Monthly Corner
Claudy Vouhé shared GRB in local authorities (French)
Gender-Responsive Budgeting (GRB) shows that the development of a budget and budgetary choices are powerful levers in terms of gender equality. We share our lessons learned in the field: a 5-step method, concrete examples (culture, sport, subsidies, public procurement, etc.) and keys to success. An operational work to objectify the impact of public policies and budgets and make RHL accessible.
Anuradha Kapoor Shared Swayam Recent Published Study
This exploratory study foregrounds the largely invisible issue of natal family violence (NFV) in India, exploring its forms, prevalence, and deep, long-term impacts on women's lives. It challenges the myth of the natal home as a safe space and centres survivor voices and lived experiences. The findings expose systemic silences and institutional barriers to justice. It offers vital insights for policy reform, feminist praxis, and deeper societal reflection.
Research Workshop on School Violence Prevention and Response - BLOG POST
Blog post summarizing key findings from each presentation and highlighting the outstanding research of all participants
Tara Prasad Gnyawali - Narrative
My flashback to working with wildlife-affected communities living in a biological transboundary corridor in Bardiya, Nepal, where I spent my golden 15 years. This story reflects changes that demonstrate how a community's tolerance extends to coexistence, and that is only due to the well-integrated planning of Ecotourism opportunities for the community.
Mehreen Farooq - BLOG
Events
Vacancies
- We’re Hiring: National Evaluation Consultant – Bangladesh
UN Women is recruiting a National Evaluation Consultant (Bangladesh) to support the interim evaluation of the Joint Regional EmPower Programme (Phase II).
This is a great opportunity to work closely with the Evaluation Team Leader and contribute to generating credible, gender-responsive evidence that informs decision-making and strengthens programme impact.
📍 Location: Dhaka, Bangladesh (home-based with travel to project locations)
📅 Apply by: 24 February 2026, 5:00 PM
🔗 Apply here: https://lnkd.in/gar4ciRr
If you are passionate about feminist evaluation, gender equality, and rigorous evidence that drives change (or know someone who is) please apply or share within your networks.
- Seeking Senior Analyst - IPE Global
About the job
IPE Global Ltd. is a multi-disciplinary development sector consulting firm offering a range of integrated, innovative and high-quality services across several sectors and practices. We offer end-to-end consulting and project implementation services in the areas of Social and Economic Empowerment, Education and Skill Development, Public Health, Nutrition, WASH, Urban and Infrastructure Development, Private Sector Development, among others.
Over the last 26 years, IPE Global has successfully implemented over 1,200 projects in more than 100 countries. The group is headquartered in New Delhi, India with five international offices in United Kingdom, Kenya, Ethiopia, Philippines and Bangladesh. We partner with multilateral, bilateral, governments, corporates and not-for-profit entities in anchoring development agenda for sustained and equitable growth. We strive to create an enabling environment for path-breaking social and policy reforms that contribute to sustainable development.
Role Overview
IPE Global is seeking a motivated Senior Analyst – Low Carbon Pathways to strengthen and grow its Climate Change and Sustainability practice. The role will contribute to business development, program management, research, and technical delivery across climate mitigation, carbon markets, and energy transition. This position provides exceptional exposure to global climate policy, finance, and technology, working with a team of high-performing professionals and in collaboration with donors, foundations, research institutions, and public agencies.
Rigid Gender Gaps and Missing SDG Targets and Indicators
The Global Gender Gap Report 2016 draws attention to the widening of gender gap in health and economic sphere. Two indicators are used in this report with respect to gender gap gap in health: gap in healthy life expectancy and sex ratio at birth (after adjusting for the fact that more males are born). Sex ratio at birth (female-over-male) amongst the countries studied has declined from 0.94 to 0.92 (1 being equality) between 2006 and 2015, while gender gap in healthy life expectancy has remained the same. Sex selection has spread to new countries (apart from China, India) like Azerbaijan, Georgia, Albania, Vietnam etc. More than half the world lives with skewed sex ratio at birth, yet it is not a SDG target. Let us hope equitable sex ratio gets added as an indicator of the target of elimination of gender discrimination discrimination.
Yet another realm in which gender gaps have widened is the economic sphere. In particular, gender gap in professional and technical workers has increased from 0.79 to 0.64, in senior officials and managers has increased from 0.37 to 0.27, in labour force participation has increased from 0.37 to 0.41, wage equality for similar work has declined from 0.64 to 0.60. On the other hand gaps in education have reduced
On International Women's Day we need to ask are females till born not valuable? Is women's health (healthy life expectancy) and education valued because they can be good mothers and wives? If they tread into the economic realm the benefits to men and family is less than the benefit if they stay at home as mothers and wives? Or the work place and public space is structured around 'men as norm' with no provision for shorter working hours, creches, leave if children are sick, flexible work spaces, dealing with sexual harassment, public transport etc. A combination of both these set of factors explain growth in countries like India accompanied by decline in labour force participation rate. We need SDG indicators like 'favourable attitudes of men/in laws to their wives/daughter in law working after children arrive' and 'proportion of 30 major companies with rules which are friendly to women staff'
Cross posted https://www.linkedin.com/pulse/rigid-gender-gaps-missing-targets-ra...
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