Diversity and inclusion in the world of work:
Description: Diversity and inclusion in the world of work: Diversity and inclusion in the world of work: Promoting socioeconomic participation of women with disabilities to achieve an equal future Sign Language Interpretation and Captioning available
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slide1. Diversity and inclusion in the world of work: Diversity and inclusion in the world of work:
Promoting socioeconomic participation of women with disabilities to achieve an equal future<br>
slide2. Sign Language Interpretation and Captioning available (captioning link in chatbox)
On your screen: sign language interpreter and presentation slides
All attendees are muted
You can still ask questions
For technical issues use chat box
For content questions use question box – you can already start sending questions and we aim to answer everything at the end.
We would be happy to see who you are and from which organisations you are joining from, feel free to share in the chatbox
Accessible recording of webinar and transcript will be available
Thank you for the interpreters and captioner Housekeeping and logistics<br>
slide3. Ariana Almeida Ariana Almeida, Women’s Economic Empowerment Specialist (Innovation to Inclusion), Plan International UK
Ariana is a social entrepreneur with a multi-sector background and 13+ years’ experience working to fight inequality in Europe, USA, Central and South-East Asia and Africa, with a focus on gender equality, economic empowerment and inclusion. The diversity of her experience brings a unique combination of practical and operational perspectives to the discussion and implementation of policies and projects.<br>
slide4. Gender in i2i Persons with disabilities face intersecting forms of discrimination; women and girls with disabilities are more likely to face discrimination and exclusion, compared to men and boys with disabilities.<br>
slide5. Gender Analysis – Purpose and Process Understand the gender dynamics, power relations, and gender and disability-specific barriers faced by women and men with disabilities in their economic participation.
Areas of analysis:<br>
slide6. Gender Analysis – Data collection Extensive literature review and secondary data analysis.
Primary data collection with a total of 113 stakeholders engaged across both target countries: 63 persons with disabilities (47% female respondents)
25 caregivers (51% female)
26 other stakeholders – from OPDs and community champions, private sector, TVETS and Government<br>
slide7. Gender Analysis – Findings<br>
slide8. Gender roles & responsibilities Patriarchal attitudes and discriminatory stereotypes
Time poverty - women with disabilities have a higher burden of care
Engaging in training and workforce requires challenging balance with families As one employed woman with disability in Bangladesh shared, “due to our family role (considering all the cooking, care work, reproductive role) we are not encouraged to take more responsibilities because we are overwhelmed to balance this role and expectations from family and society”<br>
slide9. Mobility Poor road & transport infrastructure
Unsafe, inaccessible and unaffordable public transports
Discriminatory gender norms restrict women’s mobility & freedom to safely access public spaces
Mobility to and from work identified as key challenge One visually-impaired unemployed woman respondent in Bangladesh shared that, in her experience, “Women with disabilities face more challenges/barriers. We are not safe in and out of home and so we have mobility issues. Even my husband who is trying to provide support sometimes misunderstands me. In case of going outside, or walking down the road, it is very complex for me to understand if people will be supportive or not. Many people deliberately push me.”<br>
slide10. Access to information Women with disabilities access and use less technology than men with disabilities
Low computer skills, difficulty in accessing cyber cafes and lack of money for internet were key barriers for women with disabilities
Information on job vacancies in newspapers, friends, relatives, family and OPD members<br>
slide11. Education and Training Women with disabilities have unequal access to education and training
Going against prevailing customs and challenge gender roles may result in backlash from family and community<br>
slide12. Social capital and access to networks Social norms, limited mobility, worries with safety in public places limit engagement in activism
In Bangladesh male respondents were more aware and engaged
In Kenya awareness of OPDs and other networks is limited and membership of persons with disabilities is negligible<br>
slide13. Decision Making Women in both countries are underrepresented in decision making level and excluded from critical discussions – this is exacerbated for women with disabilities
In Kenya persons with disabilities, particularly unmarried and less educated appear excluded from critical household decisions<br>
slide14. Gender based violence Gender-based violence is pervasive and prevalent among women with disabilities
Domestic violence as a barrier and potential consequence
Women with and without disabilities often face discrimination, harassment in the workplace and on the way to and from work A woman with a disability in Bangladesh told us that “before I had no problem with working, but after getting married working is affecting my relationship. My husband is always complaining that I am not performing my family role and household activities as per his requirements”<br>
slide15. Economic participation of women and men with disabilities<br>
slide16. Nasrin Jahan Nasrin Jahan, Founder & Executive Director @ Disabled Child Foundation in Bangladesh
Nasrin speaks to us both from her own personal experience and from the work she does at the Disabled Child Foundation (DCF). DCF is an Organization of Persons with Disabilities – OPD. This non-Government, non-profitable and non-political organization was established in 2005 with the mission of achieving equal rights and opportunities for persons with disabilities in Bangladesh.<br>
slide17. Margaret Wairimu Margaret Wairimu, Talent Specialist, Coca-Cola Beverages Africa (Kenya)
Margaret Ndei is a Certified Human Resource Professional in Kenya, passionate about Diversity and Inclusion. She believes having a diverse and inclusive workforce requires a collaborative effort.
She has seen Coca–Cola Beverages Africa Kenya become a member of Kenya Business Disability Network and United Nation Women’s Empowerment Principles.
Under her leadership, Coca-Cola Beverages Africa (Kenya) won an award of “Most Inclusive Global Brands in Kenya” in the recent National Diversity and Inclusion Awards and Recognition.<br>
slide18. Discussion What works to support women with disabilities to access private sector employment?<br>
slide19. Q&A<br>
slide20. THANK YOU!
For any questions on the Gender Analysis please contact:
Ariana Almeida - Women Economic Empowerment Specialist at Plan International UK
(ariana.almeida@plan-uk.org)<br>
Promoting socioeconomic participation of women with disabilities to achieve an equal future<br>
slide2. Sign Language Interpretation and Captioning available (captioning link in chatbox)
On your screen: sign language interpreter and presentation slides
All attendees are muted
You can still ask questions
For technical issues use chat box
For content questions use question box – you can already start sending questions and we aim to answer everything at the end.
We would be happy to see who you are and from which organisations you are joining from, feel free to share in the chatbox
Accessible recording of webinar and transcript will be available
Thank you for the interpreters and captioner Housekeeping and logistics<br>
slide3. Ariana Almeida Ariana Almeida, Women’s Economic Empowerment Specialist (Innovation to Inclusion), Plan International UK
Ariana is a social entrepreneur with a multi-sector background and 13+ years’ experience working to fight inequality in Europe, USA, Central and South-East Asia and Africa, with a focus on gender equality, economic empowerment and inclusion. The diversity of her experience brings a unique combination of practical and operational perspectives to the discussion and implementation of policies and projects.<br>
slide4. Gender in i2i Persons with disabilities face intersecting forms of discrimination; women and girls with disabilities are more likely to face discrimination and exclusion, compared to men and boys with disabilities.<br>
slide5. Gender Analysis – Purpose and Process Understand the gender dynamics, power relations, and gender and disability-specific barriers faced by women and men with disabilities in their economic participation.
Areas of analysis:<br>
slide6. Gender Analysis – Data collection Extensive literature review and secondary data analysis.
Primary data collection with a total of 113 stakeholders engaged across both target countries: 63 persons with disabilities (47% female respondents)
25 caregivers (51% female)
26 other stakeholders – from OPDs and community champions, private sector, TVETS and Government<br>
slide7. Gender Analysis – Findings<br>
slide8. Gender roles & responsibilities Patriarchal attitudes and discriminatory stereotypes
Time poverty - women with disabilities have a higher burden of care
Engaging in training and workforce requires challenging balance with families As one employed woman with disability in Bangladesh shared, “due to our family role (considering all the cooking, care work, reproductive role) we are not encouraged to take more responsibilities because we are overwhelmed to balance this role and expectations from family and society”<br>
slide9. Mobility Poor road & transport infrastructure
Unsafe, inaccessible and unaffordable public transports
Discriminatory gender norms restrict women’s mobility & freedom to safely access public spaces
Mobility to and from work identified as key challenge One visually-impaired unemployed woman respondent in Bangladesh shared that, in her experience, “Women with disabilities face more challenges/barriers. We are not safe in and out of home and so we have mobility issues. Even my husband who is trying to provide support sometimes misunderstands me. In case of going outside, or walking down the road, it is very complex for me to understand if people will be supportive or not. Many people deliberately push me.”<br>
slide10. Access to information Women with disabilities access and use less technology than men with disabilities
Low computer skills, difficulty in accessing cyber cafes and lack of money for internet were key barriers for women with disabilities
Information on job vacancies in newspapers, friends, relatives, family and OPD members<br>
slide11. Education and Training Women with disabilities have unequal access to education and training
Going against prevailing customs and challenge gender roles may result in backlash from family and community<br>
slide12. Social capital and access to networks Social norms, limited mobility, worries with safety in public places limit engagement in activism
In Bangladesh male respondents were more aware and engaged
In Kenya awareness of OPDs and other networks is limited and membership of persons with disabilities is negligible<br>
slide13. Decision Making Women in both countries are underrepresented in decision making level and excluded from critical discussions – this is exacerbated for women with disabilities
In Kenya persons with disabilities, particularly unmarried and less educated appear excluded from critical household decisions<br>
slide14. Gender based violence Gender-based violence is pervasive and prevalent among women with disabilities
Domestic violence as a barrier and potential consequence
Women with and without disabilities often face discrimination, harassment in the workplace and on the way to and from work A woman with a disability in Bangladesh told us that “before I had no problem with working, but after getting married working is affecting my relationship. My husband is always complaining that I am not performing my family role and household activities as per his requirements”<br>
slide15. Economic participation of women and men with disabilities<br>
slide16. Nasrin Jahan Nasrin Jahan, Founder & Executive Director @ Disabled Child Foundation in Bangladesh
Nasrin speaks to us both from her own personal experience and from the work she does at the Disabled Child Foundation (DCF). DCF is an Organization of Persons with Disabilities – OPD. This non-Government, non-profitable and non-political organization was established in 2005 with the mission of achieving equal rights and opportunities for persons with disabilities in Bangladesh.<br>
slide17. Margaret Wairimu Margaret Wairimu, Talent Specialist, Coca-Cola Beverages Africa (Kenya)
Margaret Ndei is a Certified Human Resource Professional in Kenya, passionate about Diversity and Inclusion. She believes having a diverse and inclusive workforce requires a collaborative effort.
She has seen Coca–Cola Beverages Africa Kenya become a member of Kenya Business Disability Network and United Nation Women’s Empowerment Principles.
Under her leadership, Coca-Cola Beverages Africa (Kenya) won an award of “Most Inclusive Global Brands in Kenya” in the recent National Diversity and Inclusion Awards and Recognition.<br>
slide18. Discussion What works to support women with disabilities to access private sector employment?<br>
slide19. Q&A<br>
slide20. THANK YOU!
For any questions on the Gender Analysis please contact:
Ariana Almeida - Women Economic Empowerment Specialist at Plan International UK
(ariana.almeida@plan-uk.org)<br>