Generative AI Impact on Workforce - Generative AI applications are currently automating administrative jobs largely held by women [1] - Disproportionate impact on women could create further gender inequities [2] - Current AI models are trained on internet data, which is heavily male-dominated [3][4] - Lack of representation of women in training datasets, especially in areas like caregiving and unpaid labor, leads to biased models [4] Addressing Gender Bias in AI - Upper Level is creating a gender dataset to represent women's experiences and challenges [5] - Blending gender data sets could lead to gender equality across broader training sets [6] - Training large language models to be more inclusive can counteract bias [6] Women's Adoption of Generative AI - A significant gap exists in the adoption of generative AI between men and women, potentially around 20 percentage points [8] - Women's lower activity on tech platforms due to misogyny and lack of trust impedes adoption of generative AI [9] - The adoption gap between men and women is widening [10]

GUIDANCE NOTE Version: 04 March 2025 MEN FOR GENDER EQUALITY IN THE WORKPLACE A Safe, Respectful and Inclusive Organizational Culture Men for Gender Equality in the Workplace Copyright © UNDP 2024. All rights reserved. One United Nations Plaza, NEW YORK, NY10017, USA The views expressed in this publication are those of the author(s) and do not necessarily represent those of the United Nations, including UNDP, or the UN Member States. UNDP is the leading United Nations organisation fighting to end the injust ...

Investment Rating - The report does not explicitly provide an investment rating for the industry discussed Core Insights - Ethiopia has increased paid maternity leave from 90 to 120 days and introduced three days of paid paternity leave in 2019, reflecting a significant reform in parental leave policies [1][16][24] - The report emphasizes the importance of job-protected leave for both parents, which is critical for health, economic, and social development outcomes [1][5] - Ethiopia's experience serves as a potential model for other countries aiming to enhance their parental leave policies [5][24] Summary by Sections Maternity and Paternity Leave Policies - In 2019, Ethiopia's Labor Proclamation No. 1156/2019 established 120 days of maternity leave and three days of paternity leave for private sector workers [16][24] - The average global maternity leave is only 14 weeks, with Sub-Saharan Africa having a lower percentage of countries with such policies [5][12] Socioeconomic Context - Ethiopia's rapid economic growth, with an average annual growth rate of 9.5% over the past 15 years, has influenced labor reform demands [18][19] - The political transition in Ethiopia created a conducive environment for comprehensive legal reform, including labor laws [23][24] Stakeholder Engagement - The reform process involved tripartite negotiations among the Confederation of Ethiopian Trade Unions, Ethiopian Employers' Federation, and the government, highlighting the role of social dialogue [25][26] - Trade unions played a crucial role in advocating for extended maternity leave and the introduction of paternity leave, emphasizing equal treatment for all workers [35][36] Implementation Challenges - The report identifies challenges in disseminating the new Labor Proclamation and ensuring compliance among employers [44][46] - There is a lack of data on the uptake of maternity and paternity leave, which complicates the assessment of the reform's effectiveness [46][48] Lessons Learned - Key lessons from Ethiopia's reform experience include the importance of stakeholder alignment, political transition, and the use of evidence to support policy changes [49][50] - The report suggests that adequate paid leave policies can enhance social welfare and economic performance, countering the notion that they impede foreign investment [49][50]

Investment Rating - The report does not explicitly provide an investment rating for the industry. Core Insights - The report aims to provide actionable recommendations to enhance women's participation in the Croatian labor market, addressing barriers and leveraging successful international practices [17][60]. - Women's labor market participation in Croatia has improved but still lags behind EU averages, particularly for younger and older women [18][68]. - The gender pay gap in Croatia is 7.4% in 2023, lower than the EU average of 12.0%, but still significant in certain sectors [24][26]. Summary by Sections Executive Summary - The report identifies barriers to women's employment and outlines opportunities for enhancing their contributions to the labor market [17][18]. - It highlights the need for targeted strategies to address employment gaps, particularly for women aged 15-24 and 55-64 [18][68]. Introduction and Objective - The report emphasizes the importance of increasing women's contributions to the labor market for Croatia's economic growth, especially in light of an aging population and labor shortages [59][60]. - It aims to inform policymakers with evidence-based recommendations to close gender gaps in employment [60][61]. Barriers to Female Labor Force Participation - The report categorizes barriers into individual, sociocultural, structural, and institutional factors that hinder women's employment [27][31]. - Key issues include unequal sharing of family responsibilities, limited childcare access, and insufficient flexible work arrangements [29][30][31]. Government's Planned Initiatives - The report reviews government measures aimed at supporting women's labor market participation and identifies gaps in implementation [29][30]. Actionable Recommendations 1. **Transforming Social Norms**: Promote shared parental responsibilities and gender-neutral career guidance [35][36]. 2. **Improving Childcare Access**: Expand early childhood education and care (ECEC) facilities and align operating hours with working hours [38][39]. 3. **Facilitating Transitions Back to Work**: Enhance flexible work options and provide salary support after parental leave [41][42]. 4. **Supporting Women in Entrepreneurship**: Increase access to financial products and mentorship for women entrepreneurs [44][45]. 5. **Expanding Long-Term Care Facilities**: Develop innovative care solutions and promote women's entrepreneurship in the care sector [50][51]. 6. **Designing Gender-Sensitive Policies**: Implement active labor market policies that address the unique barriers faced by women [53][54].