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Readout of the White House Task Force to Address Online Harassment and Abuse Launch

Yesterday, the Gender Policy Council and National Security Council launched the White House Task Force to Address Online Harassment and Abuse. The Task Force was established through a Presidential Memorandum signed on Thursday. Following remarks by Vice President Harris, Attorney General Merrick Garland, and U.S. Surgeon General Vivek Murthy, senior Administration officials heard from a panel of survivors and experts, who shared personal stories and recommendations on online harassment and abuse. Survivors and experts highlighted the offline impact of online abuse, ranging from psychological distress and additional negative health impacts, to self-censorship, disruptions to education and economic loss, as well as experiences of other forms of physical and sexual violence. Participants noted that online harassment and abuse disproportionately impacts women, girls – especially women and girls of color – and LGBTQI+ individuals. Participants also provided concrete recommendations to prevent and respond to online harms. Senior Administration officials reaffirmed the Biden-Harris Administration’s commitment to preventing and addressing gender-based violence wherever it occurs, including online. They outlined key actions the Administration is already taking to address online harassment and abuse, and explained that the Task Force will provide a blueprint for action within 180 days with recommendations on additional steps the federal government can take. This blueprint will include a focus on expanding research to better understand the impact and scope of the problem, improving prevention efforts, increasing support for survivors, and strengthening accountability for offenders and technology platforms. Recommendations will also address the nexus between online misogyny, radicalization, and violence. Following yesterday’s launch, the Task Force will hold roundtables to hear from survivors, advocates, legal experts, law enforcement and other stakeholders in the coming weeks and months. The Task Force is co-chaired by the White House’s Gender Policy Council and National Security Council and members include Cabinet officials, senior White House leadership, and the heads of department and agencies with policy and programmatic responsibilities key to preventing and addressing online harassment and abuse. External Participants included:

Sloane Stephens, U.S. Open Tennis Champion, survivor and mental health advocate
Francesca Rossi, survivor and victim advocate/Licensed Clinical Social Worker
Matthew Herrick, survivor and advocate
Mary Anne Franks, Cyber Civil Rights Initiative, Professor, University of Miami Law School
Carrie Goldberg, victim rights attorney
Melissa Diaz, Chief, San Diego County District Attorney’s Office Family Protection Division

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Publications

Closing the Gender Gap: The Gender Parity Taskforces

As gender parity becomes a strategic priority for organizations and governments, demand is increasing for translating insights into multistakeholder dialogue, collaboration and action to accelerate the path to gender equality. In 2012, the World Economic Forum launched the Gender Parity Taskforces to address the need for cooperation between government and business, and between businesses to address gender equality. The pilot taskforces aim to close the economic gender gap by up to 10% in three years in Mexico, Turkey, Japan and the Republic of Korea.This report provides an initial update and an overview of the taskforce model, as a tool for the four pilot countries and a starting point for others who seek to use a practical framework for accelerating progress on closing economic gender gaps.

World Economic Forum reports may be republished in accordance with the Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International Public License , and in accordance with our Terms of Use .

AMWA Initiatives

The American Medical Women’s Association advocates to bring under-addressed issues to the forefront of the national agenda. Join our initiatives now.

Gender Equity Task Force

The American Medical Women’s Association Gender Equity Task Force (AMWA GETF) strives to accomplish gender equity as a fact of life in society, and to engage in activities, action and collaborations pursuant to this goal, beginning with the healthcare industry of which women physicians are one component.

Goals and Objectives

Educate all healthcare professionals on the importance of establishing gender equity in the healthcare system, starting with women physicians.
Emphasize the importance of gender equity as a work force and health care reform issue.
Further the American Medical Women’s Association’s goal of forming a networking alliance among all female physicians and female physician organizations by creating a database of contacts.
Create a library of useful resources that we can share with others on Gender Equity in the medical profession.
Research and identify other organizations with gender equity initiatives.
Create a networking database with other organizations with gender equity initiatives.
Create a speaker’s bureau targeting speakers on gender equity issues.
Create educational materials defining gender equity issues.

Revolution by Resolution: Advancing Gender Equity

Revolution by Resolution is an initiative of the American Medical Women’s Association in collaboration with Dr. Julie Silver, Dr. Michael Sinha, and Dr. Meridith Englander. Following the success of two gender equity resolutions in 2018 (American Medical Association and Massachusetts Medical Society) co-authored by Dr. Silver and Dr. Sinha, this initiative aims to accomplish the same through resolutions in every state medical society.

Linda Brodsky Memorial Grant

The Dr. Linda Brodsky Memorial Fund honors Dr. Brodsky’s memory by endorsing her passions for gender equity, medical student success, clinical research and the advancement of women physicians. Funds will be used to support the Brodsky Memorial Scholarship and related initiatives promoting gender equity in medicine including but not limited to medical student projects, relevant research and quality of care.

AMWA Holds Inaugural Gender Equity EmpowHER Summit May 2022.

Learn About the Gender Equity EmpowHER Summit

The Importance of Allyship: AMWA Action Alliance for Equity

Learn About the Action Alliance for Equity

AMWA co-founded the Gender Equity in Academic Medicine and Science (GEMS) Alliance

PARTNERSHIP INITIATIVES

with Dr. Julie Silver and the Hedwig van Ameringen Executive Leadership in Academic Medicine ®

#NeedHerScience

The equitable inclusion of women editors at every level is long overdue. Addressing journal gender bias starts at the top.

#HerTimeIsNow

The Her Time Is Now Campaign is focused on workforce gender equity for women in medicine.

#GiveHerAReasonToStay

This campaign focused on decreasing the exodus of women from medicine and ensuring that patients receive the best possible care.

#InvestInHer

The Gender Equity Task Force (GETF) of the American Medical Women’s Association (AMWA) holds the position that gender equity must be the standard in every sphere of the medical establishment, as well as American society. All conduct that deviates from this standard, at every level of power and influence, is inherently unethical and unlawful, and cannot be tolerated or excused. Laws give women the right to gender equity, to be free from discrimination on the basis of gender in all areas of their lives. The Universal Declaration of Human Rights (UDHR) gives women, in equality with men, the inalienable right to be free from discrimination on the basis of gender (Article 2). Women pursuing the profession of medicine, in all its forms and at every stage of progress, have these rights throughout their lifespan. Women have the right, as do men, to redress their grievances when their rights as individual human persons are violated. That is de jure. (ref. Laws below) De facto is different. Women who know their right to gender equity, and try to exercise their rights, to correct wrongs done to them and protest violations of their rights, are commonly subject to retaliation. Retaliation ranges from damning with faint praise, untrue and unfair evaluation, diagnoses that discredit, disparagement, exclusion, disadvantage, de facto discrimination, blacklisting, character assassination, firing, loss of livelihood, and loss of profession, through to include, tragically, loss of life. All of the women who suffer such retaliation are directly harmed by this unethical conduct, often indelibly for a lifetime. This is inexcusable and unjustifiable. Retaliatory conduct is repugnant, unethical and unlawful. Therefore, these practices, and the policies that enable them, must stop, and serious negative consequences be created for those who choose to retaliate and do harm. A hostile work environment impedes the optimum development of human potential. AMWA holds the position that there must be zero tolerance of gender stereotyping, gendered harassment, disparities in compensation, disparities in access to career development resources, the creation of a hostile work or learning environment. Ultimately all conduct that deviates from true gender equity harmfully impacts the care given by both women and men physicians. It is the position of AMWA that it is the duty of all persons in the medical establishment of America, in every position and functional capacity, to ensure gender equity is a living reality for all women and men. References: Universal Declaration of Human Rights (UDHR) Civil Rights Act, Title VII Equal Employment Opportunity Act, An Overview of Women in Academic Medicine, AAMC Analysis Vol. 6, Number 7 Policy on Creating a Gender Neutral Workplace Respectfully Submitted: Joyce Braak, MD; Linda Brodsky, MD; Roberta Gebhard; Ryan Smith, MS3; Vanessa Coleman, MS1. September 2010

Upcoming and Past Events

Upcoming events, coming soon, past events (recordings available on the amwa member learning hub).

Dr. Muyibat Adelani, orthopaedic surgeon with a special interest in the work experiences of physicians, including workplace trauma.
Dr. Sandra Klein, Department of Orthopaedic Surgery, Washington University School of Medicine in St. Louis, MO.
So, you have identified the red flags in your workplace…now what should you do? We will discuss how to move forward after identifying an unhealthy work environment. This is a sequel to the May Webinar entitled “Red Flags – How to Identify the First Signs of Trouble at Work.
Muyibat Adelani, MD, Sandy Klein, MD, Pringl Miller, MD, FACS

Partnership with Physician Just Equity Webinars

AMWA has partnered with Physician Just Equity on a series of webinars to address workplace challenges, recognizing red flags, and more.

#MeTooMedicine

The phrase MeToo was first coined by sexual assault survivor and activist Tarana Burke in 2006. It gained traction in 2017 following sexual abuse allegations against Harvey Weinstein in 2017 as a viral hashtag #MeToo as sexual harassment victims came forward to share their stories. Learn more about the MeToo advocacy within medicine in this #MeTooMedicine repository from AMWA.

Advocacy Timeline

September, 30 2022 – AMWA joined the amicus brief to be filed to the Federal Circuit Court of Appeals in Boyer v. Wilkie in support of a federal government employee who was paid less than her male colleagues for substantially similar work

September 7, 2022 – AMWA sends letter to President Biden urging the publication of the Equal Rights Amendment

March 2022 – AMWA Applauds Reauthorization of VAWA This week the Violence Against Women Act (VAWA) 2022 was signed into law and reauthorized through 2027. This bipartisan legislation includes new requirements to increase access to VAWA-funded programs and improve responsiveness to the needs of survivors. The American Medical Women’s Association (AMWA) champions the reauthorization of the VAWA.

March 2022 – AMWA joins letter to Leader Schumer calling on him to bring HJ Res 17 (SJ Res 1), removing the deadline for the ratification of the equal rights amendment, for a vote on the Senate floor without further delay

January 10, 2022 – AMWA joins the ERA Coalition and advocates from 51 organizations in an amicus brief in the U.S. Court of Appeals for the District of Columbia Circuit in the case filed by the Attorneys General of the last three states to ratify the Equal Rights Amendment — Nevada, Illinois, and Virginia — to force U.S. Archivist David S. Ferriero to publish the ERA to the U.S. Constitution

View the AMWA Advocacy Timeline for earlier activity.

Get Involved

Click Here to Join the Task Force and join our monthly meetings. If you are a first-time member, you can join AMWA with the discount code: getf and get 15% off your membership. Click Here to Join the Task Force and join our monthly meetings.

Fixing the Leaky Pipeline

Statistical data regarding the number of women entering medical school over the past decade have indicated that more than 47% of entering medical students are women (AAMC Women in Medicine Benchmark Statistics). Yet the number of practicing women physicians over the past decade has remained below 35% with most recent estimates around 32.6% of active physicians (AAMC 2014 Physician Data Bank Report). When looking more closely at the numbers of women in leadership positions, the percentages are discouragingly low, especially within the top leadership positions.

This phenomenon of the leaky pipeline for women in medicine is not new. Yet with the increasing influx of women in medicine over the past decade, it is concerning that the problem continues to exist; if anything, the gap in seems to be widening.

AMWA is working to close the gender gap on healthcare leadership through gender equity initiatives (research, education, awareness, advocacy), leadership development and training, mentorship, and sponsorship.

Request to View the Google Spreadsheet of Resources

Bibliography of Articles

About the Gender Equity Task Force

In 2010, Dr. Roberta Gebhard founded the Gender Equity Task Force amongst fellow members of the American Medical Women’s Association. She recruited her colleague and friend, Dr. Linda Brodsky to co-chair the committee with her.

During 2010, the Gender Equity Task force wrote its mission statement and position paper, in addition to compiling a list of all women physician organizations, and their contacts, in which women physicians have chosen to organize. Together they created a webinar entitled Achieving Gender Equity for Women Physicians for AMWA’s networking alliance. Following the webinar, the gender equity task force was asked to comment as an authority on gender discrepancies in medicine, specifically with relation to pay discrepancies between male and female physicians upon entry into the physician workforce.

At AMWA’s 2011 Annual Meeting, the gender equity task force presented their goals for 2012 to AMWA’s networking alliance and formulated new goals for their 2012 agenda which included plans for a workforce study group and a longitudinal, relational data base to help answer questions about women in medicine. The GETF was a recipient of the AMA Giambalvo funds for a Planning Grant: Creating the Foundation for Study of Women Physicians in the 21st Century Principle Investigator: Linda Brodsky, MD, Co-Chair, American Medical Women’s Association (AMWA), Gender Equity Task Force (GETF) Co-Investigator: Roberta Gebhard, DO, Co-Chair, AMWA.

Dr. Linda Brodsky passed away unexpectedly in 2014, but her legacy endures through the work of AMWA. In 2015, AMWA established the Linda Brodsky Memorial Fund and Linda Brodsky Memorial Lecture to honor the leadership of Dr. Brodsky. AMWA has continued to maintain WomenMDResources which was founded by Dr. Brodsky to be a resource for women physicians and students.

AMWA GETF – Literature Database

The literature is categorized by the below topics and may appear in multiple categories.

For more information about these articles or to suggest articles to add, please contact us at [email protected] .

Academic Medicine

Westring, A., et al., An Integrated Framework for Gender Equity in Academic Medicine. Acad Med, 2016. 91(8): p. 1041-4. Online Open Access

Wiler, J.L., et al., Continuation of Gender Disparities in Pay Among Academic Emergency Medicine Physicians. Acad Emerg Med, 2019. 26(3): p. 286-292. Online Open Access

Woitowich, N.C., et al., COVID-19 Threatens Progress Toward Gender Equity Within Academic Medicine. Acad Med, 2020. Online Open Access

Partiali, B., et al., Gender disparity in speakers at a major academic emergency medicine conference. Emerg Med J, 2020. Online Open Access

John, J.J., et al., Gender Disparity in Academic Gastroenterology: Beginning of the End of the Underrepresentation of Women? Dig Dis Sci, 2020. Online Open Access

Han, H., et al., Looking into the labyrinth of gender inequality: women physicians in academic medicine. Med Educ, 2018. 52(10): p. 1083-1095. Online Open Access

Bickel, J., Is Gender Equity Possible in Academic Medicine or Are There More Useful Goals on Which to Focus? J Womens Health (Larchmt), 2020. 29(8): p. 1025-1027. Online Open Access

Burden, M., et al., Gender disparities in leadership and scholarly productivity of academic hospitalists. J Hosp Med, 2015. 10(8): p. 481-5. PDF Online Open Access

Caffrey, L., et al., Gender equity programmes in academic medicine: a realist evaluation approach to Athena SWAN processes. BMJ Open, 2016. 6(9): p. e012090. PDF Online Open Access

Isaac, C., B. Lee, and M. Carnes, Interventions that affect gender bias in hiring: a systematic review. Acad Med, 2009. 84(10): p. 1440-6. Free, Full PDF Online Open Access

Lee, D., et al., Gender Disparity in Academic Rank and Productivity Among Public Health Physician Faculty in North America. Cureus, 2020. 12(6): p. e8553. PDF Online Open Access

Mark, S., et al., Innovative mentoring programs to promote gender equity in academic medicine. Acad Med, 2001. 76(1): p. 39-42. Online Open Access

Roper, R.L., Does Gender Bias Still Affect Women in Science? Microbiol Mol Biol Rev, 2019. 83(3). PDF Online Open Access

Westring, A., et al., An Integrated Framework for Gender Equity in Academic Medicine. Acad Med, 2016. 91(8): p. 1041-4. Full Open Access Online

Woitowich, N.C., et al., COVID-19 Threatens Progress Toward Gender Equity Within Academic Medicine. Acad Med, 2020. PDF Online Open Access

Faculty Perceptions of Gender Discrimination and Sexual Harassment in Academic Medicine (Phyllis L. Carr, MD; Arlene S. Ash, PhD; Robert H. Friedman, MD; Laura Szalacha, EDM; Rosalind C. Barnett, PhD; Anita Palepu, MD, MPH; Mark M. Moskowitz, MD) Online Open Access

Education and Training

Brown, M.E.L., et al., ‘Too male, too pale, too stale’: a qualitative exploration of student experiences of gender bias within medical education. BMJ Open, 2020. 10(8): p. e039092. Online Open Access PDF

Gerull, K.M., et al., Assessing gender bias in qualitative evaluations of surgical residents. Am J Surg, 2019. 217(2): p. 306-313. Online Open Access

Filippou, P., et al., The Presence of Gender Bias in Letters of Recommendations Written for Urology Residency Applicants. Urology, 2019. 134: p. 56-61. Online Open Access

Chen, S., G.L. Beck Dallaghan, and A. Shaheen, Implicit Gender Bias in Third-Year Surgery Clerkship MSPE Narratives. J Surg Educ, 2020. Online Open Access

Barnes, K.L., et al., Gender Bias Experiences of Female Surgical Trainees. J Surg Educ, 2019. 76(6): p. e1-e14. Online Open Access

Siegelman, J.N., et al., Gender Bias in Simulation-Based Assessments of Emergency Medicine Residents. J Grad Med Educ, 2018. 10(4): p. 411-415. PDF Online Open Access

Woodward, Z., et al., Gender disparities in gastroenterology fellowship director positions in the United States. Gastrointest Endosc, 2017. 86(4): p. 595-599. Online Open Access

Gender Discrimination

Zener, R., et al., Women in Radiology: Exploring the Gender Disparity. J Am Coll Radiol, 2016. 13(3): p. 344-50.e1. Online Open Access

Zhang, D., et al., Promoting Gender Equity in the #MeToo Era. J Hand Surg Am, 2020. Online Open Access

Thorborg, K., et al., ‘More Walk and Less Talk’: Changing gender bias in sports medicine. Br J Sports Med, 2020. Online Open Access

Mariotto, S., et al., Gender disparity in editorial boards of journals in neurology. Neurology, 2020. 95(11): p. 489-491. Online Open Access

O’Neill, S.B., et al., Gender Disparity in Chest Radiology in North America. Curr Probl Diagn Radiol, 2019. Online Open Access

Parsons Leigh, J., et al., Improving gender equity in critical care medicine: a protocol to establish priorities and strategies for implementation. BMJ Open, 2020. 10(6): p. e037090. Online Open Access

Shah, A., S. Jalal, and F. Khosa, Influences for gender disparity in dermatology in North America. Int J Dermatol, 2018. 57(2): p. 171-176. Online Open Access

Shin, H.Y. and H.A. Lee, The current status of gender equity in medicine in Korea: an online survey about perceived gender discrimination. Hum Resour Health, 2020. 18(1): p. 78. Online Open Access

Sidhu, A., S. Jalal, and F. Khosa, Prevalence of Gender Disparity in Professional Societies of Family Medicine: A Global Perspective. Cureus, 2020. 12(5): p. e7917. Online Open Access

Silver, J.K., Understanding and addressing gender equity for women in neurology. Neurology, 2019. 93(12): p. 538-549. Online Open Access

Kesavarapu, K., et al., What’s holding women back? A review of gender inequality in gastroenterology in the USA. Lancet Gastroenterol Hepatol, 2019. 4(12): p. 898-900. Abstract not available. Online Open Access

Lee, M.J. and C. Kim, Breaking the Gender Gap: A Two-part Observational Study of the Gender Disparity Among Korean Academic Emergency Physicians. J Prev Med Public Health, 2020. 53(5): p. 362-370. Online Open Access

Hui, K., et al., Recognizing and addressing implicit gender bias in medicine. Cmaj, 2020. 192(42): p. E1269-e1270. Article focused on Canada Online Open Access

Duc, N.M., et al., Gender Disparity in Vietnamese Radiological Societies: a Preliminary Observational Study. Acta Inform Med, 2020. 28(1): p. 71-74. Online Open Access

Abbuhl, S., et al., Examining faculty awards for gender equity and evolving values. J Gen Intern Med, 2010. 25(1): p. 57-60. Online Open Access PDF

Acosta, D.A., et al., Achieving Gender Equity Is Our Responsibility: Leadership Matters. Acad Med, 2020. 95(10): p. 1468-1471. Online Open Access

Baqi, S., et al., Perceptions of gender equality, work environment, support and social issues for women doctors at a university hospital in Riyadh, Kingdom of Saudi Arabia. PLoS One, 2017. 12(10): p. e0186896. Online Open Access PDF

Bates, C., et al., Striving for Gender Equity in Academic Medicine Careers: A Call to Action. Acad Med, 2016. 91(8): p. 1050-2. Online Open Access PDF

Holliday, E.B., et al., Achieving gender equity in the radiation oncology physician workforce. Adv Radiat Oncol, 2018. 3(4): p. 478-483. Online Open Access

Hilton, E.J., et al., Two Sides of the Same Coin: Addressing Racial and Gender Disparities Among Physicians and the Impact on the Community They Serve. Anesthesiol Clin, 2020. 38(2): p. 369-377. Online Open Access

Hilton, E.J., et al., The Flaw of Medicine: Addressing Racial and Gender Disparities in Critical Care. Anesthesiol Clin, 2020. 38(2): p. 357-368. Online Open Access

Henderson, L.R., et al., Markers of achievement for assessing and monitoring gender equity in a UK National Institute for Health Research Biomedical Research Centre: A two-factor model. PLoS One, 2020. 15(10): p. e0239589. Online Open Access

Heisler, C.A., et al., Has a critical mass of women resulted in gender equity in gynecologic surgery? Am J Obstet Gynecol, 2020. 223(5): p. 665-673. Online Open Access

Graves, J.S. and A. Brashear, Gender bias in American Academy of Neurology recognition awards? Neurology, 2018. 91(7): p. 291-292. Online Open Access

Chadwick, A.J. and R. Baruah, Gender disparity and implicit gender bias amongst doctors in intensive care medicine: A ‘disease’ we need to recognise and treat. J Intensive Care Soc, 2020. 21(1): p. 12-17. PDF Online Open Access

Choo, E.K. and D.R. Bangsberg, Equity in Starting Salaries: A Tangible Effort to Achieve Gender Equity in Medicine. Acad Med, 2019. 94(1): p. 10. Online Open Access

Davuluri, M., et al., Gender Bias in Medicine: Does It Exist at AUA Plenary Sessions? Urology, 2020. PDF Online Open Access

Mamtani, M., et al., Quantifying gender disparity in physician authorship among commentary articles in three high-impact medical journals: an observational study. BMJ Open, 2020. 10(2): p. e034056. PDF Online Open Access

Narayana, S., et al., Minding the Gap: Organizational Strategies to Promote Gender Equity in Academic Medicine During the COVID-19 Pandemic. J Gen Intern Med, 2020: p. 1-4. PDF Online Open Access

Rabinowitz, L.G., Recognizing Blind Spots – A Remedy for Gender Bias in Medicine? N Engl J Med, 2018. 378(24): p. 2253-2255. PDF Online Open Access

Shannon, G., et al., Gender equality in science, medicine, and global health: where are we at and why does it matter? Lancet, 2019. 393(10171): p. 560-569. PDF Online Open Access

Tricco, A.C., et al., Strategies to Prevent or Reduce Gender Bias in Peer Review of Research Grants: A Rapid Scoping Review. PLoS One, 2017. 12(1): p. e0169718. PDF Online Open Access

Lost Taussigs — The Consequences of Gender Discrimination in Medicine (Lisa S. Rotenstein, M.D., M.B.A., and Anupam B. Jena, M.D., Ph.D.) Online Open Access

Healthcare and Workplace Environment

Agrawal, P., et al., Gender Disparities in Academic Emergency Medicine: Strategies for the Recruitment, Retention, and Promotion of Women. AEM Educ Train, 2020. 4(Suppl 1): p. S67-s74. Online Open Access PDF

Ahmadi, M., et al., Influences for Gender Disparity in Academic Neuroradiology. AJNR Am J Neuroradiol, 2018. 39(1): p. 18-23. Online Open Access PDF

Burgess, S., et al., Gender equity within medical specialties of Australia and New Zealand: cardiology’s outlier status. Intern Med J, 2020. 50(4): p. 412-419. Online Open Access

Deipolyi, A.R., et al., Gender Disparity in Industry Relationships With Academic Interventional Radiology Physicians. AJR Am J Roentgenol, 2020. 215(2): p. 494-501. Online Open Access

Wiler, J.L., et al., Continuation of Gender Disparities in Pay Among Academic Emergency Medicine Physicians. Acad Emerg Med, 2019. 26(3): p. 286-292. PDF Online Open Access

Qamar, S.R., et al., Gender Disparity Among Leaders of Canadian Academic Radiology Departments. AJR Am J Roentgenol, 2020. 214(1): p. 3-9. Online Open Access

Selter, J.H., E.E. Spurlin, and P.C. Brady, Gender inequality in leadership and academic rank in academic reproductive endocrinology programs. J Assist Reprod Genet, 2020. 37(8): p. 1959-1962. Online Open Access

Magliano, D.J., et al., Addressing Gender Equity in Senior Leadership Roles in Translational Science. ACS Pharmacol Transl Sci, 2020. 3(4): p. 773-779. Online Open Access

Abdellatif, W., et al., Leadership Gender Disparity Within Research-Intensive Medical Schools: A Transcontinental Thematic Analysis. J Contin Educ Health Prof, 2019. 39(4): p. 243-250. Online Open Access

Butkus, R., et al., Achieving Gender Equity in Physician Compensation and Career Advancement: A Position Paper of the American College of Physicians. Ann Intern Med, 2018. 168(10): p. 721-723. Online Open Access

Bernardi, K., et al., Perceptions on gender disparity in surgery and surgical leadership: A multicenter mixed methods study. Surgery, 2020. 167(4): p. 743-750. Online Open Access

Carr, P.L., et al., Recruitment, Promotion, and Retention of Women in Academic Medicine: How Institutions Are Addressing Gender Disparities. Womens Health Issues, 2017. 27(3): p. 374-381. Online Open Access

Gharzai, L.A. and R. Jagsi, Ongoing Gender Inequity in Leadership Positions of Academic Oncology Programs: The Broken Pipeline. JAMA Netw Open, 2020. 3(3): p. e200691. Online Open Access

Chen, S.T., et al., Influences for Gender Disparity in Academic Family Medicine in North American Medical Schools. Cureus, 2020. 12(5): p. e8368. PDF Online Open Access

Silver, J.K., et al., Analysis of Gender Equity in Leadership of Physician-Focused Medical Specialty Societies, 2008-2017. JAMA Intern Med, 2019. 179(3): p. 433-435. This cross-sectional study examines gender equity in the presidential leadership of medical specialty societies over a 10-year period. Online Open Access

Carnes, M., et al., The effect of an intervention to break the gender bias habit for faculty at one institution: a cluster randomized, controlled trial. Acad Med, 2015. 90(2): p. 221-30. PDF Online Open Access

Miscellaneous

Lawlor C, Kawai K, Tracy L, Sobin L, Kenna M. Women in Otolaryngology: Experiences of Being Female in the Specialty. Laryngoscope. 2021 Feb;131(2):E380-E387. doi: 10.1002/lary.28917. Epub 2020 Jul 23. PMID: 32702136. Online Open Access

Tricco, A.C., et al., Strategies to Prevent or Reduce Gender Bias in Peer Review of Research Grants: A Rapid Scoping Review. PLoS One, 2017. 12(1): p. e0169718. Online Open Access

Adami, G., et al., Gender disparity in authorship of guidelines and recommendations in rheumatology. Ann Rheum Dis, 2020. 79(8): p. 1122-1123. ***Topic: Lack of women first authors in medical research Online Open Access

Bernardi, K., et al., Gender Disparity in Authorship of Peer-Reviewed Medical Publications. Am J Med Sci, 2020. 360(5): p. 511-516. ***Topic: gender disparity in peer-reviewed literature authorship Online Open Access

All the below are regarding sexual assault:

Sexual Harassment in Medicine- #MeToo (Reshma Jagsi, M.D., D.Phil., 2018) Online Open Access

Sexual Harassment and Discrimination Experiences of Academic Medical Faculty (Jagsi R, Griffith K, Jones R, Perumalswami C, Ubel P, Stewart A., 2016) Online Open Access

Sexual Harassment in Medical Training (Miriam Komaromy, Andrew B. Bindman, Richard J. Haber, and Merle A. Sande, 1993) Online Open Access

Association of Sexual Harassment and Sexual Assault With Midlife Women’s Mental and Physical Health (Rebecca C. Thurston, PhD; Yuefang Chang, PhD; Karen A. Matthews, PhD; et al) Online Open Access

Gender equality in science, medicine, and global health: where are we at and why does it matter? (Lancet, medical journal) Online Open Access

Identifying medicine’s gender equity gaps is just the start, (American Medical Association) Online Open Access

#MeToo in Health Care: A Multidimensional Problem With Widespread Effects and Incomplete Answers (Mayo) Online Open Access

Surgical Practice

Yue, T. and F. Khosa, Academic Gender Disparity in Orthopedic Surgery in Canadian Universities. Cureus, 2020. 12(3): p. e7205. Online Open Access

Smith, B.T., et al., Change Is Happening: An Evaluation of Gender Disparities in Academic Plastic Surgery. Plast Reconstr Surg, 2019. 144(4): p. 1001-1009. Online Open Access

Dossani, R.H., et al., Gender disparities in academic rank achievement in neurosurgery: a critical assessment. J Neurosurg, 2019: p. 1-6. Online Open Access

Barnes, K.L., et al., Gender Bias Experiences of Female Surgical Trainees. J Surg Educ, 2019. 76(6): p. e1-e14. Online Open Access PDF

Bellini, M.I., et al., Changing the norm towards gender equity in surgery: the women in surgery working group of the Association of Surgeons of Great Britain and Ireland’s perspective. J R Soc Med, 2019. 112(8): p. 325-329. Online Open Access PDF

Bernardi, K., et al., Perceptions on gender disparity in surgery and surgical leadership: A multicenter mixed methods study. Surgery, 2020. 167(4): p. 743-750. Online Open Access PDF

Brown, M.A., et al., Despite Growing Number of Women Surgeons, Authorship Gender Disparity in Orthopaedic Literature Persists Over 30 Years. Clin Orthop Relat Res, 2020. 478(7): p. 1542-1552. Online Open Access

Chen, S., G.L. Beck Dallaghan, and A. Shaheen, Implicit Gender Bias in Third-Year Surgery Clerkship MSPE Narratives. J Surg Educ, 2020. PDF Online Open Access

Chen, K., et al., Is There Gender Inequality in Plastic Surgery? Evaluation of Society Leadership and Composition of Editorial Boards. Plast Reconstr Surg, 2020. 145(2): p. 433e-437e. Online Open Access

Davids, J.S., et al., Female Representation and Implicit Gender Bias at the 2017 American Society of Colon and Rectal Surgeons’ Annual Scientific and Tripartite Meeting. Dis Colon Rectum, 2019. 62(3): p. 357-362. PDF Online Open Access

Lyons, N.B., et al., Gender Disparity in Surgery: An Evaluation of Surgical Societies. Surg Infect (Larchmt), 2019. 20(5): p. 406-410. Online Open Access

Marrone, A.F., et al., Does academic authorship reflect gender bias in pediatric surgery? An analysis of the Journal of Pediatric Surgery, 2007-2017. J Pediatr Surg, 2020. 55(10): p. 2071-2074. PDF Online Open Access

Moak, T.N., et al., The Leaky Pipeline of Women in Plastic Surgery: Embracing Diversity to Close the Gender Disparity Gap. Aesthet Surg J, 2020. 40(11): p. 1241-1248. Online Open Access

Phillips, N.A., S.C. Tannan, and L.K. Kalliainen, Understanding and Overcoming Implicit Gender Bias in Plastic Surgery. Plast Reconstr Surg, 2016. 138(5): p. 1111-1116. Online Open Access

Ray, G.S., et al., Gender Disparities in Financial Relationships Between Industry and Orthopaedic Surgeons. J Bone Joint Surg Am, 2020. 102(4): p. e12. Online Open Access

Work Life Integration

Tomer, G., et al., Perceptions of gender equality in work-life balance, salary, promotion, and harassment: results of the NASPGHAN task force survey. J Pediatr Gastroenterol Nutr, 2015. 60(4): p. 481-5. Online Open Access

Eyigör, H., et al., Women in otolaryngology in Turkey: Insight of gender equality, career development and work-life balance. Am J Otolaryngol, 2020. 41(1): p. 102305. Online Open Access

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Making the Invisible Visible: An evidence-based analysis of gender in the regional response to the war in Ukraine

A new report published by the Regional Gender Task Force (RGTF) , the leading advocacy and information and coordination platform on gender in humanitarian action in Europe and Central Asia, provides an in-depth analysis of existing evidence to increase understanding of gender and other social aspects and trends across the region.

The report, entitled Making the Invisible Visible: An evidence-based analysis of gender in the regional response to the war in Ukraine, focuses on four areas of concern:

Participation and leadership of women-led organisations, women’s rights organisations, women and marginalised groups
Prevention, mitigation, and response to gender-based violence
Access to and availability and enjoyment of sexual and reproductive health and rights
Intersectionality of gender and diversity factors affecting the multiple and intersecting challenges faced by women, girls, boys, and men.

Targeting policymakers, donors and actors working directly on the ground, the regional analysis focuses on secondary analyses from Ukraine and neighbouring countries, including Hungary, Moldova, Poland, Romania, and Slovakia, from 13 April to 31 August 2022.

View online/download

Executive Summary - English Full report - English , Romanian , Ukrainian

Bibliographic information

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Iasc reference group on gender and humanitarian action.

Since December 2006, the IASC Reference Group on Gender and Humanitarian Action (Gender Reference Group/GRG) has supported the integration of gender equality and women’s empowerment in the humanitarian action system coordinated by the IASC.

The GRG is a network of gender experts across IASC entities and partner organizations and networks that play a critical role in advancing the integration of gender equality and the empowerment of women and girls in all their diversities as well as promoting system-wide accountability for gender equality in humanitarian action.

The goal of the GRG is to ensure that the needs of women, girls, boys and men in all their diversities, informed by gender and inclusion analysis, are systematically addressed in humanitarian action. In addition, the GRG, linked to technical coordination mechanisms at country and regional levels to strengthen accountability by humanitarian leaders at all levels, guides the translation of IASC Gender Policy into practice.

Currently, the GRG is co-chaired by UN Women and CARE International, and its membership is composed of the following:

UN members: Education Cannot Wait, Gender Standby Capacity Project (GenCap), International Organization for Migration (IOM), United Nations Office for the Coordination of Humanitarian Affairs (OCHA), UN Women, United Nations Population Fund (UNFPA), United Nations High Commissioner for Refugees (UNHCR), United Nations International Children's Emergency Fund (UNICEF), World Food Programme (WFP) and World Health Organization (WHO).
Non-UN members: ActionAid, Action Against Hunger, CARE International, Concern Worldwide, Development Initiatives, Global Network of Women Peacebuilders, IMPACT Initiatives, International Committee of the Red Cross, International Medical Corps, International Rescue Committee, Islamic Relief Worldwide, Feminist Humanitarian Network, Norwegian Refugee Council, Save the Children, Plan International, Oxfam, World Vision International, Women's Refugee Commission, VOICE Amplified and Standby Partnership.

For further information please contact the GRG Secretariat: [email protected]

The Gender in Humanitarian Action Handbook , developed by UN Women on behalf of the IASC – and available in English, Arabic, French and Spanish – remains the go-to resource for GiHA integrated coordinated humanitarian action. To date:

Over 6,000 copies of the handbook have been distributed to 82 different agencies in 46 different countries.
The online version of the handbook – www.gihahandbook.org – has been accessed by over 20,000 users since its launch in 2018.
Comprehensive face-to-face, ToT and online training modules have been developed to support uptake of the handbook.
Face-to-face training and ToT have been conducted in 15 countries to more than 300 individuals in over 50 different agencies.
The E-Learning platform, developed and hosted by UN Women’s SD Learning Centre Gender Equality in Humanitarian Action E-Learning , has been accessed by 250 individuals.

Cover of the IASC Gender Handbook for Humanitarian Action

The Inter-Agency Standing Committee (IASC) Policy on Gender Equality and the Empowerment of Women and Girls (GEEWG) in Humanitarian Action was endorsed on 29 December 2017 by the IASC Working Group. The policy sets out the principles, standards, and actions that IASC Bodies, Members and Standing Invitees should abide by at global and field level to integrate gender equality and the empowerment of women and girls into all aspects of the IASC's work, including preparedness, response and recovery efforts.

The Accountability Framework , endorsed on 29 December 2017 by the IASC Working Group, accompanies the IASC Policy on Gender Equality and the Empowerment of Women and Girls (GEEWG) in Humanitarian Action, as it is designed to assist the IASC hold itself accountable for its implementation. It focuses on the collective actions of the IASC vis-à-vis GEEWG. It defines the monitoring of the collective performance of the IASC on standards defined in the Policy, as well as the performance of IASC bodies with regards to fulfilling their roles and responsibilities listed in the Policy. It further establishes reporting facilities and ways of information-sharing in order to foster closer coordination and cooperation among IASC bodies and Members and Standing Invitees. The 2021 Gender Accountability Framework Report marks the fourth monitoring cycle of the IASC’s above-mentioned 2017 Gender Equality and the Empowerment of Women and Girls in Humanitarian Action policy. It provides a snapshot of the IASC’s output in the calendar year 2020 and allows for cross comparison with the baseline established with the 2018 report and the subsequent 2019 report and 2020 report .

The GRG is currently undertaking the five-year review of the policy and accountability framework.

The Inter-Agency Humanitarian Evaluation (IAHE) on Gender Equality and the Empowerment of Women and Girls (GEEWG) Report assesses the progress on the operationalization of the IASC GEEWG agenda since 2017. The IAHE also captures best practices and provides recommendations to further mainstream GEEWG into humanitarian action.

Cover of the Inter-Agency Humanitarian Evaluation on Gender Equality and the Empowerment of Women and Girls

This training provides introductory guidance – through information and practical examples – on the fundamentals of applying a gender-equality approach across all stages of the humanitarian programming cycle.

Based on the content of the IASC’s 2017 Gender Handbook for Humanitarian Action, it is intended for all humanitarian staff from UN, NGOs, government and civil society looking for an introduction on how to integrate gender equality, and the empowerment of women and girls in the assessment, planning, implementation and monitoring of humanitarian programming.

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Moldova: Gender Task Force

All Documents (76)
Accountability and Inclusion (1)
Assessments (6)
Contact Lists (1)
Guidance (2)
Meeting Minutes and Presentations (35)
Reports (8)
Reports and Assessments (13)
Situation Reports (1)
Situation Reports / Updates (10)
Strategy Documents (2)
Terms of Reference (TOR) (2)
Training Materials (1)
Updates (1)

Ukraine Situation: Moldova - Operations Update (March 2024)

Download Count: 72

Ukraine Situation - Moldova : MSNA Gender, Age and Disability Analysis 2023

Download Count: 79

Ukraine situation: Moldova: Gender Task Force - Urgent Funding Needs and Challenges of Local Organizations Working on Gender Equality (March...

Download Count: 113

Ukraine situation: Moldova: Gender Task Force - Meeting Minutes (23 February 2024)

Download Count: 94

Ukraine situation: Moldova: Gender Task Force - 2023 Annual Report (March 2024)

Download Count: 109

Ukraine situation: Moldova: Gender Task Force - Consultation with WLOs and Refugee Women for RRP 2024

Download Count: 374

Ukraine situation: Moldova: Gender Task Force - The Disinformation Handbook (October 2023)

Download Count: 884

Ukraine situation: Moldova: Gender Task Force - Gendered Disinformation PPT (October 2023)

Download Count: 305

Ukraine Situation - Moldova : Gender brief: Livelihoods and access to work of refugees from Ukraine in neighboring host countries (UKR)

Download Count: 681

Ukraine Situation - Moldova : Gender brief: Livelihoods and access to work of refugees from Ukraine in neighboring host countries (RO)

Download Count: 589

Ukraine Situation - Moldova : Gender brief: Livelihoods and access to work of refugees from Ukraine in neighboring host countries (ENG)

Download Count: 511

Ukraine situation: Moldova: Contact List for Gender Task Force

Download Count: 1,259

Ukraine Situation - Moldova: Gender Mainstreaming Checklists to Inform Refugee Response in Moldova

Download Count: 535

Ukraine situation - Moldova: Guideline - The Gender For Humanitarian Action

Download Count: 542

Ukraine situation: Moldova: Gender Task Force - Meeting Minutes (19 December 2023)

Download Count: 137

Ukraine situation: Moldova: Gender Task Force - Meeting Minutes (27 October 2023)

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Ukraine situation: Moldova: Gender Task Force - Meeting Minutes (July 2023)

Download Count: 239

Ukraine situation: Moldova: Gender Task Force Meeting Minutes (25 Aug 2023)

Download Count: 275

Ukraine situation: Moldova: Gender Task Force - Year in Review (2022)

Download Count: 207

Ukraine situation: Moldova: Gender and Diversity Considerations in the 2023/2024 Winter Response

Download Count: 309

Ukraine situation: Moldova: Gender Equality in Humanitarian Action. Workshop Report (14-15 February 2023)

Download Count: 358

Ukraine situation: Moldova: Gender Equality in Humanitarian Action. Workshop Report (12-13 July 2023)

Download Count: 290

Ukraine Situation: Moldova - Operations Update (December 2023)

Download Count: 250

Ukraine situation: Moldova: Gender Task Force - Gender Accountability Framework Report (January 2024)

Download Count: 524

Ukraine situation: Moldova: Gender Task Force - Gender Equality in Humanitarian Action. Workshop Report (15-16 November 2023)

Download Count: 469

Ukraine situation: Moldova: Gender Task Force - Gender Equality in Humanitarian Action. Workshop Report (13-14 November 2023)

Download Count: 334

Ukraine situation: Moldova: Gender Task Force - WLO Consultations (RO) (September 2023)

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Ukraine situation: Moldova: Gender Task Force - Factsheet on Funding Needs (January 2024)

Download Count: 104

Ukraine situation: Moldova: Gender Task Force - 2024 Workplan (January 2024)

Download Count: 91

Ukraine situation: Moldova: Gender Task Force - 2024 IASC Reference Group on Gender and Humanitarian Action (January 2024)

Download Count: 133

Ukraine situation: Moldova: Gender Task Force - 2024 Terms of Reference (January 2024)

Download Count: 108

Ukraine Situation - Moldova :Terms of Reference Gender Task Force (GTF)

Download Count: 561

Ukraine situation: Moldova: Gender Task Force List of Trainings

Download Count: 611

Ukraine situation: Moldova: Gender Task Force - Reflections and Outlook (23 February 2024)

Download Count: 121

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Independent task force on workplace gender discrimination and harassment at unicef, introducing members of the independent task force on workplace gender discrimination and harassment.

UNICEF is pleased to introduce the members of its recently launched Independent Task Force on Workplace Gender Discrimination and Harassment. The Task Force brings together external leaders from a range of backgrounds, including from the development, business and non-profit sectors, as well as experts in gender equality and human rights advocacy. All of them share a commitment to, and experience in, shaping positive, inclusive, non-discriminatory and gender-equitable work environments. Following a review of current practices, the Task Force will provide recommendations to effectively and systematically prevent and address gender-related discrimination, harassment and abuse of power in the UNICEF workplace.

Members of the Task Force will work for approximately six months to examine UNICEF’s organizational processes, systems, policies, procedures, reporting structures and redress measures. They will be given full scope to obtain data, staff perspectives and all relevant information for shaping their recommendations. They will also be free to consult with outside experts and resources and draw from the experience of others.

A Secretariat led by UNICEF Deputy Executive Director Fatoumata Ndiaye will support the work of the Task Force. The Secretariat will also serve as liaison and facilitator for the Task Force’s interactions with UNICEF stakeholders, including an Internal Reference Group composed of UNICEF staff members representing various job functions, offices and backgrounds. This group will serve as both a resource and a sounding board for Task Force members.

When the Task Force completes its review, it will present recommendations to UNICEF’s staff and Executive Board, and will develop and swiftly implement a follow-up Action Plan.

Meet the Task Force

The members of the Task Force have a wealth and wide variety of experience. Collectively, they have been champions of gender equity, diversity and organizational change. They all have established reputations in their sectors and were selected on that basis.

The Co-Chairs

Purnima Mane has served as the President and CEO of Pathfinder International , as an Assistant Secretary-General of the United Nations and as Deputy Executive Director for Programmes at the United Nations Population Fund. She has an ongoing appointment as Visiting Professorial Fellow at the University of New South Wales, Australia. Mane has also served as Director of Policy, Evidence and Partnership at UNAIDS, as Vice President at the Population Council and in senior roles at the World Health Organization. She holds a doctorate from Tata Institute of Social Sciences in Mumbai, India, and has had an illustrious career addressing public health and gender-related issues.

Debrework Zewdie is a distinguished scholar at the City University of New York’s School of Public Health and Health Policy. She was formerly the Director of the  World Bank  Global AIDS Program, and Deputy Executive Director and COO of the  Global Fund to Fight AIDS, Tuberculosis and Malaria. Zewdie is an Ethiopian national who has led strategy, implemented policy and managed development programmes at the country, regional and global levels.  As an advocate for women’s health, she was a founding Vice President of the Society for Women and AIDS in Africa.

The Members

Mabel Abraham is an Assistant Professor of Management at Columbia Business School, where she examines gender inequality, entrepreneurship and social networks, and assesses how organizational and social processes contribute to gender differences in business outcomes. Her academic work includes comparing the relative benefits received by male and female entrepreneurs through the strategic social networks they use to generate new clients. Prior to focusing on this research, Abraham spent five years working for Fidelity Investments in Boston and New York City.

Chernor Bah is a former refugee who founded a children’s parliament in Sierra Leone and is now a global advocate for education and girls’ rights. Bah is the co-founder and Executive Director of Purposeful Productions, which supports movements to empower girls and positively transform communities in Africa. He also co-founded A World at School, a global education campaign, and has been a leader of the girls’ rights and education campaign inspired by Malala Yousafzai. At Girl Effect, an organization that highlights girls’ potential to help end poverty, Bah co-led a project to boost their voices and visibility in Ethiopia. At the Population Council, he led an initiative for adolescent girls affected by the Ebola outbreak. At the United Nations, the Secretary-General has appointed him to two high-level committees – on global education and on youth, peace and security.

Stefano Bertozzi was formerly the Dean and is currently Dean Emeritus and Professor at the School of Public Health, Berkeley. Previously, he directed the HIV and tuberculosis programmes at the Bill & Melinda Gates Foundation, and worked at the Mexican National Institute of Public Health as Director of its Center for Evaluation Research and Surveys. He was also the Director of the World Health Organization’s Global Programme on AIDS and has held positions with UNAIDS, the World Bank and the Government of the Democratic Republic of the Congo.

Amel Karboul , a social entrepreneur, author and politician, is currently CEO of the Education Outcomes Fund for Africa and the Middle East, and Commissioner of the International Commission on Financing Global Education Opportunity. She has held leadership roles at Mercedes-Benz and DaimlerChrysler, was a senior strategic advisor at the Boston Consulting Group and served as Secretary-General of the Maghreb Economic Forum. Karboul was also Minister of Tourism in Tunisia’s transition government from January 2014 to February 2015, following successful negotiations by the country’s National Dialogue Quartet, which won the Nobel Peace Prize. At the time, Jeune Afrique magazine named Karboul one of Africa’s 10 most influential young politicians. Her 2015 book, Coffin Corner , outlines a new leadership culture suited to the complexity and dynamics of the 21st century.

Marcelo Modica is the Chief People Officer at the global consulting firm Mercer, where he is responsible for developing the company’s talent strategy through all aspects of human resources management. Modica joined Mercer from JP Morgan Chase, where he was the General Manager driving a culturally relevant strategy for Hispanic customers. He had previously served as the Managing Director and Head of Human Resources for Consumer and Business Banking at Chase. Before joining Chase, Modica was the Chief Human Resources Officer at Discover Financial Services, where he developed talent strategy, managed his unit’s 2007 spin-off from Morgan Stanley and was a member of Discover’s Management and Operational Risk Committees. He has also worked for Prudential Securities and Lehman Brothers.

John Mullen has extensive experience in international transportation and logistics. With more than two decades in senior positions at some of the world’s largest transport companies, Mullen has lived and worked in 12 countries. He is currently Chairman of Telstra, Executive Chairman of the Toll Group and a director of Brookfield Infrastructure, a publicly traded company, and recently retired as CEO of Asciano, Australia’s largest rail and ports operator. Mullen was previously the global CEO of DHL Express – a US$20 billion company employing over 140,000 people – and spent 10 years with the TNT Group, including a stint as CEO of TNT Express Worldwide, based in the Netherlands. He has served as the Chairman of the National Foreign Trade Council in Washington, DC, a member of the Advisory Council of the Australian Graduate School of Management and Chairman of the Australian National Maritime Museum Foundation.

Aimee Sentmat de Grimaldo is CEO of Banistmo, Panama’s second-largest bank, and a member of the Board of Directors at Sumarse, a non-governmental organization that supports social responsibility programmes to advance sustainable development across Panama. As the only woman leading a major Panamanian bank, she works to build gender equality and women’s access to financial solutions. Under her leadership, Banistmo was the first bank in Panama to join the Global Banking Alliance for Women, and its cooperation with other gender-focused initiatives and organizations is ongoing.

Madjiguene Sock is Dalberg Advisors’ Global Operations Partner based in Dakar, Senegal. She has supported development projects and organizational transformation initiatives in various sectors, including agriculture, health, information and communication technologies, and economic development. Prior to joining Dalberg, Sock worked for Deloitte Touche Tohmatsu in Washington DC, where she managed a project promoting economic empowerment in South Africa’s agricultural sector and served on one of the world’s largest corruption investigations, involving Indonesia.

UNICEF’s position on sexual exploitation and abuse and sexual harassment

Gender Working Group

The impact and experience of emergency situations is profoundly different for girls, women, boys and men. They face different threats and risks, and have different response and coping mechanisms for dealing with the effects of crisis. In such contexts, educational needs change and different barriers for boys and girls often emerge, with girls usually experiencing greater disadvantage. Understanding these dynamics and reflecting them in education policy and programming is critical to ensuring access to safe and quality education for all.

The INEE Gender Working Group (formerly the Gender Task Team) is a member-led community of practice for actors engaged in Gender and EiE to work collaboratively to raise awareness and visibility, promote understanding, and advance action on gender-responsive EiE. The Working Group focuses on the production of practical resources, strengthened knowledge-sharing, evidence and advocacy, specifically:

Practice: Produce, disseminate and promote the use of practical gender resources for EiE practitioners and policy-makers

Collaboration: Promote collaborative action and knowledge-sharing across key actors working on gender, education and emergencies.

Evidence Building: Identify gaps and priorities for research on Gender and EiE to influence and promote the coordination of research initiatives across key EiE actors.

Advocacy: Advocate for greater attention and support for gender-responsive EiE amongst donors and humanitarian agencies.

Meet the GWG ! The GWG is open to anyone who is interested in gender and education issues in contexts of crisis and fragility. If you are interested in participating in this Task Team, please send an introductory email to the GWG email address ( [email protected] ) indicating your interest. If you are interested in this work but are not yet a member of INEE, please join us - www.inee.org/user/register .

GEG Webinar Series

The GWG Webinar Series provides opportunities for INEE members to come together to share technical recommendations and practical guidance on Gender and EiE. The following webinars have taken place:

Gender-Responsive Return to School “post” COVID-19: Perspectives from the Field (December, 2021)
An Introduction to New INEE Training Materials for Gender (October, 2021)
Gender & Education during COVID-19 (May, 2020)

Ongoing Initiatives

Research partnerships: In order to strengthen the evidence base for gender-responsive EiE, the GWG is establishing research partnerships with universities, academics, and organizations in crisis-affected contexts. The goal of these partnerships is to promote uptake of research questions identified in the Bridging the Gap brief , to highlight new and ongoing research on gender and EiE, and to amplify the work of gender and EiE researchers in crisis-affected contexts. If you would like to partner with the GWG on this initiative, please reach out to [email protected] .
Virtual gender trainings: Building on the virtual INEE Minimum Standards trainings, INEE is rolling out facilitated virtual thematic trainings on Gender and PSS-SEL. The Gender training will cover key concepts and strategies in gender-responsive EiE and use the INEE Guidance Note on Gender to analyse and improve a case study.
Gender newsletter: The GWG supports the curating of relevant resources, events, and opportunities for the monthly INEE Gender newsletter. To stay abreast of INEE’s gender & EiE work please update your email preferences by logging into INEE.org with your credentials. If you would like to submit resources, events, or opportunities for inclusion in the INEE Gender Newsletter, please send them to [email protected] .

Key Resources

Bridging the Gap: Strengthening the Evidence Base for Gender-Responsive Education in Emergencies : This advocacy brief highlights key gaps in the evidence base on gender and EiE, provides strategic guidance and thematic content for new research initiatives, and promotes collaborative action to strengthen the evidence base on gender-responsive EiE.
Gender Training Manual : This training manual orients education practitioners to the INEE Guidance Note on Gender. It outlines 4-8 hours of facilitated training activities and materials on key gender concepts and strategies for gender-responsive education in emergencies.
INEE Guidance Note on Gender : In 2018-2019, the Gender Task Team led the revision process revision process for the 2010 INEE Pocket Guide to Gender . The updated INEE Guidance Note on Gender captures the latest advances in the field, including updated resources and emerging promising practice, and is aligned with new tools and processes.
E-learning course: Introduction to the Guidance Note on Gender : This self-guided online course helps introduce education practitioners to the INEE Guidance Note on Gender. This course is intended for contexts where an in-person or remote orientation is not feasible; or where an individual has an interest in familiarizing with the INEE Guidance Note on Gender in an interactive way, and can be used as an introductory, pre-orientation activity for a more in-depth training.
EiE-GenKit : The Gender Task Team developed the EiE-GenKit - a core resource package for gender in education in emergencies - in collaboration with ECW and UNGEI. The EiE-GenKit is the first resource of its kind, providing education practitioners with practical tools to promote gender-responsive programming from crisis to peace and sustainable development.
Gender Collection : An expert vetted collection of key resources in Gender and EiE.
Ellen Chigwanda, CARE USA
Jill Drzewiecki, Jesuit Refugee Service

Contact the GWG at [email protected] .

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Health Education

Search form, gender diversity task force.

PURPOSE STATEMENT

The Gender Diversity Task Force aims to increase awareness about available resources at Cal Poly Humboldt and within the larger community. We also aim to create a more inclusive and safe campus environment for trans, nonbinary, and gender-diverse students, staff, and faculty. Furthermore, we aim to celebrate queer joy while prioritizing peoples’ lived experiences

You are invited to request a training from the Gender Diversity Taskforce for your department, group or organization. Please submit the following form to request a training . The minimum amount of time for a presentation is 50 minutes, and the maximum is typically 90 minutes. You are free to request a presentation within these times. There are a limited number of training spots for Fall 2023, please respond promptly. Presenters include students, staff and faculty.

Staff and Faculty trainings

Training Objectives to create a more inclusive university:

Recognizing systems of privilege, including cisgender privilege

Centering and learning from the voices of those who are adversely impacted by privileging systems

Understanding relevant policies and practices supporting transgender and gender non-binary inclusion

Reducing harm in classrooms and other campus spaces and increase accountability practices

Identifying best practices for supporting transgender, gender non-conforming, and gender non-binary studentsRecognizing systems of privilege, including cisgender privilege

Identifying best practices for supporting transgender, gender non-conforming, and gender non-binary students

WHO IS INVOLVED

The Gender Diversity Task Force is comprised of people from many different backgrounds and fields throughout Humboldt County and beyond. This includes staff, faculty, and students from Cal Poly Humboldt alongside community members outside of the school.

WHAT WE DO & HAVE ACCOMPLISHED

All Gender Bathroom Map

Staff, Department, and Student Trainings

Advocacy for gender diverse students, staff, and faculty across Cal Poly Humboldt

Policy change and reform

Put on events designed with gender diverse people in mind

IMPORTANCE OF OUR WORK

Prevent harm to trans and non-binary students

Provide a sense of community and belonging

Celebrate queer joy

Promote gender-diverse inclusion on campus

INTERESTED IN JOINING?

Email [email protected]

Gender Affirming Care Education & Resources

Health Education Health Education Office Room 123, Recreation and Wellness Building Phone: 707.826.5228

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Male Engagement Task Force

Co-chairs and contributors.

Jhpiego and MOMENTUM Country and Global Leadership

Myra Betron (she), myra.betron@jhpiego.org – Co-Chair

Johns Hopkins Center for Communication Programs and Breakthrough ACTION

Dominick Shattuck (he), dshattu1@jhu.edu – Co-Chair
Danette Wilkins (she/they), danette.wilkins@jhu.edu
Kendra Davis (she), kendra.davis@jhu.edu

Population Council

Julie Pulerwitz (she), jpulerwitz@popcouncil.org – Co-Chair
Ann Gottert (she), Population Council, agottert@popcouncil.org

The Center on Gender Equity and Health at the University of California San Diego (UCSD) and Agency for All

Peter Waiswa (he), pwaiswa@musph.ac.ug – Co-Chair
Courtney McLarnon (she), cmclarnon@health.ucsd.edu

E-Group: MaleEngagement@googlegroups.com

To subscribe or adjust your email delivery settings, please visit: https://groups.google.com/forum/#!forum/MaleEngagement

Please make sure that you are signed into a Google account to access the group.

Description

Established in 1997, the Interagency Gender Working Group (IGWG) is a network comprising non-governmental organizations, the United States Agency for International Development (USAID) cooperating agencies, and USAID’s Bureau for Global Health. The IGWG promotes gender equity within population, health, and nutrition programs with the goal of improving reproductive health and HIV/AIDS outcomes and fostering sustainable development.

The Interagency Gender Working Group’s Male Engagement Task Force (METF) is an information, advocacy, and knowledge exchange network on what it means to engage men and boys in health promotion and gender equality. The METF aims to explore why we should engage men and boys, what are the benefits, how to do it, what works and doesn’t work, and what modalities of health services can better reach and include men and boys. The diverse health areas addressed include family planning (access, delivery, uptake, utilization, FP methods), sexual and reproductive health and rights (SRHR), maternal newborn child and adolescent health (MNCAH), breastfeeding, gender-based violence (GBV), HIV/AIDS (prevention, testing, treatment, care, adherence), malaria, and tuberculosis. The METF will consider relevant efforts to understand and address these health areas across social and behavior change (including shifting social and gender norms), service delivery, research, and policy.

Provide a platform for sharing good practices and lessons learned from work to promote engagement of men and boys in health promotion and gender equality, including adoption of more equitable social and gender norms, roles, and identities that support healthy behaviors.
Mobilize and strengthen linkages among people and organizations working on male engagement to close gaps in health disparities, increase uptake of services, and reduce inequalities that are rooted in gender-inequitable norms, roles, and identities (e.g., harmful masculinities).
Increase knowledge of evidenced-based approaches and strategies for working with men and boys as users, clients, partners, and advocates in health promotion and gender equity, as well as in new or emerging areas, including with people and organizations not routinely reached.

I ndicators of Success

Increased fluency and ability of METF members, USAID headquarters and mission staff, CDC staff, and other implementing partners, around best, leading, promising, and emerging practices for effective engagement of men and boys in health and gender equity.
Increased partnerships, collaboration, and consensus on effective ways to engage men and boys in health and gender equity.
Increased number of implementing partners conducting male engagement work.

Standing Activities

Host at least two networking meetings per year to showcase developments in the field. Events will be organized around specific themes (e.g., FP, HIV/AIDS, MNCAH) and strive to feature presenters who can showcase different approaches and strategies for addressing each theme (e.g., advocacy, theory/evidence, implementation).
Produce at least one product per year that summarizes key learnings collated through METF on engaging men and boys in health and gender equity.
Manage the Male Engagement Google Group and regularly share content on engaging men and boys across health and development areas.

Related Resources

View a curated list of key resources related to 1) Men, Masculinities, and Health, 2) HIV/AIDS, 3) Maternal, Newborn, and Child Health, and 4) Family Planning and Reproductive Health, here .

Related Events

Men’s Engagement in Parenting and Caregiving: Assuming New Roles and Responsibilities for Stronger Families and Communities (September 2023)
DO’s and DON’Ts for Engaging Men and Boys in Health: A Learning and Exchange Session on How to Apply Relevant Tools and Frameworks (May 2023)
Positive Youth Development in Health Programming: How Does Engaging Boys and Young Men Fit In? A Technical Marketplace (September 2022)
Rethinking Men’s and Boys’ Healthcare Access and Use (March 2022)
2021 State of the Art in Engaging Men and Boys in Health and Development: A Technical Marketplace (September 2021)
Men and Boys’ Mental Health: Emerging Evidence and Innovative Approaches (June 2021)

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Gender Taskforce

Membership 2023/24.

Sam Grierson (Co/Chair) Associate Professor, Warwick Foundation Studies

Jane Coleman (Co/Chair) Director of Delivery and Operations, Health Innovation

Lorraine Martin (Secretary), Social Inclusion

Farzana Meru, Associate Professor – Reader, Physics

Sarah Bennett, Deputy Programme Manager, WBS

Dr Freeha Azmat, Associate Professor, WMG

Professor Johannes Boltze, Professor, Life Sciences

Dr Shaheen Charlwood, Senior Teaching Fellow, WMG

Jo Davies, Academic Support Manager, WBS

Dr Deborah Dean, Associate Professor, WBS

Lisa Hayes, HR Officer, Economics

Marie Kettell, Assurance, Risk and Property Team, Estates Office

Catherine McStay, Head of Compliance and Assurance

Dr Naomi Pullin, Associate Professor, History

Dr Thomas Ritchie, Assistant Professor , Chemistry

Dr Sharifah Sekalala, Professor, Law

Athena Swan representation:

Professor Kate Seers, WMS (Institutional Athena SAT Lead), & Professor Jo Collingwood, Engineering (Deputy Athena SAT Lead)

RTF representation:

Sam Parr, Rainbow TF Representative

Social Inclusion representation:

Andy Johnson, Social Inclusion - Gender

Student representation:

Emma Birch, Union Representative (full-time Officer)

Student resolution representation:

Helen Knee, Director of Student Discipline and Resolution

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Terms of Reference

The Gender Taskforce will champion and oversee the advancement, implementation and further development of gender equality at institutional level in line with the Gender Statement of Intent catalysed by the Women in Academia Workshops. The work of the Taskforce will not be limited to binary classifications.

The Gender Taskforce will be responsible for:

1. Developing a gender strategy and to take a multi-faceted approach to implementation, being mindful of existing initiatives in the University, including Athena Swan.

2. Research role within the GTF to look at activities in the Athena work and more broadly Gender Equality at Warwick.

3. Monitoring and reviewing gender data to identify areas of concern where action may be required to enhance gender equality and the working environment.

4. Consideration of issues of strategic and operational relevance, plan how best to address issues of concern and how best to optimise and disseminate current good practice.

5. Support the achievement of the University’s equality objectives, by raising awareness of gender equality and acting as a body of expertise on gender issues.

6. Regular reports to the Social Inclusion Committee, the Senior Executive Committee and other strategic University Committees on the work of the Gender Taskforce.

7. Gender Taskforce to produce public facing summary report following termly Social Inclusion Committee Meetings.

8. Chair ship to be held for three years, with the ability to renew once.

9. To engage with other taskforces which will enable to improve understanding around intersectional procedures.

Reporting Structure

The Gender Taskforce reports to the Social Inclusion Committee .

Secretariat

Secretary: Lorraine Martin ( [email protected] )

If you have any items that you would like to be raised at a Gender Taskforce meeting, or are working on an initiative that might support the goals of the Taskforce, please complete this short form to contact the Gender Taskforce . By completing this form you can remain anonymous or provide your contact details if you wish to discuss this further with the Co/Chairs Jane Coleman & Sam Grierson

If you would like more information about the Gender Task Force and can't find what you need here please contact the Secretary, Lorraine Martin, on [email protected] .

The Gender Taskforce meets twice a term.

Legal Momentum

State and federal court task forces on gender bias in the courts.

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“The Task Force has concluded that gender bias against women litigants, attorneys and court employees is a pervasive problem with grave consequences. Women are often denied equal justice, equal treatment and equal opportunity.” (link)

-Report of the New York Task Force on Women in the Courts

NJEP’s judicial education programs inspired a series of task forces established by state chief justices and federal circuit councils to examine gender bias in their own court systems. The task forces documented discriminatory court decision, policies, and practices, and recommended reforms to eradicate these barriers to equal justice. Over the decade from 1982-1992, NJEP provided technical assistance to more than 40 state task forces in all phases of their work as investigating bodies, implementation committees and standing committees of the courts.
At its 1988 annual meeting, the Conference of Chief Justices adopted a resolution urging every Chief Justice to establish a task force “Devoted to the study of gender bias in the courts.” In 1999, the National Conference on Public Trust and Confidence in the Justice System, attended by teams from every state that included the chief justice, state court administrator and state bar president, voted to make implementing the recommendations of the task forces on gender, race, and ethnic bias in the courts a priority.
The findings of the forty-one task force reports are summed up in the quotation from the Report of the New York Task Force on Women in the Courts: “The Task Force has concluded that gender bias against women litigants, attorneys and court employees is a pervasive problem with grave consequences. Women are often denied equal justice, equal treatment and equal opportunity.” (link)
The reports of these task forces have been cited in more than one hundred state and federal judicial opinions in cases ranging from divorce to rape to murder. These include cases reversing judicial decisions because of overt gender bias and sanctioning attorneys for gender-biased conduct.
Operating a Task Force on Gender Bias in the Court: A Manual for Action (1986)
Planning for Evaluation: Guidelines for Task Forces on Gender Bias in the Courts (1989)
Learning from the New Jersey Task Force on Women in the Courts: Evaluation, Recommendations and Implications for Other States (1991)
Implementation Resources Directory (1988)
Gender Fairness in the Courts: Action in the New Millennium (2001)

Updated federal workplace guidelines protect employee gender identity

In first change to the guidance in 25 years, federal agency says repeatedly misgendering employees or denying them access to a bathroom consistent with their gender identity amounts to workplace harassment

Employers who repeatedly misgender their employees or deny them access to a bathroom consistent with their gender identity are committing workplace harassment under federal anti-discrimination laws, according to a new guidance released Monday by the Equal Employment Opportunity Commission.

The changes released Monday mark the first update to the guidelines in 25 years by the federal agency. They are based on legal standards protecting employees from harassment under a protected characteristic: race, religion, color, national origin, disability, age, genetic information and sex. That last category includes pregnancy, sexual orientation and gender identity.

The document reflects legal developments in recent years, including the 2020 Supreme Court ruling Bostock v. Clayton County , Ga., which found that Title VII of the 1964 Civil Rights Act — which prohibits discrimination “because of sex” — protects gay and transgender workers.

Per the new guidelines, an employer who repeatedly and intentionally misgenders an individual by using the “name or pronoun inconsistent with the individual’s known gender identity” or by denying an employee access “to a bathroom or other sex-segregated facility consistent with the individual’s gender identity” is committing unlawful workplace harassment. This, the guidance states, is considered sex-based discrimination under Title VII, which the EEOC says “includes harassment based on sexual orientation or gender identity, including how that identity is expressed.”

The guidance document released Monday consolidates and replaces five of the agency’s previous guidance documents issued between 1987 and 1999, which established guidelines on workplace harassment law. The document is the finalized version of a draft released at the end of last year by the EEOC that received “robust” public input, per the agency.

While the document is not legally binding, it serves as a standard for how the EEOC interprets and enforces anti-bias laws. The federal agency was created under the Civil Rights Act and is tasked with enforcing civil rights laws against workplace discrimination, investigating accusations and filing civil discrimination lawsuits on behalf of employees.

“The guidelines themselves don’t have the force of statute,” said Christopher Ho, the director of the National Origin and Immigrants’ Rights Program at Legal Aid at Work. “Unlike a law that Congress drafts and puts into writing, these don’t have the same effect — they are not legally binding. But that said, numerous courts, including the Supreme Court, have said: Because these guidelines are based on the expertise and careful reasoning of the agency that’s charged with enforcing anti-discrimination laws, they’re to be given deference by the courts.”

The guidelines, Ho noted, are “very carefully considered — they’re not out of thin air.” While the EEOC does not make policy, their guidance reflects “existing authority” applied to “the modern-day situation.”

“I think [an employer] would be very wise, taking the guidelines very seriously,” said Ho, who served on a 2016 EEOC task force on harassment.

The guidance also addresses unlawful harassment in situations involving older workers, immigrants and survivors of gender-based violence, as well as situations of harassment in virtual work environments — a result of the remote work era ushered in by the pandemic.

Charlotte A. Burrows, EEOC chair, said in a statement that the guidance “is a comprehensive resource that brings together best practices for preventing and remedying harassment and clarifies recent developments in the law.”

“As we commemorate this year’s 60th anniversary of the Civil Rights Act of 1964, the guidance will help raise awareness about the serious problem of harassment in employment and the law’s protections for those who experience it,” Burrows said.

Some Republicans were unhappy with the guidance. Rep. Virginia Foxx (R-N.C.), who chairs the House Education and Workforce Committee, said in a statement that the EEOC “has detached itself from reality.”

“Today’s final guidance is nothing more than a homage to leftist activists who want Americans to conform to their warped political ideology,” Foxx said. “From the mandated use of pronouns to a denial of biological facts, the EEOC seems more interested in appeasing the mob than undertaking commonsense policymaking to protect workers.”

The agency said in a statement that the guidance was approved by a majority vote of the five-member commission and “reflects the EEOC’s commitment to protecting persons who are particularly vulnerable and persons from underserved communities from employment discrimination.”

EEOC Commissioner Andrea Lucas released a statement expressing her disagreement with the new guidance, saying it “effectively eliminates single-sex workplace facilities and impinges on women’s (and indeed, all employees’) rights to freedom of speech and belief.”

Subhashini Bollini, the co-chair of the National Employment Lawyers Association EEOC working group, said the EEOC’s guidance is on par with the precedent set by recent legal cases. Specifically in the case of the guidance including instances of harassment in the form of misgendering or barring a transgender employee from using a bathroom that matches their gender identity, Bollini said the EEOC is applying the precedent set by Bostock.

“What the guidelines provide is, in plain language, really what these categories of harassment mean in real life,” she said.

The guidance document includes several hypothetical scenarios in which an employer’s actions would amount to workplace harassment. In one scenario, a supervisor who mocks her pregnant employee by, among other things, tracking her use of the bathroom, calling her a “heifer” and berating her work as “shoddy” and “slow” is considered to be partaking in workplace harassment. In another scenario, a supervisor who repeatedly questions a transgender employee about her gender identity and expression and also refers to her using “he/him” pronouns is also considered to be harassing their employee.

Bollini said that, while the guidelines that deal with gender identity may draw more scrutiny than others, “transgender people are employees too, they’re in our workplaces and everybody — transgender people, people of different sexual orientations, people of different races and people of different sexes, are all trying to earn a living.”

“These laws enable people to support themselves, support their families and contribute to society,” Bollini added. “So to deny that … is really saying that certain classes of people should not have those fundamental rights.”

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Gender Related Task Force

on this page.

About this new Gender Related Task Force
Decision makers on the task force

Selection process

Training for members, about the gender related task force.

The Immigration and Refugee Board of Canada (IRB) has established a Gender Related Task Force (GRTF) to further enhance the quality of decision-making at the Refugee Protection Division (RPD). The creation of the GRTF is in keeping with the IRB’s proud history of being a global leader in developing guidelines on how best to conduct hearings for refugee claimants raising gender-related issues.

Decision makers on the taskforce

The GRTF is made up of 24 highly qualified and experienced decision-makers. It is a dedicated team with specialized training to hear and decide gender-related refugee claims. It will ensure the respectful, trauma-informed, and consistent adjudication of gender-related claims. It will also identify, implement and refine best practices for adjudicating gender-related claims and share those best practices for adjudication broadly across the RPD.

Refugee claims will be assigned to the GRTF based on refugee claim-type only; streaming will not result in priority or expedited processing. Claims assigned to the GRTF will be determined based on evidence, the specific merits of the claim, and in accordance with the law.

The GRTF is the third of three RPD commitments outlined in the IRB’s most recent Departmental Plan .

The first commitment was to complete additional mandatory training for all refugee adjudicators on gender-related claims in early 2020. The training included concepts such as addressing myths and stereotypes about survivors, the effects of trauma on memory, and unconscious bias and cultural competency.
The second commitment was to review and update Chairperson Guidelines related to gender. A comprehensive consultation of Chairperson Guideline 4: Women Refugee Claimants Fearing Gender-Related Persecution is underway.
The third commitment has been fulfilled by the creation of the GRTF.

The members of the GRTF were selected from a highly qualified applicants from across Canada, The GRTF members have an impressive range of professional skills and backgrounds including:

graduate studies and/or university professorships in gender-related fields
work countering domestic violence amongst indigenous communities in rural parts of Mexico
work at a women’s legal aid centre in Tanzania
advocacy at The Hague advancing gender-related issues related to DRC prosecutions
criminal prosecutions focused on empowering witness testimony during the prosecution of crimes against female victims of violence
the development of best practices while interacting with victims during the prosecution of conflict-related sexual violence in the Democratic Republic of Congo and the Central African Republic.

The training for GRTF members lasts four weeks and is delivered by leading experts on refugee and immigration law on topics such as:

trauma-informed practice
trauma-informed decision making
questioning from a cross-cultural and trauma-informed perspective
cultural humility
assessing credibility
weighing of evidence

This training allows GRTF members to bring enhanced expertise and awareness to deciding gender-related claims.

The RPD is consulting with stakeholders and subject matter experts on the scope and work of the GRTF. Ongoing consultations on the review of Chairperson Guidelines 4 – Women Refugee Claimants Fearing Gender-Related Persecution will also influence the work of the GRTF and vice versa. The Board’s Policy, Engagement and Parliamentary Affairs Directorate is working closely with the GRTF to ensure alignment between these two initiatives.

GRTF members will start hearing refugee claims in late October 2020.

This form is to be used only to report technical issues or errors encountered on our website. As submissions are anonymous , the IRB will not respond.

Thank you for your help!

You will not receive a reply. For enquiries, contact us .

Gender Data Portal

The World Bank's Gender Data Portal makes the latest gender statistics accessible through compelling narratives and data visualizations to improve the understanding of gender data and facilitate analyses that inform policy choices.

Explore the Data

Download the Full Dataset

Economies and Regions

Data Availability

Data exploration tool.

To dive deeper into a particular indicator, use the data exploration tool to explore, download, and share data and visualizations for 1000+ indicators in five views – map, line, bar, scatterplot, data table. Below is a preview of the tool using an example indicator. Use the search bar to explore a different indicator.

Explore our featured data stories, resources, economies, and topics. This section is updated on a rotating basis to highlight the most relevant information for users related to international days and current events.

Adolescent Fertility

Learn how adolescent fertility is affecting rates of girls' education and employment.

Female Labor Force Participation

Explore how women's participation in the labor force varies by region and income group.

The Gender Data Portal is more than just a database of sex-disaggregated data and gender statistics. Browse data tips and free training and courses on the Help page. Explore data availability, toolkits, and resources using the links to the right.

Filling Gender Data Gaps

Learn about which indicators and economies have the least data coverage and the World Bank’s efforts to fill data gaps in gender data measurement and collection.

More Gender Data Resources

Access guidelines to collecting sex-disaggregated data, lists of gender data portals and national statistical offices with gender sites, gender-related datasets, and visualizations among other resources.

Welcome to new World Bank Gender Data Portal!

We have recently upgraded this site. We invite you to participate in our user survey. Your feedback will help us make further improvements.

Recommendations

Public comments and nominations, about the uspstf.

Screening for Breast Cancer

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Prevention taskforce tools.

IMAGES

CEIPES joined the First International Online Meeting on the Gender Task
International Women’s Day 2023: supporting gender-equality in lifelong
The Gender Equity Task Force Report
Brooklyn Dems’ Gender Task Force Adds Trans, Non-Binary Members
Gender Equality Task Force (GE TF)
EARLALL, EfVET and EAEA kicked off the activities of the Gender

VIDEO

Part 2 of the Gender and Society Performance Task 2024
Part 3 of GENDER and SOCIETY Performance Task 2024
Gender, Caste and Women's Studies on University Campuses Today : An Interview with Mary E. John
Nada Al-Nashif speaks on women's rights, COVID19 and the 2030 Agenda
Part 4 of The GENDER and SOCIETY Performance Task 2024

COMMENTS

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Closing the Gender Gap: The Gender Parity Taskforces
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New report provides gender analysis of the regional humanitarian
The Regional Gender Task Force (RGTF) was established in March 2022 within the framework of the Regional Refugee Response Plan created to promote and implement a comprehensive response to support efforts by neighbouring countries to protect and assist refugees coming from Ukraine.
Gender-Based Violence Task Force
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Report of the APA Task Force on Gender Identity and Gender Variance
This trend underscores the need for psychologists to acquire greater knowledge and competence in addressing transgender issues. In February 2005, the Council of Representatives of the American Psychological Association (APA) authorized the appointment of a Task Force on Gender Identity and Gender Variance. The task force was charged with the ...
Making the Invisible Visible: An evidence-based analysis of gender in
A new report published by the Regional Gender Task Force (RGTF), the leading advocacy and information and coordination platform on gender in humanitarian action in Europe and Central Asia, provides an in-depth analysis of existing evidence to increase understanding of gender and other social aspects and trends across the region.. The report, entitled Making the Invisible Visible: An evidence ...
PDF Report of the APA Task Force on Gender Identity and Gender Variance
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IASC Reference Group on Gender and Humanitarian Action
The Gender in Humanitarian Action Handbook, developed by UN Women on behalf of the IASC - and available in English, Arabic, French and Spanish - remains the go-to resource for GiHA integrated coordinated humanitarian action.To date: Over 6,000 copies of the handbook have been distributed to 82 different agencies in 46 different countries. The online version of the handbook - www ...
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UNICEF is pleased to introduce the members of its recently launched Independent Task Force on Workplace Gender Discrimination and Harassment. The Task Force brings together external leaders from a range of backgrounds, including from the development, business and non-profit sectors, as well as experts in gender equality and human rights advocacy.
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Resources
Task Force Amici Curiae Brief in SCOTUS "Masterpiece Cakeshop" Case. In the brief, the National LGBTQ Task Force examines the intersection of race-based discrimination and anti-LGBTQ discrimination, showing that religion should never be an acceptable reason to refuse services to anyone. September 20, 2017.
Male Engagement Task Force
The Interagency Gender Working Group's Male Engagement Task Force (METF) is an information, advocacy, and knowledge exchange network on what it means to engage men and boys in health promotion and gender equality. The METF aims to explore why we should engage men and boys, what are the benefits, how to do it, what works and doesn't work ...
Gender Taskforce
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State and Federal Court Task Forces on Gender Bias in The Courts
The findings of the forty-one task force reports are summed up in the quotation from the Report of the New York Task Force on Women in the Courts: "The Task Force has concluded that gender bias against women litigants, attorneys and court employees is a pervasive problem with grave consequences. Women are often denied equal justice, equal ...
National LGBTQ Task Force
The National LGBTQ Task Force is dedicated to achieving freedom and justice for lesbian, gay, bisexual, transgender, queer people, and their families through proactive, targeted, change-inducing initiatives. Queering Democracy. Our democracy must work for all people in this country, valuing us as our authentic selves.
Updated federal workplace guidelines protect employee gender identity
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Gender Related Task Force
About the Gender Related Task Force. The Immigration and Refugee Board of Canada (IRB) has established a Gender Related Task Force (GRTF) to further enhance the quality of decision-making at the Refugee Protection Division (RPD). The creation of the GRTF is in keeping with the IRB's proud history of being a global leader in developing ...
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Home
The Gender Data Portal is the World Bank Group's comprehensive source for the latest sex-disaggregated data and gender statistics across a variety of topics. Open Data; ... Explore how women's participation in the labor force varies by region and income group. Learn more.
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Prevention TaskForce tools. The Prevention TaskForce (formerly ePSS) is an application designed to help primary care clinicians identify clinical preventive services that are appropriate for their patients. Use the tool to search and browse U.S. Preventive Services Task Force (USPSTF) recommendations on the web or your smartphone or tablet device.