Archive for category: Gender Equality

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How the PpDM is Addressing Women’s Rights in Portugal

How the PpDM is Addressing Women's Rights in Portugal According to the European Institute for Gender Equality, Portugal ranked 15th in Europe for gender equality in 2023. The study found that health care had the most significant gender disparities, while workplace equality showed the most progress. A Randstad study, conducted by the global talent company, reported that Portugal’s gender pay gap stood at 13%, aligning closely with the 2024 European average. Despite ongoing challenges, activists and nonprofit organizations continue working toward gender equality, advocating for women’s rights, awareness, policy change and social reform.

PpDM Promoting Women’s Rights in Portugal

The Portuguese Platform for Women’s Rights (PpDM), an independent, nonprofit humanist organization, promotes gender equality through research, advocacy, mobilization and training. Free from government, political or religious affiliations, PpDM represents Portugal in key international networks, including the European Women’s Lobby (EWL), the EU Civil Society Platform against Trafficking, the Association of Women from Southern Europe (AFEM) and the Euro-Mediterranean Women’s Foundation (FFEM). As the national coordinator for the EWL, PpDM works closely with European organizations to advocate for gender equality policies and initiatives. The organization focuses on eliminating discrimination and gender-based violence by providing training and resources to nongovernmental organizations (NGOs). PpDM fosters open discussions on gender issues, creating a platform for organizations to collaborate, exchange knowledge and implement gender equality initiatives.

Key PpDM Initiatives for Gender Equality

  • Mobilize Against Sexism!. Funded by the Council of Europe and organized by the EWL, raises awareness about sexism and discrimination. The initiative promotes public dialogue on gender-based biases and provides legal definitions of sexism to support advocacy efforts. To extend its reach, the campaign offers flyers, posters and educational materials for use in schools and public awareness programs.
  • Women in Climate. An initiative launched by the EWL integrates gender perspectives into climate policy. The project highlights how climate change disproportionately affects marginalized women and encourages civil society organizations to advocate for gender equality in environmental action. By bridging women’s rights and climate justice, the initiative strengthens policy discussions and advocacy strategies.
  • From the Voice III. It provides a digital platform for conversations about sexism, discrimination and gender-based violence. The initiative creates a safe online space where women can share experiences, participate in discussions and access educational resources. Webinars, podcasts and other digital content aim to challenge gender stereotypes and promote feminist discourse in Portugal.

Beyond these initiatives, PpDM has launched several other projects that amplify women’s voices, mobilize communities and influence policy change. Programs such as the Feminist Tribune, bE_SAFE, and Young Europe Sustainable Democracy Builders (YES) focus on human rights advocacy, gender-based cyber safety and youth involvement in democratic policy-making.

Advocacy and International Collaboration

PpDM actively engages in international human rights conventions that promote gender equality and women’s rights. The organization contributes to global policy discussions, influencing frameworks such as the Istanbul Convention and the Convention on the Rights of the Child. By working with international organizations and policymakers, PpDM strengthens its influence on gender policies at both national and global levels.

Looking Ahead

The PpDM calls for broader community participation in its mission to achieve gender equality. Indeed, by fostering education, advocacy and legal reforms, the organization remains a driving force in promoting women’s rights in Portugal. As challenges persist, continued collaboration with policymakers, activists and civil society could be essential in creating lasting change for future generations.

– Hannah Pacheco

Hannah is based in Boston, MA, USA and focuses on Good News and Global Health for The Borgen Project.

Photo: Flickr

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DreamSave: Women in Kenya Combat Poverty

DreamSave: Women in Kenya Combat PovertyAccess to financial resources remains a major challenge for women in Kenya, limiting economic growth and business expansion opportunities. The gap in financial exclusion between men and women in Kenya has narrowed over the years. In 2024, financial exclusion was higher in women at 10% than in men at 9.8%. Women own nearly 48% of micro, small and medium-sized enterprises (MSMEs) in Kenya, yet they receive only 9% of available credit from financial institutions. With more than 80% of Kenyans working in the informal sector, the lack of banking access contributes to economic instability and deepens poverty.

Barriers to Financial Access

Small and medium-sized businesses in Kenya face significant obstacles in obtaining credit from financial institutions. Many lack sufficient assets to provide as collateral, making commercial bank loans difficult to secure. As a result, business owners often turn to friends and relatives for financial support, which is rarely enough to sustain long-term growth. Without proper funding, enterprises are forced to rely on lower-cost and often inefficient technologies, limiting their potential for success.

How DreamSave Works

DreamSave, an innovative mobile app, is transforming how savings groups operate by digitizing financial management. The platform enables users to track savings, manage loans, build credit histories and set financial goals without requiring access to traditional banking services. By providing a reliable and structured approach to saving, the app is helping women gain financial independence and break the cycle of poverty. In addition, the platform simplifies financial management for savings groups in underbanked areas. The app helps users record financial data, conduct meetings and track credit histories, ensuring accountability and transparency. By automating these processes, DreamSave allows members to focus on growing their businesses and achieving their savings goals.

Key Features of DreamSave

DreamSave is designed to overcome common financial barriers in developing countries. Its offline capability ensures that users in remote areas with limited internet access can continue managing their finances without interruptions. Data automatically syncs to the cloud whenever a connection becomes available, maintaining continuity in record-keeping. The app also offers enhanced traceability and compliance by keeping detailed logs of all transactions, allowing users to track their financial activities with full transparency.

Recognizing the high cost of mobile data in its target markets, DreamSave has optimized its platform to minimize data consumption, reducing costs by up to 60% compared to previous versions. Faster data synchronization ensures that users with limited internet access can efficiently update their records, even during brief online sessions. Additionally, DreamSave’s near-real-time data processing allows savings groups to instantly access updated financial insights. To ensure continuity, the app is backward compatible, meaning users can seamlessly transfer their existing data when upgrading to newer versions.

Global Recognition and Impact

DreamSave’s innovative approach has earned it multiple awards. It was recognized as the Best Finance App and Best Developing World Technology at the Fast Company 2023 World Changing Ideas Competition. The app also won the Best Digital Banking Technology Award at the 2023 Worldwide Finance Awards and the Most Empowering Digital Banking Technology Award at the 2022 Worldwide Finance Awards.

Looking Ahead

DreamSave continues to expand its reach, enabling more women in Kenya and beyond to access secure financial services. By bridging the gap in financial inclusion, the app is empowering women to achieve economic independence and contribute to long-term poverty reduction.

– Taylor Naquin

Taylor is based in Gilbert, AZ, USA and focuses on Technology and Global Health for The Borgen Project.

Photo: Flickr

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Female Employment in Kenya: Boda Girls

Female Employment in Kenya“Boda-boda” driving, a form of motorcycle taxi service, has been a prominent industry in East Africa since the 1970s when drivers transported people across the Uganda-Kenya border on bicycles. In recent years, however, the industry has become a subject of intense public scrutiny, as several accidents and assaults have been increasingly connected to boda-boda drivers. Robbery, violence, drug trafficking and even murder claims have been connected with drivers, leading to protests and calls for regulation of the boda taxi industry. The public benefits boda-boda driving brings, including employment for thousands of young men and cheap transportation, especially to hospitals or voting booths, further complicate this issue.

Women and Boda-boda

Women have been excluded from the boda-boda industry since its invention, despite Kenya’s large strides towards gender equality over the past 50 years. Before 2022, there were few, if any, female boda drivers and women were subjected to numerous incidents of assault as passengers. Regardless of legal equality in the workforce, many barriers to entry still exist for female employment in Kenya. According to U.N. Women Africa, most women in Kenya work in the informal (home and agricultural labor) sector. At the same time, men receive higher wages and have more opportunities to participate in the formal economy than women.

Employment opportunities in Siaya County, the home of the Matibabu Foundation Hospital, are largely agricultural. This is especially true for women, who constitute anywhere from 30% to 80% of the agricultural labor force across sub-Saharan Africa and whose labor pays about one-tenth of what male boda drivers typically make in a year. Transportation is a major issue, as most women cannot afford the typical boda taxi fee to reach the hospital for health care services.

Boda Girls

Boda Girls, a cohort of Kenyan women who have trained to become boda drivers, offers a solution. As the first female driver entrepreneurship program, Boda Girls offers employment opportunities to women in addition to safe, free transportation and home care. Launched by the Matibabu Foundation Hospital and the Tiba Foundation in April 2022, the cohort has employed more than 50 female drivers, identifiable by their bright pink shirts and purple leather motorcycle seats.

In addition to training in road safety, Boda Girls learn self-defense to protect themselves and others in the case of unwarranted conduct, which they share with female students of nearby schools, according to The New York Times. Motorcycle upkeep and mechanical skills are also a part of the six-week training program.

Maternity Care

Boda Girls originated from the gap in female accessibility to hospitals, particularly for maternity care. Drivers provide free, safe transportation for women’s check-ups, even bringing portable ultrasounds in the case of complications. In the two years since its launch, the organization has now provided more than 6,000 free rides to hospitals for prenatal, family planning, and cancer screening services. Due to their services, Siaya County has experienced a 67% increase in hospital deliveries, a 100% increase in maternal clinics, and a 300% increase in cancer screenings, according to the Tiba Foundation.

After birth, Boda Girls also make home visits to follow up on postpartum care, planting a kitchen garden and avocado tree for future nutrition and profit opportunities for families.

School Girls

Boda Girls adopts schools to promote menstrual and sexual education for female students, as well as to distribute free sustainable menstrual kits. It also runs entrepreneurial clubs where girls can learn the fundamentals of business, and they promote high school graduation. In two years, Boda Girls has visited 84 schools and provided menstrual education and kits to more than 3,700 girls, according to its website.

Female Employment in Kenya

Female employment in Kenya is a cornerstone of the Boda Girls mission; they focus on widowers in particular, who often suffer from the loss of financial support. By facilitating entrepreneurship classes and group stress counseling, Boda Girls assists in dealing with grief in families and sponsoring female financial ventures. They also engage in micro-lending practices to boost entrepreneurship in Siaya County and have played a role in helping 118 women develop profitable small businesses and mentor others to do the same, according to The Tiba Foundation.

Boda Girls, launched by the Tiba and Matibabu foundations, has partnered with several other initiatives including the Red Pride Project and USAID’s Western Kenya Sanitation Project. “USAID aims to reach 500,000 women and girls with accurate information on proper menstrual hygiene management and reliable access to sanitary products in Western Kenya by 2027.”

Boda Girls’ ability to reach local schools and communities will play a major part in this goal, as it continues to recruit new driver cohorts and expand its range to a greater area of Siaya County.

Beyond simply providing transportation, Boda Girls works to inspire thousands of women and support female employment in Kenya and will continue to work towards gender inequality and access to essential services.

– Sadie Claps

Sadie is based in Seattle, WA, USA and focuses on Business and Politics for The Borgen Project.

Photo: Flickr

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Implementation of New Social Reforms in Morocco

Social Reforms in MoroccoRecently, the World Bank approved giving $70 million to the Kingdom of Morocco to help boost the country’s decades-long efforts in implementing and extending social reform protection. This will be done through the newly created National Population Registry (NPR), the National Register Agency (NRA) and the Social Registry System (SRS). These are country-wide systems that will also make sure to reach vulnerable populations such as low-income families and women.

According to a 2023 report from the International Monetary Fund (IMF), gender gaps in the Moroccan labor market are quite big, with the gap being around 21% and has been falling since 2004. The labor force in rural areas, in particular, has been declining in terms of the number of women working. The report also mentioned gender disparities in employment rates, in which it was found that unemployment rates were higher for women than they were for men. This presents a major issue, as the report found that if more women were encouraged and able to go to work, Morocco’s economy could be strengthened. There would be more people in the workforce.

Morocco acknowledges its ongoing struggles with gender inequality and its efforts to address this issue through social protection reforms are not recent. These efforts date back to the ’50s and were revitalized in the late ’90s, with a particular focus during the COVID and post-COVID periods.

Moudawana – 2004

Moudawana is Morocco’s family law. First drafted and implemented in the late ’50s, this law was reformed again in 2004. In this law, important rights for women were introduced, such as the right to self-guardianship, divorce, child custody and inheritance. Additionally, the legal age of marriage was raised from 15 to 18 years old. This law was a stepping stone toward improving gender equality in Morocco. The law provides women with self-autonomy and a way to support themselves financially, such as by securing inheritance and the right to self-guardianship.

COVID-19

Fast forward 16 years later, COVID-19 had a profound impact on social reforms in Morocco. It highlighted the need for special protections to be extended to all Moroccan citizens and the need for the country to pay closer attention to low-income individuals and families. At the time of the pandemic, it was found that women experiencing multidimensional poverty were more likely to be living in rural areas.

This is primarily due to a lack of education. According to a study titled “Women’s Poverty in Morocco in the Context of the Covid-19 Pandemic: a Multistory Approach,” “educational deficits explain nearly 60% of the risk of suffering this form of poverty.” In fact, a significant education disparity exists between men and women in Morocco, which undoubtedly contributes to women’s higher rates of poverty. As of 2022, the World Bank reports a 16.5% gap in adult literacy between men and women in Morocco.

In March 2021, during the pandemic, Social Protection Law No. 09. 21 was adopted with the intention of protecting Moroccans against economic and social risks. This law had two phases. The first phase from 2021-2023 would allow the government to focus on the generalization of medical insurance. In contrast, the 2024-2025 phase would require the government to implement unemployment allowances. These medical protections fall under three new registries that the Kingdom of Morocco created and began implementing in 2022.

Post COVID-19

  • NPR – 2022. In early 2022, the NPR was implemented initially as a pilot in Rabat, the capital of Morocco. It is a centralized database containing people’s names and addresses to ensure a record and fair access to social services. Each person is also given a unique identification number.
  • NRS – 2022. The NRS is closely linked to the NPR. However, it is specially referred to as a border system of national databases. The NRS is also responsible for managing and integrating Morocco’s social protection systems.
  • SRS – 2022. Also referred to as the Unified Social Registry (RSU), it is designed to help find vulnerable people for social assistance programs and actually properly allocate the benefits. Unlike the NPR, the SRS does not include everyone. However, it assesses income levels in households and determines whether or not they can receive benefits.

Closing Remarks

These three systems, while still in the beginning stages of implementation, have managed to benefit impoverished women in particular. Often, women in rural areas lack proper identification. In many cases, illiteracy makes it hard to navigate bureaucratic processes. Now that these women have been identified, they are eligible to access government social assistance programs.

Overall, social reforms in Morocco have made steady progress in addressing gender inequality and poverty. While the systems mentioned are new and by no means perfect, the progress has been encouraging to see.

– Aya Diab

Aya is based in New York City, NY, USA and focuses on Global Health and Politics for The Borgen Project.

Photo: Flickr

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Examining the Gender Wage Gap in El Salvador

Gender Wage Gap in El SalvadorEl Salvador is a Central American country that lies between Guatemala and Honduras. The gender wage gap in El Salvador is a prevalent issue, as it prevents many women from earning the same wage as men. According to Fusades, women in El Salvador receive $0.89 for every dollar men receive for labor. Having equal wages is essential in every country in order to make sure that everyone is afforded the same opportunities regardless of their gender. ​

Men’s and Women’s Wages

The World Bank conducted research that shows that El Salvador scores higher than the regional average in Latin America in an index regarding the life cycle of working women, scoring an 88.8 in 2022 compared to the average of 80.4 out of 100. While a higher score shows progress, there is still room for improvement regarding the gender wage gap in El Salvador. Women in El Salvador are less likely to own or control their own assets, and only 29% of Salvadoran women have bank accounts, compared to 45% of Salvadoran men.

Women in El Salvador also spend roughly 20% of their day doing unpaid household or domestic work, which is significantly more time than men in El Salvador spend on domestic work. Men only spend 7% of their day on domestic work, which means they have more time in their day for paid labor, which puts women at an additional disadvantage. On average, employers pay women around 10 cents less than men on the dollar for their work, which means they have to work more to receive the same pay as men.

Legal Challenges

Certain legal roadblocks also impact the gender wage gap in El Salvador. As of 2022, lawmakers failed to pass any recent reforms to assist gender wage equality. Similarly, men’s and women’s retirement ages are different in El Salvador. Women in El Salvador are able to retire at the age of 55, while men must wait until age 60. While this is not an example of gender wage equality because there are different standards for men and women, there is another retirement requirement of 30 years of work that is universal for both men and women. A universal retirement age regardless of gender is a step in the right direction for equalizing the gender wage gap.

While legal issues contribute to the lack of closure of the gender wage gap in El Salvador, there are also social norms and expectations that make it more difficult for women to receive the same wage as men. Women in El Salvador experience higher rates of poverty, because they do not have equal access to economic resources. There are no laws preventing women from having equal access to these resources, but men in El Salvador are more privileged in regards to the right to land due to social norms that believe women belong in the home.

Solutions

El Salvador still has a long way to go in closing the gender wage gap, but the country has been making strides towards wage equality. In 2011, El Salvador passed a law that prohibits discrimination in the workplace based on gender, positively impacting women in the workplace. 

Although laws forbid gender discrimination, they do not fully close the gender wage gap in El Salvador. While the government has not enacted the necessary changes, several organizations, including Women and Girls Empowered (WAGE), are working towards closing the gender wage gap. WAGE works with several other organizations to fight societal restrictions on wage equality, in addition to legal restrictions. It began in 2018 with a goal to aid women who are looking to grow their agency, and have done substantial research in addition to providing assistance to women in poverty in several different countries, including El Salvador. The Grameen Foundation, which is a lead partner in WAGE, accepts donations and helps to provide more information about the organization and their goals.

Looking Ahead

El Salvador is a diverse country located in South America that is working towards gender wage equality. While it has had some setbacks, including gendered retirement ages and social norms that prevent the gender wage gap from being closed, many organizations such as WAGE and The Grameen Foundation are working towards closing that gap by empowering women throughout the country.

– Lizzie Mazzola

Lizzie is based in Raleigh, NC, USA and focuses on Business and New Markets for The Borgen Project.

Photo: Flickr

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Gender Wage Gap in Ethiopia

Gender Wage Gap in EthiopiaEthiopia, like many other countries across the world, faces a gender wage gap despite many measures being taken when it comes to economic growth and gender equality measures. The gender wage gap is the disparity in pay between men and women. It reflects systemic inequalities in opportunity and representation.

Root Causes of Ethiopia’s Gender Wage Gap

The gender wage gap in Ethiopia stems from women being concentrated in low-paying informal sectors and traditional societal norms that undervalue their economic contributions. These roles lack stability and benefits, leaving women with limited income and fewer opportunities to build financial security. Cultural expectations exacerbate the problem and reinforce a cycle where unpaid domestic labor and caregiving take more importance over professional development for women. Ethiopia’s gender gap reflects structural inequalities that restrict women’s participation and potential. Women face barriers such as limited education and norms in society, which undervalue their contributions.

Women in Ethiopia also face many challenges when accessing loans and financial services due to limited financial literacy.  The 2024 article: “Transforming the Lives of Women and Girls in Eastern and Southern Africa” states that women have “lower access to productive resources.” Overall, Ethiopian women have less access to vocational and training programs important for securing employment in higher-paying sectors like construction and technology. Current training programs fail to accommodate women’s dual work and caregiving responsibilities, which excludes them further.

Government and Organizational Efforts

The Ethiopian government is aware of the gender pay gap. Therefore, the government has been taking correct measures to help reduce gender inequality. According to the United Nations Development Programme (UNDP), a Gender Equality Strategy (GES) has been developed to “guide the country office on mainstreaming gender equality and women empowerment.” This gender strategy identifies priority areas and supports national efforts to get results. The government plans to build upon previous strategies to add to the policies the country already has in place. Current efforts to promote women’s education, access to credit and representation in decision-making are underway but require scaling up to achieve maximum impact. Local organizations and networks have also made many efforts to decrease the gender pay gap in Ethiopia. 

The Ethiopian Women Lawyers Association (EWLA) is one organization that is doing fantastic work. EWLA is a nonprofit organization founded by a group of Ethiopian female lawyers to promote Ethiopian women’s legal, economic, social and political rights. EWLA has provided legal assistance to more than 200,000 women (2023). More than five million women have benefitted from EWLA collaborative efforts until 2020.  EWLA has also been important in revising Ethiopian laws, such as family law and criminal codes, to align with women’s rights. The organization has also lobbied for gender-sensitive policies at governmental levels​. Furthermore, the organization works with grassroots Civil Society Organizations (CSOs) to address challenges such as gender-based violence, particularly in regions like Amhara and Afar​. EWLA’s priorities include finding sustainable funding and strengthening partnerships with other women’s organizations in the country. 

Opportunities for Improvement

The gender wage gap in Ethiopia reflects the gender wage gap across Africa. Factors such as cultural norms, education gaps and smaller economies play significant roles. However, reducing Ethiopia’s gender wage gap requires a multi-faceted approach. Expanding access to girls’ education can help break cycles of poverty and inequality.  Additionally, engaging communities to challenge stereotypes and fostering inclusive training programs can help women balance work and caregiving responsibilities. By implementing these strategies and building upon existing efforts, Ethiopia could make significant progress toward closing the gender wage gap and fostering economic growth.

– Ayat Aslam

Ayat is based in London, UK and focuses on Good News and Global Health for The Borgen Project.

Photo: Flickr

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Gender Wage Gap in Tunisia: Challenges and Ongoing Solutions

Gender Wage Gap in TunisiaDespite significant progress in gender equality in Tunisia, women still face considerable wage disparities compared to their male counterparts. The Global Gender Gap Index reports Tunisia ranked 115th out of 146 countries, in 2024, with a parity score of 0.668, reflecting persistent gaps in economic participation and wage equality.

Although the country has made significant improvements since 2023, Tunisia has stalled in closing the gender wage gap. Tunisia is among the five countries with the largest gender pay gaps, alongside Sudan (82%), Algeria (81%), Egypt (79%) and Morocco (77%)​. As neighboring nations tackle similar issues, Tunisia risks falling further behind unless it takes bold action to address the root causes of wage inequality.

The Gender Wage Gap: A Persistent Issue

In Tunisia, as in many other countries, the gender wage gap is not simply a result of educational differences. Women in Tunisia are well-represented in education, particularly in higher education, with more women graduating than men in many fields. 

Despite higher literacy rates for females (79%) compared to males (72.2%), women remain underrepresented in higher-paying sectors. 

Women often work in traditionally lower-paying fields like teaching, health care and administrative roles, while men dominate more lucrative areas such as engineering and finance.

This occupational segregation results in women earning less than men in some sectors, even with similar qualifications, and being less likely to be hired. For instance, in the IT sector, women with the same credentials as their male counterparts are 15 % less likely to receive a callback from employers​.

Limited Leadership Opportunities

According to the World Bank, the country also faces a high degree of informal employment, Informal jobs tend to lack legal protections and social security benefits, intensifying economic insecurity for many women. Furthermore, women in Tunisia are significantly underrepresented in leadership positions, with only 26% of women holding middle and senior management roles​.

A combination of cultural norms, economic segregation and insufficient policies has influenced this, hindering women’s equal participation in the workforce. Tunisia also falls significantly behind in Political Empowerment scoring 0.216, reflecting a gender gap in political representation and leadership roles.

Women in Tunisia also face higher unemployment rates than men, with 20.61% of women unemployed compared to 13.6% of men. This is partly attributed to family and cultural pressures, especially in rural areas, where women are less likely to seek or pursue employment. As highlighted by the UN, women aged 15 and above spend 21.9% of their time on unpaid care and domestic work, compared to just 2.7% for men​.

Solutions

Several organizations and initiatives in Tunisia, such as UN Women, are actively working to address the gender pay gap and promote women’s economic empowerment. The UN Women office in Tunisia focuses on advocating for gender-sensitive policies and implementing programs to close the gender gap in education and employment. The UN Women: Strategic Note 2022–2025 focuses on three main pillars: 

  1. Enhancing women’s access to economic opportunities and decent work
  2. Fostering women’s political participation and leadership 
  3. Promoting women participation for peacebuilding and reconciliation

Key achievements in 2022 include:

  • Training 43 civil servants to implement gender-responsive budgeting frameworks that ensure government spending promotes equality.
  • Engaging 197 individuals in research to empower women and foster resilient communities in southern Tunisia.
  • Equipping 62 specialized units with better tools to investigate crimes against women and support survivors.

One initiative focuses on providing rural women with skills to enhance their participation in the labor market. The program addresses barriers like unsafe transportation, limited childcare and inadequate workplace safety, enabling women to access better opportunities.

The program, part of a broader UN effort to close gender gaps under the Sustainable Development Goals (SDGs), worked closely with national and local governments to advocate for safer and more equitable workplaces fostering policy advocacy and community engagement.

While detailed numbers of beneficiaries are not yet available, the approach emphasizes systemic change by integrating gender equality into national policy and budgeting. 

Looking Ahead

Tunisia has made progress in education and health, but women continue to face significant challenges, including wage disparities, higher unemployment rates, and disproportionate time spent on unpaid labor. Initiatives like the UN Women Strategic Note 2022–2025 tackle these issues by promoting economic opportunities, advocating for gender-responsive policies, and addressing key barriers such as unsafe transportation and childcare. These efforts, combined with policy reforms, aim to close the gender gap and ensure women achieve greater empowerment in Tunisia.

– Arianna Distefano

Arianna is based in London, UK and focuses on Politics for The Borgen Project.

Photo: Flickr

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Gender and Ethnic Wage Gaps in Ecuador

Gender and Ethnic Wage GapsGender inequality in the labor market manifests itself in many ways, not only regarding salary differences but also often involves women working longer hours in more informal sectors and engaging in higher levels of unpaid work. Despite not being one of the most underperforming Latin American states addressing the gender pay gap, Ecuador was ranked 89th out of 186 countries for gender inequality by the Human Development Index in 2012. This highlights that there is still work to be done to improve opportunities and benefits afforded to women in the workplace.

The Gender Wage Gap

In Ecuador, female workers earn between 13-26% less than men, with women in rural parts of the country estimated to work around 23 hours longer a week than their male counterparts. Women are also more commonly involved in “vulnerable” employment, working without formal arrangements or protections. They are, therefore, reliant on the economy doing well to stay in their job and are more likely to end up in poverty. Since the ’90s, the proportion of women employed in such employment in Ecuador has increased to 61.1%, compared to 43.5% of men, higher than the Latin American average.

Additionally, there is an invisible side to this gender wage disparity. According to data from the Household Satellite Account, “in 2014, unpaid work performed by women in Ecuador represented 15% of GDP.” Thus, the gender wage gap in Ecuador is much more than just differences in earnings; it is the quality of the work and conditions available to women. These gendered differences within the labor market intersect with racial and ethnic discrimination, making life especially difficult for minority women.

Ethnic Wage Gap

Ecuador’s population is diverse, with 1.1 million indigenous citizens from 14 nationalities. Throughout its history, similar to other countries with large Indigenous populations, these groups have suffered marginalization and discrimination. This has significantly impacted the relative prosperity and quality of life of indigenous people. In Ecuador, ethnic wage gaps are considerably higher than gender ones, with Indigenous citizens receiving only 33% of nonindigenous workers’ salaries.

Regarding opportunities, Indigenous people are two to three times less likely to be in stable, specialized careers in countries like Ecuador, where large Indigenous communities live in urban areas. When the gender pay gap intersects with these profound ethnic ones, this inequality becomes even more pronounced, especially for Indigenous women. These groups not only suffer from gender wage gaps but are put at an even more significant disadvantage in comparison to their nonindigenous female counterparts due to racial inequalities. Also, many Indigenous women live in rural areas of Ecuador, meaning they are also affected by the differences in rural and urban working opportunities and conditions.

Addressing Gender and Ethnic Wage Gaps in Ecuador

The Ecuadorian Constitution has attempted to address gender equality, committing itself to eliminating discrimination against women and creating a National Council of Women (CONAMU) focusing on policy directly related to women’s issues. Legislation such as the Law for Equal Pay between Women and Men has obliged employees to pay equal wages to male and female workers in the same jobs. Similarly, the Law to Promote the Violet Economy has expanded on this to promote female participation in sectors where they are often underrepresented.

The government passed an additional gender parity law in 2020, setting quotas to encourage increased female participation in election candidate lists and address the gender imbalance within the government. In 2021, this quota was set at 15% and increased to 30% in 2023. The government hopes that gender parity for electoral candidates will be reached by 2025. These diversity requirements have shown promising progress thus far, with women making up 46.9% of the candidates in the February 2024 subnational elections.

The United Nations (U.N.) has also made significant progress in expanding education provision for women and girls and encouraging female participation in elections. U.N. Women have worked alongside the United Nations Office For Project Services (UNOPS) to develop initiatives to help “national and local administrations incorporate a gender perspective” in the public sector.

This will ensure that the specific needs of women and girls are being addressed across different government sectors to bring Ecuador closer to meeting the U.N. Sustainable Development Goals. The organization has also promoted monetizing unpaid care responsibilities to recognize the additional labor women carry. If this proposal were to come to fruition, it would have significant benefits for Ecuadorian women, who in 2012 carried out around 40 hours of unpaid domestic work a week on top of other work commitments.

Final Remark on Wage Gaps in Ecuador

Despite Ecuador making great strides in improving the gender wage gap, not much is being done to tackle the profound ethnic wage gap that is disadvantageous and limiting ethnic minorities (especially Indigenous people). To ensure that all women earn a fair wage for their work and are valued as much as their male counterparts, addressing this ethnic pay gap alongside gender is crucial. Otherwise, indigenous women and those from other ethnic minorities will be left behind.

– Ciara Howard

Ciara is based in Brighton, UK and focuses on Good News and Global Health for The Borgen Project.

Photo: Pixabay

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PDF-Africa Addresses Gender Inequality and Youth Unemployment

PDF-AfricaAccording to the United Nations’ (U.N.) latest global gender gap index, Nigeria ranks 130 out of 162 countries in the gender inequality index. Many women, particularly those in rural areas, are being denied access to education and employment, unlike their male counterparts. Additionally, youth unemployment remains high in Nigeria, with more than 50% of young people either unemployed or underemployed, contributing significantly to poverty. Furthermore, PWDs face systemic barriers to education, employment and health care, further deepening impoverishment across communities.

Preston Development Foundation

Preston Development Foundation (PDF-Africa) is a nonprofit organization committed to improving the lives and well-being of individuals, especially women, young adults and PWDs, through sustainable and strategic initiatives. With a mission rooted in sustainable and impactful societal change, the organization focuses on four strategic pillars: Education, Health, Gender Equality and Financial Inclusion. These issues require a multi-faceted strategic methodology. Thus, PDF-Africa adopts a holistic, community-centered approach to tackling challenges in education, health, gender equality and financial inclusion. Its methodology is anchored in collaboration, sustainability and empowerment, focusing on community-driven solutions that encourage individuals and stakeholders to take an active role in community development.

The significance of PDF-Africa works lies in the widespread impact of these changes. Limited access to education, inadequate health, gender discrimination and financial exclusion continue to hinder the progress of vulnerable groups across Nigeria and Africa as a whole. By developing tailored interventions in these areas, PDF-Africa seeks to bridge these gaps, create equitable opportunities and improve overall quality of life. Through a holistic approach, the organization empowers individuals through capacity building and skill acquisition. PDF-Africa aims to help them break free from cycles of poverty and marginalization, fostering long-term development and resilience.

A Combination of Approaches

PDF-Africa implements targeted programs such as training, health education programs and digital literacy programs to address gaps and increase employment opportunities and career choice pathways for adolescents. In addition, the organization conducts public awareness campaigns and outreaches to raise awareness and increase knowledge gain, ensuring that individuals and the community are well-informed to act and make informed decisions.

By utilizing a combination of approaches, PDF-Africa not only addresses the issues in society but also empowers individuals and communities to thrive, act and make informed decisions for themselves. This approach enables PDF-Africa to drive sustainable change within the communities it serves.

Improving Lives

Through targeted interventions in health, education and empowerment, PDF-Africa has made significant strides in improving the lives and well-being of women. These initiatives include enhancing functional literacy, providing young adolescent girls with menstrual hygiene products and awareness and offering training to boost digital literacy in today’s evolving world. As a result, PDF-Africa is expanding opportunities and increasing employability rates among its beneficiaries.

In recent years, PDF-Africa has made strides in expanding access to STEM education for women and girls of color. It has reached more than 180 participants through initiatives like the Yan Matan Arewa Hackathon Initiative and Search Engine Training. Through partnerships with individuals, public schools and tech companies, PDF-Africa has provided participants with resources, materials, computers and financial support to enhance their learning experience and open pathways in STEM fields.

Additionally, PDF-Africa has made a significant impact on the lives and health of girls and women in vulnerable communities within the Federal Capital Territory (FCT). Between 2018 and 2024, PDF-Africa reached more than 4,000 young women and girls across 10 secondary schools and Internally Displaced Persons (IDP) camps in Abuja, providing essential support and resources. In 2023, the nonprofit organization extended its efforts beyond distributing menstrual hygiene products to include educational campaigns in schools lacking menstrual health knowledge.

Conclusion

PDF-Africa’s comprehensive, community-centered approach is making strides in reducing gender inequality, improving youth employment prospects and fostering inclusion for marginalized groups in Nigeria. Through targeted interventions in education, health, gender equality and financial inclusion, PDF-Africa empowers individuals and communities to break cycles of poverty and marginalization. By equipping women, young adults and PWDs with the skills and resources they need to thrive, the initiative is not only enhancing lives but also driving long-term, sustainable development across Nigeria.

– Staff Reports
Photo: Flickr

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The Gender Wage Gap in Sri Lanka: Bridging the Divide

Wage Gap in Sri LankaSri Lanka, renowned for its achievements in education and health care, still faces significant gender inequality, particularly in wages. According to the United Nations Development Programme (UNDP) report, “Making Our Future: New Directions for Human Development in Asia and the Pacific,” social disparity remains prevalent, with a persistent gender wage gap limiting economic opportunities and exacerbating poverty in Sri Lanka. Closing this gap is crucial not only for gender equity but also for fostering economic growth and reducing poverty.

Current Status of the Gender Wage Gap in Sri Lanka

The gender wage gap in Sri Lanka remains significant. A recent International Labour Organization (ILO) report shows that women earn, on average, 30-36% less than their male counterparts. This gap is even wider in the informal sector, where many women are employed. They are often concentrated in low-wage sectors like agriculture, textiles and services. In contrast, high-paying sectors such as IT, engineering and finance remain male-dominated, widening the income divide.

While Sri Lanka performs well on global gender indices, particularly in education, the wage disparity highlights a deeper issue: economic progress has not translated into pay equity. Women still face wage discrimination and are often steered into lower-paying jobs, pointing to systemic barriers that need addressing.

Key Factors Contributing to the Gender Wage Gap

Occupational segregation remains a key issue. Despite women’s critical economic contributions, they are concentrated in lower-wage industries. Sectors like agriculture and textiles, where women predominate, tend to be undervalued. Cultural norms further compound the issue, with societal expectations often prioritizing women’s roles as caregivers, pushing them toward part-time or informal work. This “double burden” limits their full-time employment and career progression opportunities, constraining their earning potential.

Education and skills gaps also play a role. Although Sri Lanka has made strides in female education, women remain underrepresented in high-paying fields like science, technology, engineering and mathematics (STEM). Without targeted initiatives to encourage women’s participation in these fields, wage disparities will likely persist. Workplace discrimination and unconscious bias further entrench wage inequality. Women face obstacles in promotions, salary negotiations and leadership roles. Although legal frameworks exist to promote gender equality, weak enforcement leaves many women vulnerable to wage discrimination.

The Impact of COVID-19

The COVID-19 pandemic has widened Sri Lanka’s gender wage gap. The economic downturn disproportionately affected Women, particularly those in low-paying, informal jobs. Sectors such as hospitality, textiles and domestic services—where women are heavily represented—suffered severe losses during lockdowns.

The burden of unpaid caregiving also increased during the pandemic, with many women leaving the workforce to care for children or elderly relatives. This prolonged absence from the labor market has long-term repercussions on their earning potential, threatening to reverse years of progress toward wage equality.

Addressing the Gender Wage Gap in Sri Lanka

To close the gender wage gap in Sri Lanka, a comprehensive approach involving government intervention and support from nongovernmental organizations (NGOs) is essential. Enforcing existing equal pay laws and conducting regular wage audits are necessary first steps. According to U.N. Women, strengthening labor laws to ensure equal pay for equal work across all sectors is crucial for narrowing the gap.

NGOs play a pivotal role in advocating for women’s economic empowerment. For example, the Women’s Development Federation (WDF) in Sri Lanka has been actively working to empower women through skills training, entrepreneurship programs and advocacy for fair wages. Its initiatives have enabled thousands of women to gain financial independence by entering nontraditional sectors or starting small businesses. This has helped to bridge the wage gap in local communities.

Another notable organization, CARE International, has launched initiatives like the Made by Women movement, which focuses on improving working conditions and wages for women in the textile industry. Its advocacy has led to partnerships with local businesses to ensure better pay and opportunities for women workers, serving as a model for other industries.

The government can also expand women’s access to high-paying fields through targeted education and vocational training programs. According to recommendations from the UNDP, providing scholarships and incentives for women to pursue careers in traditionally male-dominated fields like STEM can help bridge the skills gap and diversify the workforce.

Addressing the caregiving burden through policies like affordable childcare and family-friendly work environments would enable more women to participate fully in the workforce. Such measures would encourage women to return to work after caregiving responsibilities, reducing career interruptions and ensuring better career progression.

A Path Forward: Economic Growth and Gender Equality

Addressing the gender wage gap is not just an issue of fairness—it’s crucial for Sri Lanka’s economic growth. Studies indicate that closing the wage gap could significantly boost the country’s gross domestic product (GDP) by increasing women’s labor force participation and productivity. Reducing gender wage inequality could lift many families from poverty, contributing to national economic resilience.

While Sri Lanka has progressed in some areas of gender equality, the wage gap remains a substantial barrier to true economic equity. A coordinated effort from the government, private sector and civil society is necessary to dismantle the barriers that keep women in low-wage roles and ensure equal opportunities.

– Nandini Bhatia

Nandini is based in the United Kingdom and focuses on Politics for The Borgen Project.

Photo: Flickr