2015-03-14-世界卫生组织-Strategic_approaches_to_reduce_the_gaps_in_gender_parity_in_staffing_2016-2017_116页_6mb

Sustainable Development Goal 5 aims to achieve gender equality and empower all women and girls, with specific targets such as ending discrimination, eliminating violence, ensuring equal participation in decision-making, and promoting women's economic rights. The World Health Organization (WHO) has developed strategic approaches to reduce gender parity gaps in staffing, particularly at senior levels (P-5 and above), aligned with the UN System-Wide Action Plan (UN-SWAP).

Current status shows an inverse relationship between staff level and female representation, with lower rates at senior levels. WHO operates under a framework established in 2015 through a Think Tank on Gender Equity, which conducted consultations and documented key factors facilitating gender parity. Challenges include slow progress and the need for enhanced accountability mechanisms.

Key strategic pillars include:

1. Management Accountability: Extend the Accountability Compact to regional offices and set progressive annual targets with incentives and disincentives.
2. Human Resources: Review recruitment procedures, fast-track qualified women, and implement diversity outreach.
3. Financial Resources: Secure funding for implementation.
4. Favorable Working Environment: Enhance work-life balance policies, such as extended maternity leave, breastfeeding facilities, and childcare support.

Detailed recommendations involve monitoring, surveys, mentoring programs, and infrastructure improvements. Successful implementation hinges on an Implementation Advisory Group (IAG) and periodic evaluation to meet UN-SWAP performance standards by 2017.

Overall, WHO emphasizes integrated, stepwise actions across governance, recruitment, finance, and workplace culture to achieve gender balance and empower women.