In some EU regions women are able to flourish, while in others they languish behind.

This paper presents two regional indices: the Female Achievement Index and the Female Disadvantage Index. They reveal in which regions women are achieving more and in which women are at a disadvantage compared to men. The two indices are based on 33 indicators grouped into seven domains. The paper shows that, on average, women in more developed regions are able to achieve more and are at less of a disadvantage, while most women in less developed regions face big challenges.

The European Bank for Reconstruction and Development (EBRD), International Finance Corporation (IFC) and UK financial development institution CDC Group launched a practical guidance to support primarly the private sector in efforts to address gender-based violence and harassment. This publication responds to the need raised by companies and investors for practical tools and guidance on emerging best practices to prevent and respond to the risk of violence and harassment.

This study investigates the topic of gender equality in Central and Eastern Europe (CEE), both in companies and more broadly within society.

In this study, however, McKinsey’s analysis focuses on the women’s empowerment and the economic activity of the approximately 67 million women in seven countries in CEE: Croatia, the Czech Republic, Hungary, Poland, Romania, Slovakia and Ukraine.

In this report, IBM examined leadership ranks across 10 industries and 9 geographic regions. What they found should set off alarm bells. Advancing women is not a top priority for the majority of global organizations. Employees feel “gender equity” fatigue over ineffective programmatic efforts to address the problem. And there is a clear need for new models of empathetic leadership.
When IBM embarked on this study, it began with the assumption that businesses were making the advancement of women a strategic priority. To find out, IBM surveyed 2,300 executives and professionals in organizations across 10 industries and 9 geographic regions around the world, and conducted a series of one-on-one in-depth interviews.
To better understand the experiences of women in the workforce, the IBM Institute for Business Value (IBV) interviewed nearly 7,000 people in August 2020 and January 2021, including equal numbers of men and women in the sample. No respondents self-identified as non-binary.
While diversity and inclusion may be inextricably linked, they are not one and the same. Therefore, this report emphasizes the board’s role in governing inclusion. This by no means diminishes the importance of diversity and the need to continue to drive progress. On the contrary, boards should engage in conversations with management about improving diversity, and this in itself is an inclusive practice.
Increasing the number of female supply chain professionals is not only a proven growth strategy, it offers a competitive advantage. Here’s how supply chain leaders can help bridge the skills shortage with more women, expand hiring and retention, and ultimately help to unleash women’s still untapped potential—and why they should.
The present study was intended to go beyond awareness building for equal opportunities; it is a documented bid for creating and maintaing balanced corporate culture and fair, comprehensive and diverse leadership. The current study is an initiative that we hope will support businesses to make progress on the employment and retention of women in the workplace, and their promotion on the professional ladder.
Accenture is breaking new ground by measuring people’s perceptions and experiences of their workplaces. This extensive research and analysis has allowed us to identify the factors that can foster a culture of equality. As a result, this report help leaders define and implement strategies that can make a tangible difference.
This Flexible Work Policy Template aims to assist signatories of the Women’s Empowerment Principles to establish a clear and balanced system for employees working from home and working remotely.
This gender-based violence and harassment Policy Template aims to assist WEPs signatories in recognizing and assessing the risks of workplace-based violence and harassment on the basis of gender. It also aims to help signatories establish clear guidelines for employees to report incidents of violence and harassment.
This domestic violence Policy and Procedure Template aims to assist WEPs signatories in recognizing and assessing the risks of workplace-related domestic violence, and spot signs of domestic violence. It also aims to help signatories establish clear guidelines for supporting employees who are victims and survivors of domestic violence.
With 54.5 out of 100 points, Romania ranks 25th in the EU on the Gender Equality Index. Its score is 12.9 points lower than the EU’s score. The scores are based on the gaps between women and men and levels of achievement in six core domains: work, money, knowledge, time, power and health. Two additional domains are integrated into the Index but do not have an impact on the final score. The domain of intersecting inequalities highlights how gender inequalities manifest in combination with age, dis/ability, country of birth, education and family type. The domain of violence against women measures and analyses women’s experiences of violence. In addition to providing a snapshot into the Index scores, the Gender Equality Index 2019 includes a thematic focus on work-life balance.
This Strategy forms part of the EBRD’s response to such inequalities and inequities. It mandates the Bank to promote behaviours, through its operations, which contribute to building equitable and sustainable economies. It promotes a vision for a future in which women and men in the Bank’s Countries of Operation, regardless of socio-economic status, have the same rights and opportunities to access finance and assets, lead businesses, participate in decision-making processes affecting their lives and have equal and safe access to public services.