Investment Rating - The report emphasizes that gender equality is a central issue for organizational culture and development, indicating a strong commitment to improving gender equality practices within the organization [5][9]. Core Insights - The report outlines a framework for men to actively engage in creating a gender-equal workplace culture, highlighting the importance of allyship and collective action [8][40]. - It recognizes that patriarchal norms not only disadvantage women but also limit men's freedoms and contribute to violence among men [7][12]. - The report stresses that gender equality is a shared responsibility and that men must be more involved in promoting gender equality within the organization [11][22]. Summary by Sections I. Introduction - Gender equality is framed as a power issue, with the report noting the persistence of patriarchal structures that hinder progress [5][6]. - The UNDP's commitment to gender equality is linked to its broader goals of poverty eradication and sustainable development [5][9]. II. Understanding Organizational Gender Culture - Organizational gender culture refers to the informal norms and practices that shape experiences in the workplace, often reinforcing gender hierarchies [10][12]. - The report identifies harmful behaviors that contribute to a male-dominated culture, such as exclusion from informal spaces and devaluation of women's contributions [15][18]. III. Changing Organizational Gender Culture: Barriers and Good Practices - Key barriers to recognizing and addressing harmful behaviors include socialization, minimization of issues, and fear of backlash [23][24]. - The report highlights the importance of learning from existing practices and training programs to foster a culture of accountability and change [29][30]. IV. Guidelines: ABC of Change - The report introduces the ABC framework for action: Allyship, Bystander Action, and Collective Pressure, emphasizing the need for men to take proactive roles in promoting gender equality [40][44]. - It outlines specific practices for allyship, including storytelling and self-reflection, to enhance men's understanding and engagement [49][51]. V. Conclusion - The report concludes that transforming organizational gender culture requires sustained effort and collaboration among all staff, particularly men, to challenge and change patriarchal norms [43][56].

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].