PPT-Gender auditing: creating a gender-sensitive workplace

gendersensitive workplace Session 6 Analysis and validation of data Reconciling s ources of evidence 2 Iterative Process Feedback Loops Identifying root causes In the analysis it is important to distinguish symptoms from root causes . such that they lack the capacity to understand the A Look at the Pay Gap between Men and Women in Jordan. 1. Fifth Global Forum on Gender Statistics. Aguascalientes, Mexico, 3 . - . 5 November . 2014. Manal Sweidan. Gender Statistics Expert. Introduction. Unit 6. Gender Mainstreaming Within Institutions. Introduction. Making Institutions Gender Sensitive. Despite increased female participation in the workforce, gender biases thrive in the workplace. Organisations being microcosms of society, reflect . Foundation of Gender Concepts:. What . I. s Gender?. Gender . refers to the social differences between males and females that are learned, and though deeply rooted in every culture, are changeable over time, and have wide variations both within and between cultures. . Road Map. Bill 132 & updates on Workplace Harassment. Expanded definition of Workplace Harassment. New Policy/Program Requirements. Duty to Investigate. External Investigators. Review of Employee Rights and Obligations. - legislation, reporting and compliance. ATO. Payroll Seminar - October 2015. Overview. :. agency. legislation. compliance requirements. Submitting a report online. completing the workplace profile. IN THE PUBLIC SECTOR. Mbuyiselo Botha. Commissioner at the Commission for Gender Equality . 2. Mandate of the CGE. Section 187 . of the Constitution and CGE Act No. 39 of 1996 as amended require the CGE to promote respect for, and the protection, development and attainment of gender equality. The CGE vision is a society free from gender oppression and all forms of inequality. Community Outreach Director. Rachael Hudson. rachael@ghcmail.org. (. 916) . 455-2391. 2020 29. th. Street, Ste. 201. Sacramento, CA 96817. About GHC. MISSION:. . To provide education, advocacy, mental health and other health services, to underserved and marginalized populations as an act of social justice with a specialization in gender and sexual identities. . Community Outreach Director. Rachael Hudson. rachael@ghcmail.org. (. 916) . 455-2391. 2020 29. th. Street, Ste. 201. Sacramento, CA 96817. About GHC. MISSION:. . To provide education, advocacy, mental health and other health services, to underserved and marginalized populations as an act of social justice with a specialization in gender and sexual identities. . CMA Catholic Case Conference. March 13, 2016. 2007. 2014. Feb 2016. Summer 2015. 58 Gender Options . Feb 2015. May 2012/ July 2013/ Oct 2015. Transgender at five/six/eight. 1999. March 2016. Academics. the . Istat. experience. Workshop on Gender Statistics, Moldova, 3 - 4 November 2015. Maria Giuseppina Muratore. An important instrument to know what women and men have. different roles in society. Can Pay Transparency Tools Close the Gender Wage Gap?. Monika . Queisser. Head of Social Policy Division . OECD Directorate for Employment, . Labour and Social Affairs. Pay transparency: An umbrella term for a range of policy . Gender sensitive emergency response planning-. Powerpoint. NO. 7. Day Four. learning objectives. Create and implement gender-sensitive disease outbreak emergency response plans across all phases of a response.. Women in the Workplace Symposium. May 2019. What’s the gender wage gap?. Gender wage gap is the . difference . between the . earnings of . women and . men . (. annual or pay/hour. ), often expressed as a proportion of men’s earnings..