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Gender mainstreaming is a strategy for integrating the advancement of equality between women and men into every activity.

Gender mainstreaming.

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The government of Malawi has committed to addressing gender inequality and improving women's wellbeing. The government has implemented multiple strategic development plans to guide policy creation and implementation. The current ongoing strategic plan is the Malawi Growth and Development Strategy (MDGS) III, which is aimed at alleviating poverty and fostering sustainable economic growth. In January 2021 the government of Malawi introduced the Malawi 2063 Vision, a strategic development plan which aims for low-middle income status by 2030.i To meet the goals set out in Malawi 2063, human capital development, private sector development, economic infrastructure, and environmental stability have been highlighted as critical drivers to be addressed. While the MDGS III and the Malawi 2063 Vision both include a focus on gender equality, this is largely done through a human capital and voice and agency lens, with considerably less focus on how closing gender gaps in the productive economic sectors can boost economic growth and poverty reduction. In the MDGS, gender is placed under 'other development areas' and grouped together with issues relating to youth, disability, and social welfare, with outcomes to be monitored including those focused on access to basic services, women's roles in various levels of decision-making, and gender-responsive budgeting. In the Malawi 2063 Vision, gender is principally discussed under the human capital 'enabler' section.

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The focus and approach of South Asia Second Regional Gender Action Plan (SAR RGAP) are based on an analysis of regional trends in key gender outcomes in South Asia, an assessment of SAR RGAP, and an extensive set of consultations, including country-level consultations conducted across the WBG. Implementation of SAR RGAP will take place in the context of the WBG's broader strategy for gender and the latest International Development Association (IDA) commitments. The World Bank Group Gender Strategy prioritizes four domains of gender equality: (a) improving human endowments, (b) more and better jobs for men and women, (c) women's access to productive assets, and (d) improving women's voice and agency and engaging men and boys (WBG 2015). An update of the Gender Strategy is currently under preparation, with completion expected in 2024. SAR RGAP aligns with this broader strategy but is also selective and therefore focuses on the most pressing gender gaps in the region. SAR RGAP also follows the December 2021 IDA replenishment, aligning with all eight of its policy commitments for gender: (i) investing in women's empowerment, (ii) scaling up productive economic inclusion, (iii) expanding childcare, (iv) supporting medium, and high-skilled employment opportunities for women, (v) closing the gap in digital technology, (vi) strengthening women's land rights, (vii) increasing support for prevention of and response to GBV, and (viii) implementing fiscal policy and budget systems to close gender gaps.

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Women's economic empowerment has improved rapidly in the last century. Today, many women are not just fully engaged in the workplace; some lead international organisations, corporations and countries. But gender gaps, still prevalent in the European Union and other regions, are costly and imply foregone opportunities not only for women individually, but also for companies that do not fully leverage female talent, and for economies. After a century of impressive progress, overall economic opportunities for women are still lagging behind those of men. On average, women earn 13% less per hour in the European Union. Women are less often entrepreneurs and those that strive to grow their businesses or decide to lead companies face high barriers. Globally and across the European Union, we still have a way to go to achieve gender equality and empower women and girls, as stipulated by the UN Sustainable Development Goals and the European Pillar of Social Rights. Three surveys - the EIB Investment Survey (EIBIS) 2021, the EIBIS Startup and Scaleup Survey 2019 and the EBRD-EIB-World Bank Group Enterprise Survey - show that supporting female-led businesses makes good economic sense, as these companies generate wider economic, social and environmental benefits. Notably, support for female-led businesses can contribute to raising female labour force participation, thereby helping to reduce poverty risks. At the same time, framework conditions that make it easier for women to have professional careers, or establish and run a business successfully, are key to seeing more female-led businesses emerge and thrive.

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Im Fokus dieses Buches steht das Verhältnis von Organisationen und Gesellschaft im Bereich der Geschlechtergleichstellung in der Schweiz. Die empirische Arbeit beschäftigt sich mit dem Umgang von Unternehmen und Nonprofit-Organisationen mit dem Anliegen der Gleichstellung von Frauen und Männern und beschreibt, welche gesellschaftlichen Diskurse in die Organisationslogiken einbezogen werden. Die Analyse zeigt auf, welche Ziele im Gleichstellungsbereich legitim sind und wie diese in einem ersten Schritt als selbstverständlich dargestellt werden. Die Organisationen unterstützen das Gleichstellungsanliegen grundsätzlich, um auch einer wahrgenommenen gesellschaftlichen Erwartung zu entsprechen. Die Umstrittenheit des Themas kommt dann zum Vorschein, wenn konkreter über die Massnahmen zur Zielerreichung diskutiert wird. Dabei wird die Problemanalyse der bestehenden Geschlechterungleichheiten oft nicht vollzogen. Ein Verständnis für strukturelle Ungleichheiten wäre jedoch für die tatsächliche Gleichstellung vonnöten, um zielführende Massnahmen ergreifen zu können, wie Melanie Nussbaumer in der Studie argumentiert.

Equality --- Gender mainstreaming