Genre et commerce

This document presents a report on gender equality in public administration. This report was prepared as part of the first phase of a new United Nations Development Programme (UNDP) global initiative on Gender Equality in Public Administration (GEPA). The report builds on findings from thirteen case studies also prepared as part of this initiative, and on consultations, interviews, literature and desk reviews. Substantive comments and inputs were received from UNDP colleagues in regional bureaus, country offices and regional service centres. In addition, the publication benefited from the valuable insights, advice and support provided by representatives of national and subnational governments, academia, members of nongovernmental

This document presents the project brief of the gender equality in public administration report. This report was prepared as part of the first phase of a new United Nations Development Programme (UNDP) global initiative on Gender Equality in Public Administration (GEPA). The report builds on findings from thirteen case studies also prepared as part of this initiative, and on consultations, interviews, literature and desk reviews. Substantive comments and inputs were received from UNDP colleagues in regional bureaus, country offices and regional service centres. In addition, the publication benefited from the valuable insights, advice and support provided by representatives of national and subnational governments, academia, members of nongovernmental organizations and women’s networks and caucuses who have been contacted in relation to the GEPA case studies and report.

This document presents a Report on Implementation of Iraq National Action Plan for UNSCR 1325. This report aims at providing an overview of the level of implementation of the NAP on the UNSCR 1325 in a changing and challenging security environment during the NAP period 2014-2018. It strives to capture main achievements, identify challenges and gaps and provide recommendations for the development of the second NAP. It endeavors to highlight the process of development and implementation, and lessons learned, as the strength and broad ownership of the process has had a tangible effect on the content of the NAP. Analyzing the achievements, as well as the challenges and the gaps in the implementation, helps the CSTF in addressing them during the development of the second NAP.

The National Action Plan (NAP) 2017-2019 goal is to implement the National Strategy for Women in Lebanon, to identify the goals and directions that the governmental, civil, and academic bodies involved in women’s issues aspire for in the coming three years. This plan comes after, a first National Action Plan for the years 2013-2016 following the th2021, on the 12-r Women in Lebanon 2011cabinet’s initial approval of the National Strategy foof June, 2012. During the 2013-2016 period, and with the support of the United Nations Population Fund (UNFPA), and in cooperation with its different partners of the governmental and civil sectors, the National Commission for Lebanese Women (NCLW) monitored the work and activities implemented in Lebanon with the purpose to achieve these objectives. The new action plan is the product of collective efforts put by all the partners involved in women’s rights, with the support of the UNFPA. For the coming three years, this plan that was endorsed by NGOSs, INGOs, syndicates, academic bodies, will constitute an implementation tool facilitating the translation of citizens’ aspirations for equality into actions.

Since the early 1990s, countries in the Middle East and North Africa (MENA) Region have made admirable progress in reducing the gap between girls and boys in areas such as access to education and health care. Indeed, almost all young girls in the Region attend school, and more women than men are enrolled in university. Over the past two decades, maternal mortality declined 60 percent, the largest decrease in the world. Women in MENA are more educated than ever before. It is not only in the protest squares that have seen women whose aspirations are changing rapidly but increasingly unmet. The worldwide average for the participation of women in the workforce is approximately 50 percent. In MENA, their participation is half that at 25 percent. Facing popular pressure to be more open and inclusive, some governments in the region are considering and implementing electoral and constitutional reforms to deepen democracy. These reforms present an opportunity to enhance economic, social, and political inclusion for all, including women, who make up half the population. However, the outlook remains uncertain. Finally, there are limited private sector and entrepreneurial prospects not only for jobs but also for those women who aspire to create and run a business. These constraints present multiple challenges for reform. Each country in MENA will, of course, confront these constraints in different contexts. However, inherent in many of these challenges are rich opportunities as reforms unleash new economic actors. For the private sector, the challenge is to create more jobs for young women and men. The World Bank has been pursuing an exciting pilot program in Jordan to assist young women graduates in preparing to face the work environment.