Women's Collective Ireland’s Post

Join us to hear insights from trans and gender diverse peoples lived experience, gain practical tips on how to address inequality, overcome barriers and foster a greater sense of inclusion for trans and gender diverse people in the workplace 🏳️⚧️ 🏳️🌈 Thanks for asking me to be a part of this great session Anastasia Le!

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.

Gender equality in #Human #Resources policy and management should be a ‘given’ as Human #Rights Law states that all human beings are ‘equal in #dignity and #rights. However, application of #gender equality principles in human resources within organizations, companies and other types of entities remains a challenge. Gender-related inequalities in the workplace, including unequal career opportunities, gender insensitive institutional policies, gender discrimination in recruitment, gender inequitable staffing, and lack of development and mentorship, requires urgent attention from employers worldwide. African Risk Capacity (ARC) Group #HumanCapital #Gender

Policy and Advocacy: Promoting Gender Equality in Construction and Facilities Management🦺👷🏽 According to Lumber and Rider Levett Bucknalls, promoting gender equality in construction and facilities management requires a multifaceted approach involving policy development and advocacy. Policies should focus on creating inclusive work environments, ensuring equal opportunities for hiring, promotion, and training, and addressing gender-specific challenges such as workplace harassment and pay disparities. Advocacy efforts are crucial to raise awareness and drive cultural change within the industry. This includes partnering with industry leaders, organizations, and educational institutions to highlight the benefits of gender diversity and implement best practices. Mentorship programs, networking opportunities, and gender-sensitive workplace policies can help break down barriers, encourage more women to enter and thrive in these traditionally male-dominated fields, and ultimately lead to a more equitable and productive industry. 🤍 (Lumber, 2024 - Advocacy and Policy: Driving Change for Women in Construction) (Rider Levett Bucknall, 2023 - WOMEN IN CONSTRUCTION: THE FIGHT AGAINST INEQUALITY)

What are the advantages of the qualitative audit of the EQUAL-SALARY certification? In a world where gender equality is becoming an unavoidable priority, EQUAL-SALARY certification stands out for its rigorous and comprehensive approach with the following benefits: 🔍 Fair hiring process: ensures transparent and unbiased hiring processes that ensure equitable gender representation at all levels of the organization. 📈 Fair promotion: Ensures that promotion criteria are based on competencies and performance and not on discriminatory factors, thus promoting a performance-based work environment. 🎓 Training: Ensures that development and training opportunities are equally accessible to all employees so that everyone can develop and improve. By adopting this certification, you send a strong message: your company is committed to equal pay and equal opportunities for all. 🌐💼 Let's connect and drive gender equality in the workplace together! 🤝 #equalsalary #equalpay #equalopportunities

RFLD’s Unique Contributions … Civil society building, advocacy, and networking … Safety and protection of women/human rights defenders (W/HRDs) … Integration of gender equality and social inclusion … Media development … Women and girls rights … Tech, innovation, and digital activism … National and regional collaboration … Inclusive development

Gender Equality Plan ICT Ibérica! At ICT Ibérica, we continue to strive for progress in equal opportunities between men and women, which is why we have continued to work on the implementation of several measures throughout 2023: ·      Use of gender-inclusive language. ·      Communication of available measures for the reconciliation of family life in the company. ·      Communication of the importance of equal responsibility in child care. ·      Non-sexist selection processes. Equality training and awareness-raising for those involved in job selection and promotion. ·      Communication to new employees of our Equality Plan and Harassment Protocol. ·      Salary audits, reinforcing the principle of equal pay for men and women in positions of equal value. The proposed measures are designed for all staff, in order to make equality effective not only between women and men, but also between all people working at ICT Ibérica. 

Gender Equality in the Workplace: Are We There Yet? In 2024, some major corporations still appear to be violating equality laws (as seen in the recent class action lawsuit against Apple Inc. in June 2024). It may seem hard to believe, but gender disparity in pay, hiring, and promotion still exists. How about your workplace? Is it truly compliant? Do you know how your salary compares to your peers’? Have you ever asked? Does your HR team focus solely on merit, or are unconscious biases at play? This video will not only help you gain insight into these critical issues but also improve your English skills. Dive in to learn more! https://lnkd.in/eGZH93uS

One of the most exciting processes I was fortunate to have an opportunity to instigate and engage in at the IRC is the collaboration with my East Africa counterpart Emmy Moorhouse (she/her) and GEDI (Gender, Equality, Diversity & Inclusion) team members Nudchanard Kammee, Leila Younes, Seemi Bano, Karla Martínez and Evelyn SALLAH (She/Her/Hers) to organize the two Asia-East Africa cross-regional workshops (2022 and 2023), consciously based on the intersectional, anti-racist and decolonial feminist approach. This collaboration, supported by the team leader Cica Mathilda DADJO, enabled us to explore and demonstrate, in practice, how we CAN and MUST decolonize technical training and learning in the humanitarian (and any other) sector. As I was sifting through my files in preparation to hand over my work to my colleagues, I came across this deck I had developed for IRC colleagues interested in and committed to decolonization. I thought the deck might be of interest to some in this space, given decolonization is critical to many of us personally, and to the organizations we are affiliated with. A few notes on abbreviations: GEDI: Gender, Equality, Diversity and Inclusion GE: Gender equality DEI: Diversity, Equality and Inclusion RGEDID: Regional GEDI Director RGEA: Regional Gender Equality Advisor SAP: Strategic Action Plan

Gender identity and expression are fundamental aspects of who we are. 🌈 For #transgender individuals, the workplace can present unique, widely unaddressed challenges. As #HR professionals, #managers, and business leaders, we have a critical duty to establish a safe, welcoming, and inclusive space for gender non-conforming folks— an unfortunate rarity in today's tense political climate. Our resource outlines six accommodations for gender-transitioning individuals in the workplace, providing actionable insights and tips to create a welcoming and #proud environment for all. Link in the comments. ⤵ 💌 For more resources on #transitioning support, be sure to check out: 💗 FOLX Health 💗 TRANS-IT FOUNDATION 💗 Advocates for Trans Equality