Latest news with #genderequity
ABC News
27-05-2025
- Politics
- ABC News
Players across Victoria to protest cuts to gender equity programs
Women football players across Victoria are planning a protest against recent Victorian state budget cuts programs around gender equity and inclusion in sport. The Office for Women in Sport and Recreation (OWSR) and the Preventing Violence Through Sport Grants Program were both axed after Treasurer Jaclyn Symes handed down her first budget earlier last week. In response, Not All Clubs Media has led an initiative across social media to call on the state to reinstate the programs and "commit to a long-term strategy to make sport safe, equal, and accessible for women and gender diverse people". The plan is for players to wear red armbands this weekend when they run out. One armband will be worn to stand against the cuts and defunding, and another will be worn to honour the women who have been killed this year due to gender-based violence. "These initiatives and programs were among the first of their kind — designed to make sport safe, more inclusive, and more equal for women and gender diverse people. Without them, we risk going backwards — towards more harm, more silence, and fewer women and gender diverse people in the game," a statement read on social media. "This is happening during a national crisis of gender-based violence. Already this year, 29 women have been killed by violence. Last year, it was 103. "We refuse to go backwards. We refuse to be silenced. We refuse to stay quiet while safety is defunded." The cuts to the programs were announced at a Sport and Experience Economy meeting on Wednesday last week, where the secretary acknowledged that some of the Department of Jobs, Skills, Industry and Regions lapsing programs would not receive further funding, and thus conclude over the coming months. Director at Equal the Contest and former Mt Alexander Falcons player Mitch Nivalis said clubs and people wanted to learn, but could not do so without financial support. "My experience screening Equal the Contest right across Victoria and the conversations with audiences as a result, is that people want to learn," Nivalis said. "They want to know how to improve their clubs so everyone has equal access and everyone feels safe and welcome. But they need support and the Victorian state government has just removed that support with this decision, and with it, hope for women, girls and gender diverse people in sport. "This decision by the Victorian state government undermines years of cumulative work done in partnerships between sports clubs, local government, academia, women's health, prevention of violence organisations and regional sports assemblies. "This is long-term work and axing the Office for Women in Sport and programs like Change our Game is a failure for every woman in Australia experiencing and at risk of gender based violence." Nivalis said it also had an impact on men and boys at football clubs. "It's also a failure to men and boys, who were benefiting from programs and environments that create new narratives for behaviour in sport," they said. "The momentum for men's allyship was just starting to build traction. If anything, now is the time to increase support for this work to capitalise on this potential for change. "My question is, what happens now to the Fair Access initiative? What happens to all the funding given to male dominated clubs to support women's programs — where's the accountability going to be to ensure this is actually followed through and not just funnelled back to men's teams?" A spokesperson said the Victorian government "will always support women and girls' participation in sport and recreation". "The functions of the Office for Women in Sport and Recreation will continue to be held within Sport and Recreation Victoria," they said. OWSR administered the Change Our Game Program, which aimed at increasing the participation, leadership and visibility of women and girls in sport and active recreation. The Preventing Violence Through Sport Grants Program supported Victorian community sport and recreation in addressing gender-based violence, including family violence, sexual violence, and other forms of violence against women. The state budget was announced on Tuesday last week, with a focus on the cost of living and families, which promises a $600 million surplus for the first time since the pandemic. It placed thousands of public sector jobs on the chopping block as the government aims to save $3.3 billion.
Yahoo
26-05-2025
- Health
- Yahoo
Canadian Innovation Revolutionizes Menstrual Health Worldwide with the Bfree Cup - The World's First Boil-Free, Antibacterial Menstrual Cup
WINNIPEG, MB, May 26, 2025 /CNW/ - What if a simple, safe innovation could break taboos, restore dignity, and end period poverty? Enter the Bfree Cup, the world's only antibacterial, boil-free menstrual cup, developed by Canadian social enterprise Women's Global Health Innovations (WGHI). This small but mighty innovation is making a big impact on global health, gender equity, and dignity. Proudly made in Canada, the Bfree Cup eliminates the need to boil water to sterilize menstrual products - a barrier in many water-scarce regions. Built-in antimicrobial technology makes it a safe, reusable, and affordable solution for menstruators worldwide. It's not just changing periods, it's changing lives. More than a product, the Bfree Cup is a symbol of Canadian ingenuity and collaboration. It's helping girls stay in school, reducing stigma, and improving menstrual literacy. WGHI partners with grassroots organizations and NGOs across Africa, Latin America, and Southeast Asia to distribute cups and education, proving that small Canadian enterprises can be powerful players in global health. Supported by the Fund for Innovation and Transformation (FIT) in partnership with Global Affairs Canada, WGHI introduced the Bfree Cup with partners in multiple countries. FIT's funding and technical support helped transform a bold Canadian idea into a scalable global solution. "This is exactly what Canadian international assistance can accomplish, and an excellent example of the kinds of transformative, locally-rooted solutions the world needs," says Janice Hamilton, Executive Director. "WGHI's Bfree Cup not only addresses a fundamental health gap, it builds connections between Canadian innovators and communities around the world." Created by Leisa Hirtz, WGHI's Founder and CEO, the Bfree Cup was shaped by years of research and community input. "Access to safe menstrual care is a human right," says Hirtz. "The Bfree Cup removes barriers of affordability, stigma, and sanitation. It's a game-changer - especially where silence and shame still prevail." "The school incinerator is in an open space where boys stand and laugh at girls who always come to dispose of their used pads," says a 19-year-old Bfree Cup user and testing participant in rural Uganda. "But now with the Bfree Cup, the boys never know when I am on my period, and this has made me more comfortable in school and also boosted my confidence in school." With bold vision and deep collaboration, the Bfree Cup is showing what happens when Canadian innovation meets global need. It reminds us that it doesn't take a giant to make change - it takes a village. And this village is just getting started. Watch "Canadian Innovation Revolutionizes Menstrual Health" PSA Here #CIW25 #periodfriendlyworld About FIT A 7-year, $20.5 M initiative of the Inter-Council Network of Provincial and Regional Councils for International Cooperation, the Fund for Innovation and Transformation is funded by Global Affairs Canada and administered by the Manitoba Council for International Cooperation. FIT is designed to support Canadian small and medium-sized organizations testing innovative solutions that advance gender equality in the Global South. The program supports civil society organizations, social enterprises, post-secondary institutions and the private sector. About ICN The Inter-Council Network of Provincial and Regional Councils for International Cooperation is a coalition of the eight Provincial and Regional Councils for International Cooperation. These independent member-based Councils are committed to global social justice and social change and represent more than 350 diverse civil society organizations from across Canada. About MCIC A coalition of Manitoba-based organizations involved in international development, the Manitoba Council for International Cooperation (MCIC)'s mission is to support, connect and amplify the work of its members and partners, while directly engaging and collaborating with Manitobans for global sustainability. MCIC encourages dialogue on global issues and helps empower Manitobans to become active global citizens - individuals who understand that their actions here make a difference around the world. MCIC is also responsible for distributing Government of Manitoba and Government of Canada funds designated for international development and humanitarian projects. About Global Affairs Canada Global Affairs Canada manages Canada's diplomatic relations, provides consular services to Canadians, promotes the country's international trade, and leads Canada's international development and humanitarian assistance. FIT is a program undertaken with the financial support of the Government of Canada provided through Global Affairs Canada. Social Media Links: Facebook: Twitter: Linkedin: Instagram: SOURCE Fund for Innovation and Transformation (FIT) View original content to download multimedia:
Forbes
23-05-2025
- Business
- Forbes
Are Things Really Better For Professional Women Today?
As women in business, we are no strangers to uphill battles. 'Things are better now.' 'It's easier than it was when I was starting out.' 'You're lucky you're doing this now and not back then.' If you're a woman in business, you've heard these words. And how do they land? Do you shrug them off—or do they strike something deeper? If they make you angry, I understand. Platitudes do little to comfort us when we're in the midst of a battle—especially one that, by some measures, we appear to be winning. As women in business, we are no strangers to uphill battles—or to the minimizing language that follows them. Here are the remarks I hear far too often these days. Some women—those who have found a moment of stability, or who are no longer in the thick of it—offer these words like deflated rescue buoys. But they do not help. In fact, they risk setting us back. These comments add credence to the common misconception that the fight for gender equity is behind us. They quiet our voices and shame those still struggling to be heard. This misplaced notion confuses ease with accessibility. Nothing about womanhood is easy today—and arguably, it never has been. And ease was never the prize we fought, marched, and bled for. We fought for access, for equity, and for a seat at the table where decisions are made. Yes, today's women are more educated, more employed, and more independent than any generation before. But that progress on paper does not mean the struggle is over. We aren't better off, not in all the ways that truly matter. We placed our trust in the systems around us, and they failed us. We believed in a dream wrapped in the appearance of progress—one labeled 'accessibility,' but hollow at its core. And perhaps without realizing it, we let one another down—not from a lack of love or sisterhood, but from forgetting how heavy it is to carry all of this alone. Many of us grew up believing we would be cherished, valued, honored, and adorned. And if you are like me, you are still passing that dream to our daughters, even as we quietly carry its weight, hoping it takes shape before they step into our shoes. Yes, we can vote. We can open credit cards. We can even get divorced without facing total social exile. But these hard-won milestones—while worthy of celebration—do not amount to ease. We are still navigating a world where our reproductive rights are under attack. Where a miscarriage can mean legal scrutiny or worse. Where access to affordable healthcare, comprehensive postpartum care, and paid leave remains elusive. Where raising children is seen as a private duty, not a public investment, and the right to choose is met with silence, not support, and where increasing sexual violence continues to threaten our sense of safety and autonomy. The ability to open a credit card does not fill the void left by the absence of structural care. The right to divorce does not erase the fact that many women are still measured by their bodies and what they produce. There is nothing easy about being a woman today. There never has been. We are not ungrateful, this generation of mine. We are unfinished. We are standing on the shoulders of those women who came before us, and the job isn't done. Let's stop measuring progress by ease. Instead, let's work together to build a world where the next generations do not have to fight the same battles.
Fast Company
20-05-2025
- Politics
- Fast Company
How leaders can bridge the gender equity divide at work
Americans largely agree that women have made significant gains in the workplace over the past two decades. But what about men? While many Americans believe women are thriving, over half believe men's progress has stalled or even reversed. To make matters more complex, recent research has revealed a massive divide along gender and partisan lines. The majority of Republican men think full gender equity in America has been achieved, while the majority of Democratic women think there's still work to be done. As researchers at the Rutgers Center for Women in Business, we think this divide matters a lot. And for business leaders, this gap isn't just a social or political issue. It's a leadership challenge with direct implications for team cohesion and morale. If gender equity efforts are seen by some employees as a loss rather than a collective gain, leaders risk inadvertently entrenching division. When equity feels like a loss Efforts to advance gender equity often come with the reassurance that equality isn't a zero-sum game —that women's advancement need not come at men's expense. Data backs this up, showing, for example, that having gender-diverse executive teams can boost company profits by as much as 21%. Yet workers' perceptions of gender equity efforts tell another story. For example, 61% of Americans believe changing gender norms have made it easier for women to be successful at work, but only 36% say the same for men. What's more, 61% of men think women have equal job opportunities, but only 33% of women believe the same thing. These differences reveal an important truth: Perception, not policy alone, shapes how equity efforts are received. Involving men in the equity conversation Research suggests men and women associate power with different psychological outcomes. Men are more likely to associate power with control, while for women, power is more often linked to a feeling of freedom. As a result, efforts to share power may feel more liberating to women but destabilizing to men—particularly to those already in power. But this doesn't mean one's gain needs to come at another's expense – just that people make sense of change through the lens of their own identities and experiences. When men perceive progress for women as a threat to their status or opportunity, resistance grows, even in the face of data suggesting otherwise. This cycle becomes especially difficult to break because it requires challenging one's own beliefs, which isn't always easy. This is why learning about others' experiences is so useful. For example, a man and a woman might be equally ambitious and capable, but perhaps only one of them experiences being routinely interrupted in meetings. These differences in personal history and lived experience shape how work environments are interpreted and therefore navigated. Understanding this diversity of perspectives and discussing lived experiences can help gender equity efforts become more effective. Building a truly equitable future requires acknowledging that feelings about efforts required to reach that future may differ widely. With that in mind, here are some best practices for leaders to consider as they navigate the changing landscape. Preparing for differences in perspective Avoid zero-sum thinking. If men think gender equity efforts will erode their opportunities or diminish their own power, they'll disengage. Leaders should instead frame equity as essential to team and business success—and ground conversations in metrics that show how inclusion drives outcomes. Know that the stakes may vary. Women may see gender equity as a matter of justice or even survival, and when stakes are existential, compromise can be difficult. At the same time, they may experience organizational progress toward gender equity as a personal win. Publicizing these changes and their mutually beneficial gains can help to create a more cohesive team where everyone can thrive. Be aware that different clocks are ticking. Some men may view change as happening too quickly, destabilizing established norms. Women, on the other hand, may feel progress is too slow, given centuries of systemic inequity. Holding both views as worthy of respect requires teamwork. Encourage dialogue where the goal is mutual understanding rather than unity. Building coalitions around shared experiences Promote policies that benefit everyone. By promoting policies such as hybrid work and parental leave that benefit everyone, workplaces will attract and retain a more diverse workforce, which leads to greater innovation. Encourage men to take advantage of these policies and ensure your company culture makes it acceptable to do so. This enables men to actually experience the benefit of these initiatives. Align efforts around shared values—such as the desire for healthier families, better education or stronger economies. Use both/and thinking. Supporting men who express fears about status loss can open space for dialogue. Provide that space. At the same time, acknowledge the ongoing struggles women continue to face and their fears about workplaces returning to 'the way they used to be.' One viewpoint does not need to negate the other. Prioritize lived experience. Rather than insisting that everyone see gender equity the same way, find ways for men to experience mutually beneficial initiatives. Then, encourage dialogue about experiences rather than ideas. Bridge divides with dialogue Mixed mentorship matters. Pairing employees with mentors of different backgrounds—across gender, race, age, department or seniority level—can help them cultivate curiosity and learn from one another. Activate resource groups. Groups focused on cross-cultural engagement provide employees with a platform to discuss challenges, share experiences and collaborate on inclusion initiatives. Additionally, encouraging allies to participate in employee resource groups and business resource groups fosters increased openness and understanding. Leaders can support groups by providing resources, visibility and executive sponsorship. Embrace discomfort. In general, people work to avoid feeling uncomfortable. However, discomfort is often necessary for growth. Starting with this premise and encouraging thoughtful, open and honest discussions about sensitive topics and potential fears can help foster transparency and build trust. Leaders can facilitate these conversations through town halls, roundtable discussions or dedicated dialogue sessions. Progress depends not just on metrics and policies but on trust, communication and humility. When people feel seen and heard—whether they're feeling empowered or uncertain—they're more likely to engage. In other words, the real opportunity isn't to win an argument about whether gender equity is 'done,' but to build organizations where everyone can see a future for themselves in the workplace—and feel as if they have a role in shaping it.
Al Bawaba
18-05-2025
- Business
- Al Bawaba
Burgan Bank Reiterates Commitment to Women Empowerment at Kuwait Women's Day Forum
As part of its unwavering dedication to employee empowerment, gender equity, and sustainable development, Burgan Bank recently participated in a forum celebrating Kuwait Women's Day. Representing the Bank at the event, titled 'Strategies to Empower Kuwaiti Women in Accordance with the Fifth Goal of the Sustainable Development Goals (SDG 5)' and held under the patronage and in the presence of H.E. Dr. Amthal Al-Huwailah, Minister of Social Affairs, Family and Childhood Affairs, was Ms. Danah Faisal AlJasem – General Manager of Corporate Communications and a group of female leaders at Burgan Bank. AlJasem took part in a focused session alongside distinguished female figures to discuss the private sector's role in empowering women, while exploring strategies to help women overcome challenges and barriers in the on her participation in the forum, AlJasem said: 'It was a privilege to join a dialogue that reflects the growing momentum around women empowerment in Kuwait, and to contribute to a conversation that aligns so closely with Burgan Bank's core values and Kuwait's Vision 2035.'She also highlighted Burgan's ongoing commitment to gender equity and employee empowerment, saying: 'At Burgan Bank, fostering a diverse, equitable, and inclusive workplace is not just a moral imperative but also a strategic necessity for long-term success. Driven by our overall ESG strategy, we believe that true equity provides a work environment with equal opportunities and adheres to fulfilling the employees' needs. Accordingly, Burgan Bank actively supports women in the workplace by expanding opportunities for skill development, career advancement, and financial independence, empowering them to grow on a personal level, support their families, and positively impact the wider economy. This commitment is reflected in equal benefits for women and men, flexible working hours, work-life balance initiatives, and additional self-care leave.'Ms. AlJasem also underscored the importance of translating strategy into measurable progress, highlighting Burgan's achievements in female representation and inclusive workplace practices, noting: 'We view female empowerment as a collaborative effort, shaped by contribution from relevant stakeholders. Within the workplace, we are committed to fostering an environment where women have equal opportunities to thrive and lead. Across society, we actively support initiatives that promote gender equality and provide women with the resources and support they need to overcome barriers and achieve their full potential. Women currently represent 46% of the Bank's employees and 34% of leadership positions, making Burgan Bank a leading financial institution in the local Kuwaiti market. Our current position aligns with the national vision for boosting female representation in public and private sectors.' It is worth mentioning that Burgan Bank continues to invest in initiatives that support the growth of female employees at all levels. In 2024, employees received an average of 33 hours of training, delivered through both digital and in-person platforms. Programs like Empower Her and Lean-In Circle for Women Empowerment provide dedicated mentorship, professional skills, and networking opportunities to help women work toward their goals. Burgan Bank remains committed to enabling more women to pursue leadership positions and guide younger generations of women professionals to follow their lead.
