Megan is the assistant director of CGD’s gender program and a senior policy analyst. She works on issues related to women’s economic empowerment and financial inclusion, gender data and measurement, and development effectiveness. Prior to CGD, she worked at the ONE Campaign, an international advocacy organization focused on sub Saharan Africa, where she led the development of ONE’s gender and inclusive growth-focused policy recommendations to donors and country governments.
This week at the Generation Equality Forum in Paris, governments and partners across sectors will come together to make concrete commitments to move the needle on gender equity and inclusion. The ...
This article was originally published on Apolitical here. According to the World Economic Forum’s latest Global Gender Gap report, we are 108 years away from achieving gender equality, with persistent gaps in the economy significantly larger than those in health and education. Where data…
One way to "break the roles" and minimize the risk of bias and inequity is to increase employers' transparency. Publishing information about pay and broader compensation opens up for examination any disparities that exist between employees of different genders, races and ages.
Una forma de “romper los roles” es incrementar la transparencia de la información de salarios (y las compensaciones en general) que publican las empresas, con lo que cualquier persona tendrá la oportunidad de analizar las desigualdades que existen entre hombres y mujeres (así como otros factores como raza, género, edad, etc.) para minimizar los riesgos de sesgos e inequidades.
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