The brief has been developed under the ‘Enhancing Access to Justice for Women in Asia and the Pacific’ Regional Programme, jointly implemented by UN Women, the Office of the United Nations High Commissioner for Human Rights (OHCHR) and the International Commission of Jurists, with generous support from the Government of Sweden.

This report on Social protection for Women and Girls in Viet Nam in the period 2012-2020 aims to assess the status and results of the implementation of social protection policies for women and girls within the framework of Resolution No. 15 in the period 2012-2020 and to propose policy recommendations to advance the gender mainstreaming in the development of the new Resolution on social protection policies toward 2030.

This Gender Alert concludes that the 24 December 2022 ban: (1) is discriminatory and dictates who humanitarian actors can(not) employ, and who they can reach with assistance; (2) has multilayered implications that go beyond the inability of reaching women and girls with life-saving assistance, including dealing a further blow to the Afghan economy amid the ongoing crisis; and (3) speeds up the erasure of Afghan women and girls from all aspects of Afghan public and private life.

Based on the principles of respect and equality, and lessons learned from evidence-based results on what works in preventing violence from occurring and recurring, the World Health Organization (WHO) and UN Women, in collaboration with ten other UN, bilateral, and multilateral agencies, have developed “RESPECT Women: Preventing violence against women”. This publication provides a comprehensive framework to inform policy makers and implementers about designing, planning, implementing, monitoring, and evaluating interventions and programmes on preventing and responding to violence against women.

This study aims to assess the status and results of the implementation of social protection for women and girls within the framework of Resolution No. 15-NQ/TW on a number of social policy issues for the period 2012-2020 in Viet Nam. The report provides policy recommendations to provide information to complete a new document on Social Policy for the period of 2023 - 2030, with a vision to 2045 and focus on advocating for gender responsive social policies.

The Association of Southeast Asian Nations (ASEAN) has, in recent years, substantively advanced efforts to address emerging protection, gender and inclusion (PGI) issues in disaster management. In line with the vision of One ASEAN One Response, in October 2021 the ASEAN Committee on Disaster Management (ACDM) launched the ASEAN Regional Framework on Protection, Gender, and Inclusion in Disaster Management 2021-2025 (ARF-PGI). This serves as the main PGI strategy to all ACDM working groups for the implementation of the ASEAN Agreement on Disaster Management and Emergency Response (AADMER) Work Programme 2021-2025. The present Guidelines for Operationalising the ARF-PGI serve as a prioritisation and planning toolkit to support regional bodies working in a cross-sectoral manner on PGI issues in disaster management, and national disaster-management actors, in concrete operationalisation of the AADMER Work Programme 2021-2025.

The toolkit provides a grounding in risk control and business continuity, with particular reference to the COVID-19 pandemic response. With its step-by-step guidance, checklist, and various tools, the toolkit becomes a self-learning tool for SME leaders across the world, so that they can better address risks and build their own gender- responsive business continuity management system.

This study addressed this gap in the literature by analysing primary and secondary data from private, formal enterprises in the manufacturing, trade, and service sectors to understand the attributes of firms that influence the demand for women workers.

Skills development is key to economic empowerment of women migrant workers and improvements of their lives in Thailand and after returning to their countries of origin. Especially during the COVID-19 pandemic, skills development become more necessary and should be given to women migrant workers to overcome inequalities in economic and social development which are increasingly exacerbated. Skills development can improve productivity and help women migrant workers diversify their employment opportunities enhancing their possibilities to secure employment during the crisis and as part of recovery.

The UN Women Asia-Pacific WEPs Awards is the first regional awards initiative that recognizes companies who are taking action for gender equality in the region aligned to the Women’s Empowerment Principles (WEPs), with the ultimate objective to make good practices visible and encourage more business to take action by joining the WEPs.

The UN Women Asia-Pacific WEPs Awards is the first regional awards initiative that recognizes companies who are taking action for gender equality in the region aligned to the Women’s Empowerment Principles (WEPs), with the ultimate objective to make good practices visible and encourage more business to take action by joining the WEPs.

The UN Women Asia-Pacific WEPs Awards is the first regional awards initiative that recognizes companies who are taking action for gender equality in the region aligned to the Women’s Empowerment Principles (WEPs), with the ultimate objective to make good practices visible and encourage more business to take action by joining the WEPs.

The UN Women Asia-Pacific WEPs Awards is the first regional awards initiative that recognizes companies who are taking action for gender equality in the region aligned to the Women’s Empowerment Principles (WEPs), with the ultimate objective to make good practices visible and encourage more business to take action by joining the WEPs.

The UN Women Asia-Pacific WEPs Awards is the first regional awards initiative that recognizes companies who are taking action for gender equality in the region aligned to the Women’s Empowerment Principles (WEPs), with the ultimate objective to make good practices visible and encourage more business to take action by joining the WEPs.

The World Economic Forum says that at the current rate of change, it will take 108 years to close the overall gender gap and 202 years to bring parity in the workplace. India has one of the lowest female labour force participation rates in the world and a majority of women work in the informal sector.

Women’s Entrepreneurship for Sustainable Energy programme aims to mitigate the barriers Indian women face as entrepreneurs and consumers of clean energy, by partnering with producers, stakeholders and distributors in energy value chains. Since 2017, UN Women has undertaken various efforts to provide clean energy through this programme. One such process was partnering with S4S Technologies and implementing the Promoting Women’s Entrepreneurship through Solar Drying project.

The finance maps work much like a dating site for women entrepreneurs and finance providers. First, you open the finance map for your country. Second, simply fill out your profile, filter on what you are looking for and the map will list the finance providers that best match your business.

The WE Rise Toolkit for Accelerators consists of three tools that provide actionable steps to unlock the power of gender inclusivity for your organisation and acceleration programme. This will enable entrepreneurs from all genders to benefit equally from the support you have to offer. To implement a more inclusive and innovative acceleration programme that yields business benefits for entrepreneurs and ecosystem partners, it’s advised to applying all of the three tools.

The WE Rise Toolkit for Entrepreneurs consists of four tools that provide actionable steps to unlock the power of gender inclusivity for your business. The WE Rise Toolkit is unique in the fact that it shows how gender equality means good business. You can use our four tools in an iterative manner. Once you’ve completed all four tools you can start over as to further sharpen your gender inclusive business.

[Infographics] Women who migrate for work contribute greatly to stronger societies and economies in both their countries of origin and their countries of destination. For many, the decision to work abroad involves prioritizing their families’ welfare over their own personal comfort and desires. Women generally have fewer options than men for regular migration, and are often employed in lower paid, informal sectors with few, if any, labour protections.