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.
Promoting Gender Equality and Social Inclusion in the Workforce by Private Sector
Dear Members,
We, the World University Service of Canada (WUSC) in Sri Lanka working with skills training and employment in identified job demanded private sectors in Sri Lanka such as Hospitality & Tourism, Automotive, Construction and Information Communication & Technology (ICT). I would like to hear from members if you share your experiences and best practices on how private sector can promote women into their labour force participation in the areas of recruitment, retention and promoting into middle and upper managerial position. What are some best ways in doing this. Highly appreciate your ideas and feedback.
Many thanks
Replies to This Discussion
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Permalink Reply by Maria Lizzy Montano Eguez on
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Dear colleague,
Recently I made a quick search (mainly focused in Latin America) on how private sector can develop gender equity policies, and these are some of my findings.
There are some good practices on businesses that support women´s development and productivity. Regarding to leadership there are some good results when the CEO or main executives have a visible leadership on: creating a specific program to support woman´s training, or making periodic public statements regarding woman´s work development.
Leadership is also related with offering successful women as role models. It is helpful here to offer a prize for women in businesses or entrepreneurships. By doing this women get attention from the media and get visible for the public eye. It is also important to create communication strategies that show strong, confident women as CEO or decision-takers that defy stereotypes for working women.
In Bolivia there was an initiative lead by a technical institute to promote access of young women to non-traditional careers, such as mechanical automotive, domiciliary gas connection, and electrical technology.
In Peru there is a public-private initiative that created a seal that recognizes the efforts of private sector on making safe work-environment for women, free of violence and discrimination. Some companies already awarded with this seal we have a pharmaceutical, a technical institute, food service among others. They have approved internal policies to prevent violence against women, sexual harassment, to train staff on masculinities and gender equity, to support shelters for women and children escaping domestic violence, etc.
Youtube and Google developed a campaign to promote the access and permanence of women in tech industry. They made a documentary (Codegirl) on the role of girls and women on technology industry, and the importance of being part of it to avoid a bigger gap for them in the future.
Women´s networking is a key to generate solidarity among women, so it is important to promote and strength these kind of contacts and support.
Hope this info will help you.
Lizzy Montano
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Permalink Reply by Puvaneswary Ponniah on
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Permalink Reply by Susanne Lucie BAUER on
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Dear colleagues,
my most recent experience with private sector stakeholders refers to an ILO initiative in Myanmar, working with the Coca Cola company at local urban level to train small retailers, by majority women, in a mix of SIYB (ILO self-teaching) booklets) and the "Star.5by20.com" online tools in use in several countries. It is all about simple bookkeeping, cashflow and keeping stock without wasting too much hard currency on obsolete consumables that hardly any client wants. It is being taught by mainly local trainers during work hours at local premises without great expense - test it out in Your field and technical subject, it does work, at least it can.
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Dear Susanne,
Thanks for this great idea. I agree with the importance of financial management skills for any women in the business field, Definitely we'll try this.
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Permalink Reply by Sarita Ranchod on
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Here is the link to an evaluation I undertook of gender mainstreaming in 15 companies across the African continent.
I hope you will find it useful.
https://www.academia.edu/6575909/A_Journey_Towards_Change_-_An_Asse...
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Dear Sarita,
Thank you so much. This is very relevant to what we are looking for, the comparison of best practices is very useful. Thanks for sharing.
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My pleasure. There was another evaluation I did that would be relevant to your work but I can't seem to find a copy. It was looking at a land reform programme and women's social and economic empowerment. The business activity was citrus farming and there had been a process of reforming ownership to include workers on the farm. The workers' empowerment, in particular women workers' empowerment was required to shift from worker to owner/shareholder in a community that would not have access to the kinds of skills required to operate a commercial export-focused enterprise. It was important in South Africa because our extremely skewed land ownership realities that have not changed much since the formal end of Apartheid. Black people had their land stolen, and hundreds of years later, there has been some effort to shift this historical reality by empowering farm workers to develop all of the skills needed to operate an agricultural, fair trade enterprise. If I do find it I will share it.
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Thanks Sarita. This is also useful.
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