FlexibleWork #RemoteWork #GenderEquality #InclusiveLeadership #HybridMeetings #LinkedInLearning

𝐔𝐍 𝐖𝐨𝐦𝐞𝐧 𝐱𝟐 𝐇𝐨𝐦𝐞𝐁𝐚𝐬𝐞𝐝 𝐉𝐨𝐛 𝐕𝐚𝐜𝐚𝐧𝐜𝐢𝐞𝐬: 𝐄𝐱𝐩𝐥𝐨𝐫𝐞 𝐆𝐥𝐨𝐛𝐚𝐥 𝐑𝐞𝐦𝐨𝐭𝐞 𝐎𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐢𝐞𝐬 - 𝐀𝐏𝐏𝐋𝐘 𝐍𝐎𝐖! https://lnkd.in/ddwzdGHG In today's fast-paced digital world, remote work has become increasingly viable, allowing professionals to contribute to meaningful causes from the comfort of their homes. UN Women, the United Nations entity dedicated to gender equality and the empowerment of women, offers exciting home-based job vacancies that enable you to play a vital role in advancing gender equality globally. In this article, we will explore the significance of these remote positions and how you can apply to join this impactful organization. #UNWomen #HomeBasedJobVacancies #GlobalRemoteOpportunities #APPLYNOW

𝘅𝟰 𝗨𝗡 𝗪𝗼𝗺𝗲𝗻 𝗛𝗼𝗺𝗲 𝗕𝗮𝘀𝗲𝗱 𝗖𝗮𝗿𝗲𝗲𝗿𝘀 𝗳𝗼𝗿 𝗣𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹𝘀: 𝗘𝗺𝗽𝗼𝘄𝗲𝗿𝗺𝗲𝗻𝘁 𝗮𝗻𝗱 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 𝗳𝗼𝗿 𝟮𝟬𝟮𝟰. 𝗔𝗽𝗽𝗹𝘆: https://lnkd.in/d7t7FFNF The United Nations Entity for Gender Equality and the Empowerment of Women (UN Women) presents a plethora of opportunities for professionals seeking to make a difference while enjoying the flexibility of home-based careers. This article delves into the various facets of UN Women’s home-based career options, highlighting... #UNWomen #UNWomenCareers #HomeBased #Vacancies #RemoteWork

Gender equality in the workplace is not just a matter of fairness, it's a legal right. In our article, we explore the legal protections available to women facing discrimination at work and offer actionable insights on how to safeguard these rights. Whether you're an employee, HR professional, or business leader, understanding these laws is essential for fostering a fair and inclusive workplace. Read more here!- https://lnkd.in/dxx4w3aU Contacts: 📧 info@alsistenzalegale.it 📞 +39 345 3338510 #WomensRights #GenderEquality #WorkplaceInclusion #LegalAdvice #DiversityAndInclusion #Leadership

**International Gender Equality Act (IGEA)** **Preamble:** Recognizing the inherent dignity and equal rights of all human beings, and acknowledging that gender-based discrimination undermines fundamental freedoms and hinders social and economic development, this Act aims to establish a legal framework to ensure equal treatment of all individuals, regardless of gender, in all aspects of life. **Article 1: Definitions** 1. **Gender Discrimination**: Any distinction, exclusion, or restriction made on the basis of gender that has the effect of nullifying or impairing the recognition, enjoyment, or exercise by all individuals of their human rights and fundamental freedoms. 2. **Individual**: Any person, regardless of gender, age, race, ethnicity, religion, or nationality. 3. **Entity**: Any organization, institution, or legal person, including government bodies, private companies, and non-profit organizations. **Article 2: Scope** This Act applies to all individuals and entities within the jurisdiction of signatory nations, covering all areas of life, including but not limited to: 1. Employment and labor rights 2. Education 3. Healthcare 4. Political participation 5. Access to public services and facilities 6. Social and cultural activities **Article 3: Prohibition of Differential Treatment** 1. It shall be a criminal offense to enact, maintain, or enforce any law, policy, or practice that treats individuals differently based on gender. 2. This includes, but is not limited to, acts of discrimination in hiring practices, wage disparities, educational opportunities, and access to healthcare services. **Article 4: Enforcement Mechanisms** 1. Each signatory nation shall establish an independent Gender Equality Commission tasked with: a. Monitoring compliance with this Act. b. Investigating complaints of gender discrimination. c. Enforcing penalties against individuals or entities found guilty of violating this Act. 2. Penalties for violations may include: a. Fines proportional to the severity of the offense. b. Mandatory training programs on gender equality for offenders. c. Revocation of licenses or permits for businesses or organizations that violate this Act. **Article 5: Education and Awareness** 1. Signatory nations shall implement educational programs aimed at promoting gender equality and raising awareness about the harmful effects of gender discrimination. 2. Such programs shall be integrated into school curricula and community outreach initiatives. **Article 6: International Cooperation** 1. Signatory nations shall cooperate with each other to share best practices, resources, and information related to the implementation of this Act. 2. An annual international conference shall be held to assess progress, address challenges, and foster collaboration among nations. **Article 7: Amendment and Review** 1. This Act may be amended by a consensus of signatory nations, reflecting evolving people.

Clara P., G-Versity early stage researcher, also addresses the problem of #workplace #genderequality during the #Covid19 #pandemic. Research by the European Institute for Gender Equality (EIGE) indicates that the long- and short-term #effects of the #Covid19 #pandemic pose a threat to the progress of #genderequality in the #EU. During the first lockdown in 2020, EIGE drew attention to the risk of severe consequences of the Covid-19 pandemic on #womendominated #professions. It was noted that 25 percent of women in the EU worked in “precarious jobs”, which describe jobs with a low probability of paid sick leave or compensation in case of being laid off work, resulting in difficulties to pay for necessities. The number of non-EU-born women working in these jobs is especially high (35%). In line with the predictions, EIGE found that the number of women employed across the EU fell by 3.8 million. 40 percent (which is 1.5 million in absolute numbers) of these jobs lost by women were in highly women-dominated professions such as domestic work, accommodation, work in retail, residential care, and apparel manufacturing. For further reading, please see our #Blog 📉 📊 🔍 🤔 https://lnkd.in/dQ6iHXFb

⏱ "56% of women with children under 12 years old spend at least 5h per day on childcare, compared to 26% of men," said Carlien Scheele (European Institute for Gender Equality) at the High-Level Conference on the EU Pillar of Social Rights #EU2024EU. 🔵 : https://lnkd.in/djjE_GGG CEC European Managers took note of it, as this is one factor contributing to the ongoing gender gap in managerial positions. Other issues are: ♀ Traditional gender roles and stereotypes 📛 Biases and discrimination ⚖ Work-life balance challenges 🏛 Lack of representation The #EUSocialDialogue needs to challenge all of these problems because we need more women making key decisions and leading the way in managerial positions. 👩💼 We strongly urge policymakers, stakeholders, and leaders to make gender equality, diversity, and inclusion a top priority in all policy and corporate governance discussions. 🇪🇺 We call on you, managers, to #UseYourLeadership and ensure gender equality, diversity, and inclusiveness in the workplace. European Commission European Parliament Council of the European Union #UseYourVote #EU2024 #EUElections #Equality