IPIS

MODEL UNITED NATIONS 2024

UNITED NATIONS COMMISSION ON THE STATUS OF WOMEN

Agenda:Women’sEconomicEmpowerment-BreakingBarriersToEconomicParticipationFor
A Double X Economy

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Letter From The Executive Board

Greetings delegates!
It gives me immense pleasure to welcome you to the United Nations Commission On The
Status Of Women (UNCSW) being simulated at IPIS Model United Nations’24. The agenda
for this session of UNCSW has been decided as ‘ Women’s Economic Empowerment -
Breaking Barriers To Economic Participation For A Double X Economy’.

I hope that your research is well on its way and you have formulated an idea about what, how,
why, and when you want to discuss something. These questions form the very basis of the flow of
debate and argumentation in the committee. This background guide will give you an overview of
the topic at hand and the work of the Committee, but in no way should it be the end of your
research. It contains some basic elements to serve as a starting point which will guide your
research.

I expect all delegates to have an active participation in the proceedings of this committee to
have a fruitful discussion. For that purpose, extensive and thorough research, and analysis is
expected of you over and beyond this study guide. Your research should always answer
“What” , “Why” , “How” and “When”. A common mistake delegates make is simply quoting
facts and figures (which can also be found on the internet), and making a logical premise out
of it. Try to link these facts and figures and then direct your research.

I am certain that I will be learning from you immensely and also hope that you all will have
an equally enriching experience. We look forward to an exciting and interesting committee,
which should certainly be helped by the all-pervasive nature of the issue. In case of any
queries feel free to contact me, and I will try my best to answer your questions to the best of
my abilities.

All the best!

Hiya Mongia
Chairperson
[Link]@[Link]

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COMMITTEE OVERVIEW

The Commission on the Status of Women (CSW) acts as the principal global
intergovernmental body exclusively dedicated to the promotion of gender equality and the
empowerment of women. It works as a functional commission of the Economic and Social
Council (ECOSOC), and came into being in June 1946.

The CSW is instrumental in promoting women’s rights, documenting the reality of women’s
lives throughout the world, and shaping global standards on gender equality and the
empowerment of women. Understanding the functioning of CSW would help the delegates
understand the purpose of the committee while keeping the debate and other activities within
certain definitive boundaries. It`s current modus operandi or mandate being:

● Convenes a ministerial conference to reaffirm and strengthen political commitment to the

realisation of gender equality and the empowerment of women and girls as well as their
human rights, and to ensure high-level engagement and the visibility of the deliberations of
the Commission, including through ministerial round tables or other high-level interactive
dialogues to exchange experiences, lessons learned, and good practices.

● Engages in general discussion on the status of gender equality, identifying goals attained,
achievements made, and efforts under way to close gaps and meet challenges.

● Convenes interactive expert panel discussions and other interactive dialogues on steps and
initiatives to accelerate implementation and measures to build capacities for mainstreaming
gender equality across policies and programmes.

● Considers one priority theme, based on the Beijing Declaration and Platform for Action
and the outcome of the 23rd special session of the General Assembly and linkages to the
2030 Agenda for Sustainable Development.

● Discusses emerging issues, trends, focus areas, and new approaches to questions affecting
the situation of women, including equality between women and men, that require timely
consideration.

● Agrees on further actions for the promotion of gender equality and the empowerment of
women by adopting agreed conclusions and resolutions.

● Contributes gender perspectives to the work of other intergovernmental bodies and

processes.

● Reports on the aspects relating to gender equality and the empowerment of women of the
agreed main theme of the Economic and Social Council, in order to contribute to its work.

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NATURE OF PROOF/EVIDENCE IN THE COMMITTEE

Evidence or proof is acceptable from the following sources:

→ News Sources
:
State operated News Agencies – These reports can be used in the support of or against the
State that owns the News Agency. These reports, if credible or substantial enough, can be
used in support of or against any Country as such but in that situation, they can be denied by
any other country in the council. Some examples are –
1. IRNA (Iran) [Link] ,
2. BBC (United Kingdom) [Link]
3. Xinhua News Agency and CCTV (P.R. Of China) [Link]
→ Government Reports:
These reports can be used in a similar way as the State Operated News Agencies reports and
can, in all circumstances, be denied by another country. However, a nuance is that a report
that is being denied by a certain country can still be accepted by the Executive Board as
credible information.
Examples are Government Websites like:
1. State Department of the United States of America: [Link] ,
2. Ministry of Defense of the Russian Federation: [Link] ,
3. Permanent Representatives to the United Nations Reports: [Link]
(Click on any country to get the website of the Office of its Permanent Representative.)
4. Multilateral Organisations like the NATO ([Link]
ASEAN ([Link] OPEC ([Link] etc.
→ UN Reports:
All UN Reports are considered as credible information or evidence for the Executive Board
of the General Assembly.
1. UN Bodies: Like the SC ([Link] GA ([Link]
HRC ([Link] ) etc.
2. UN Affiliated bodies like the International Atomic Energy Agency ([Link] ),
World Bank ([Link] International Monetary Fund
([Link] International Committee of the Red Cross
([Link] etc.
[Link]([Link]
International Criminal Court ([Link] .

Under no circumstances will sources like Wikipedia, Amnesty International or

newspapers like the Guardian, Times of India etc. be accepted as credible.

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IMPORTANT RESOLUTIONS/CONVENTIONS/TREATIES

● UNSC Res 1325 (2000)

● Social Security (Minimum Standards) Convention, 1952 (No. 102)
● Social Protection Floors Recommendation, 2012 (No. 202)
● Transition from the Informal to the Formal Economy Recommendation, 2015 (No. 204)
● Domestic Workers Convention, 2011 (No. 189)
● S/RES/2122 (2013)
● A/RES/70/219
● RES 22/8 (2009)
● A/RES/77/281 (2023)
● UNEP/EA.5/RES 9 (2022)
● S/RES/1325 (2000)
● Universal Declaration of Human Rights (UDHR)
● International Bill of Human Rights
● Charter of the United Nations and Statute of the International Court of Justice
● International Humanitarian Law (IHL)
● The Geneva Conventions
● The Convention on the Elimination of all Forms of Discrimination Against Women
(CEDAW)
● Beijing Declaration And Platform for Action (PFA)
● International Covenant on Civil and Political Rights (ICCPR)
● International Covenant on Economic, Social and Cultural Rights (ICESCR)

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INTRODUCTION TO THE AGENDA
Women’s economic empowerment (WEE) has emerged as a critical component of global
development and gender equality frameworks. It encompasses the right of women to access
equal economic opportunities, resources, decision-making power, and benefits from economic
activities. When women are economically empowered, they become catalysts for broader
societal advancement. This is not merely a moral or social imperative but also an economic
necessity. According to the World Economic Forum (WEF), gender equality in the workforce could
add a staggering $28 trillion to global GDP by 2025, highlighting the untapped economic
potential that lies in advancing women’s participation in the economy. However, the pathway to
such empowerment is fraught with systemic, structural, and cultural barriers that perpetuate
inequality and limit women’s ability to fully engage in the economic sphere. Addressing these
barriers is central to the United Nations’ Sustainable Development Goals (SDGs), particularly SDG
5 (Gender Equality) and SDG 8 (Decent Work and Economic Growth).
The concept of a “Double X Economy,” coined by economist Linda Scott, refers to the
unique and often underappreciated economic contributions of women, alongside the
structural exclusion they face from full participation. The Double X Economy underscores
the idea that women’s work, whether paid or unpaid, is essential to the global economy, yet it
is systematically undervalued and constrained by patriarchal norms, legal barriers, and
unequal power dynamics. As the UN’s Progress of the World’s Women report (2019-2020)
emphasises, true economic empowerment cannot occur unless these constraints are addressed
at both the policy and societal levels.
Global Gender Gaps in Economic Participation
Despite notable progress, women continue to experience significant disparities in economic
participation globally. According to the WEF’s Global Gender Gap Report 2023, the global gender
gap in economic participation remains at 62.9%, with many regions, including South Asia, the
Middle East, and Sub-Saharan Africa, lagging behind. Women are systematically
underrepresented in leadership positions, overrepresented in low-paying jobs, and more likely to
engage in unpaid labour. The gender pay gap, which stands at an average of 20% globally, further
exacerbates the inequality women face in the workplace.
A particularly pressing challenge is the disproportionate burden of unpaid care work that
women bear, which limits their time and opportunities to engage in paid labour. According to
UN Women, women perform three times more unpaid care and domestic work than men,
which is rarely recognized in formal economic metrics. The failure to account for and
alleviate this burden significantly restricts women’s ability to participate fully in the
workforce. Addressing this issue requires comprehensive social and policy reforms, including
investments in care infrastructure, parental leave policies, and gender-sensitive workplace
regulations.

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The Role of Technology and Innovation in Women’s Economic Empowerment
In the digital age, technology has the potential to significantly enhance women’s economic
participation by providing them with access to digital financial services, online marketplaces, and
remote work opportunities. However, the digital divide remains a major obstacle. According to
UN Women’s Gender Snapshot 2022, only 48% of women globally have access to the internet,
compared to 58% of men. The lack of access to technology, coupled with lower levels of digital
literacy among women, particularly in developing countries, limits their ability to leverage
technology for economic gain.
Digital platforms can also be instrumental in promoting women’s entrepreneurship. Initiatives
such as the International Trade Centre’s SheTrades program, which aims to connect three
million women entrepreneurs to international markets by 2025, have demonstrated the
potential of technology to break down barriers and expand economic opportunities for
women. However, to ensure that women benefit equitably from the digital economy,
governments and international organisations must invest in digital infrastructure, provide
gender-sensitive training, and create safe online spaces for women.

Economic Empowerment through Global Initiatives

International organisations have been at the forefront of advocating for women’s economic
empowerment. The UN’s Beijing Declaration and Platform for Action (1995) remains a
foundational document that outlines strategies for eliminating barriers to gender equality and
economic participation. The platform emphasises the need for women’s equal access to
education, healthcare, credit, and land, as well as the elimination of all forms of violence against
women.
Similarly, the World Bank’s Gender Equality Strategy focuses on enhancing women’s access
to jobs, finance, and markets, as well as fostering greater legal equality. The ILO’s
Convention on Violence and Harassment (No. 190), adopted in 2019, aims to create safer
working environments for women by addressing gender-based violence in the workplace.
These global frameworks serve as blueprints for national governments and civil society
organisations to drive policy reforms and promote gender-sensitive economic growth.
BARRIERS TO WOMEN’S ECONOMIC EMPOWERMENT
The advancement of women’s economic empowerment (WEE) is fundamental to fostering
inclusive growth, reducing poverty, and achieving sustainable development. However, women
across the world face significant barriers to their economic participation, many of which are
entrenched in cultural, social, legal, and economic systems. These barriers are not only a denial
of basic human rights but also an obstacle to realising the potential of half the world’s
population. According to the World Economic Forum’s Global Gender Gap Report 2023, it will
take 131 years to close the global gender gap if the current pace of progress continues. These
barriers, while universal, vary in intensity and form depending on the geographic, socio-political,
and economic context of each country.

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Legal and Institutional Barriers
Legal and institutional barriers form some of the most deeply entrenched obstacles to women’s
economic empowerment, as they enshrine gender inequality into law and practice. According to
the World Bank’s Women, Business, and the Law 2023 report, nearly 2.4 billion women globally
do not have equal economic rights as men. This disparity manifests in various forms, including
restrictions on property ownership, inheritance rights, access to credit, and workplace
protections.
For instance, in Saudi Arabia, despite recent reforms under the Vision 2030 plan, women still
face significant legal barriers to economic participation. While progress has been made, such
as allowing women to drive and easing restrictions on travel, male guardianship laws
continue to affect women’s ability to make autonomous economic decisions. Similarly, in
Iran, the legal framework mandates that women need their husband's permission to work,
effectively limiting their access to the labour market. These laws not only limit women’s
financial independence but also reinforce patriarchal norms that place men as economic
gatekeepers. In Sub-Saharan Africa, property rights remain a major barrier. In countries such
as Kenya, despite the existence of laws that theoretically provide for gender equality in land
ownership, customary practices often supersede formal legislation. Women, particularly in
rural areas, find it difficult to claim ownership or inherit land, as traditional norms favour
male relatives. This lack of property rights limits women's ability to access credit, as land
ownership is often a prerequisite for loans, further stifling their entrepreneurial potential.

Educational Barriers
Access to quality education is a foundational pillar of economic empowerment. However,
girls and women around the world still face significant barriers to educational attainment,
particularly in low-income countries. According to UNESCO’s Global Education Monitoring
Report (2022), 130 million girls globally are out of school, limiting their future employment
prospects and earnings potential. Without access to education, women are often relegated to
low-paying jobs with limited career mobility, perpetuating cycles of poverty. In Afghanistan,
the Taliban’s restrictions on girls' education have drastically reduced women's prospects for
economic empowerment. Since their return to power in 2021, girls have been banned from
attending secondary schools and universities, effectively curtailing their future participation
in the workforce. The ripple effects of this educational exclusion are long-lasting, as it not
only prevents women from obtaining formal employment but also limits their access to
entrepreneurship and leadership roles.
In contrast, countries like Bangladesh have made significant strides in improving female
education, particularly through targeted interventions such as conditional cash transfer
programs that incentivize girls' schooling. These initiatives have been credited with
increasing female literacy rates and improving employment opportunities for women,
especially in the textile and garment industries, which employ millions of women. However,
challenges remain, as women in Bangladesh still face wage gaps and job insecurity,
particularly in informal sectors where they are often excluded from legal protections.

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Cultural and Social Barriers
Cultural norms and societal expectations play a profound role in shaping women’s access to
economic opportunities. In many societies, deeply ingrained gender roles confine women to
unpaid domestic labour, limiting their capacity to engage in formal employment. The OECD
Social Institutions and Gender Index (SIGI) 2023 reveals that in many countries,
discriminatory social institutions restrict women’s economic participation, with traditions
often assigning men as breadwinners and women as caregivers. In India, societal norms often
expect women to prioritise caregiving and household duties over paid work, especially after
marriage or childbirth. This expectation is compounded by inadequate state support for
childcare, forcing many women to drop out of the workforce. According to a report by the
International Labour Organization (ILO), India's female labour force participation rate stood
at a mere 19.23% in 2022, one of the lowest in the world for a major economy. The cultural
burden of caregiving, coupled with inadequate public support systems, continues to prevent
Indian women from fully realising their economic potential.
In Japan, a country with one of the most highly educated female populations in the world,
cultural expectations around work-life balance remain a significant barrier. Despite
government policies aimed at increasing female labour participation, such as the
"Womenomics" initiative, traditional gender norms still dictate that women shoulder the
majority of caregiving responsibilities. As a result, many Japanese women are forced into
part-time or irregular employment, limiting their career advancement and contributing to
Japan’s persistent gender pay gap, which, according to the OECD (2021), stands at 22.5%,
one of the highest among developed nations.
Economic Barriers: Wage Gaps and Informal Employment
Economic barriers, particularly wage gaps and the overrepresentation of women in informal
employment, are significant impediments to women’s economic empowerment. Globally,
women earn on average 20% less than men, a gap that is even wider in many developing
countries. The gender wage gap reflects both direct and indirect discrimination, as well as
women’s concentration in low-paying industries and occupations. Furthermore, women are
disproportionately represented in informal employment, which is often characterised by low
wages, poor working conditions, and a lack of social protections.
In Latin America, informal employment is pervasive, with women making up the majority of
informal workers. According to the International Labour Organization (ILO), in countries
such as Mexico, Brazil, and Argentina, women are disproportionately employed in sectors
such as domestic work, where labour rights are often weak or non-existent. The informal
sector’s lack of formal contracts and social protection means that these women are
particularly vulnerable to economic shocks, such as the COVID-19 pandemic, which saw
women’s economic participation drop precipitously. In contrast, countries like Sweden, which
have implemented robust gender-sensitive economic policies, offer a model for reducing
economic barriers to women’s participation. Sweden’s comprehensive parental leave policies,
accessible childcare services, and commitment to gender equality in the workplace have

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contributed to a high female labour force participation rate. According to the World Economic
Forum’s Global Gender Gap Report 2023, Sweden has nearly closed its gender gap in economic
participation, thanks to targeted policies that address both wage gaps and the disproportionate
burden of unpaid care work.
Technological Barriers and the Digital Divide
While technology has the potential to revolutionise women’s economic empowerment by
providing access to digital financial services, online education, and remote work opportunities,
the digital divide remains a significant barrier. According to UN Women’s Gender Snapshot 2022,
women are 17% less likely to have access to the internet than men globally. This gap is even
more pronounced in low-income and rural areas, where women face additional barriers to
accessing technology due to factors such as cost, lack of digital literacy, and social norms that
discourage women’s engagement with technology.
In Sub-Saharan Africa, women’s lack of access to technology is particularly acute. In
countries like Nigeria and Tanzania, women are significantly less likely than men to own a
mobile phone or have access to the internet. This digital exclusion prevents women from
participating in the digital economy, where opportunities for entrepreneurship and
employment are growing rapidly. Furthermore, the lack of digital skills training for women in
these regions limits their ability to benefit from technological advancements, further
widening the gender gap in economic participation.

Differently, countries like Estonia have successfully leveraged technology to empower

women economically. Estonia’s e-government and digital ID system have made it easier for
women to access financial services, start businesses, and participate in the labour market,
particularly in rural areas. Additionally, Estonia’s focus on digital literacy education for girls
has contributed to a more gender-inclusive digital economy, with women playing a prominent
role in the country’s tech sector.
Violence and Harassment in the Workplace

Violence and harassment in the workplace represent a significant barrier to women’s

economic empowerment, affecting their mental and physical well-being, productivity, and job
retention. According to the International Labour Organization (ILO), gender-based violence
in the workplace is a widespread issue, with as many as 35% of women globally having
experienced some form of violence or harassment at work. This issue is particularly acute in
sectors where women are overrepresented, such as domestic work, retail, and hospitality.
In South Africa, the high levels of gender-based violence have a profound impact on
women’s economic participation. The country has one of the highest rates of femicide and
violence against women globally, which deters many women from seeking employment,
particularly in industries where they may be vulnerable to abuse. According to a study by the
World Health Organization (WHO), the economic cost of violence against women in South

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Africa is estimated to be as high as 7% of the country’s GDP, underscoring the significant
economic impact of this issue.
International legal frameworks, such as the ILO’s Violence and Harassment Convention (No.
190), adopted in 2019, aim to address this issue by establishing the right to a world of work
free from violence and harassment, including gender-based violence. However,
implementation remains uneven, and many countries still lack the legal and institutional
frameworks necessary to protect women in the workplace effectively.
Political Barriers and Representation
Political participation and representation are crucial for ensuring that women’s voices are
heard in economic decision-making processes. However, women remain underrepresented in
political leadership globally, which limits their ability to advocate for policies that promote
their economic empowerment. According to the Inter-Parliamentary Union (IPU), as of 2023,
women hold only 26.5% of parliamentary seats globally. This lack of representation is a
significant barrier to advancing gender-sensitive economic policies that address issues such
as the gender pay gap, unpaid care work, and workplace discrimination.
In countries like Rwanda, where women hold over 60% of parliamentary seats, significant
strides have been made in promoting women’s economic empowerment. Rwanda’s political
commitment to gender equality has led to the implementation of policies that support
women’s entrepreneurship, access to credit, and participation in the labour market. However,
in many countries, particularly in the Middle East and North Africa, women’s political
representation remains low, and gender-sensitive economic policies are often not a priority.
ECONOMIC POLICIES TO ADDRESS WOMEN’S ECONOMIC
EMPOWERMENT

The persistence of wage gaps and the disproportionate representation of women in informal
employment remain critical challenges to achieving women's economic empowerment.
Governments, international organisations, and civil society have recognized the need to
address these issues through policy interventions aimed at promoting gender equality,
increasing formal employment opportunities for women, and ensuring equal pay for equal
work. Over the years, various economic policies have been proposed and implemented to
bridge these gaps and empower women in the global economy. These policies span wage
regulation, social protections for informal workers, fiscal incentives for women's
entrepreneurship, and structural reforms to challenge the systemic barriers that hinder
women’s economic progress.
Addressing Wage Gaps through Legislative Frameworks and Pay Transparency

One of the most direct ways to tackle wage disparities is through legal frameworks that
mandate equal pay for equal work. Numerous international conventions, such as the
International Labour Organization's Equal Remuneration Convention (No. 100), adopted in

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1951, and the Discrimination (Employment and Occupation) Convention (No. 111), have
been pivotal in guiding national legislation on wage equality. These conventions stress the
importance of eliminating gender-based wage discrimination, urging governments to adopt
laws and practices that ensure women receive equal pay for work of equal value.
Countries have responded by enacting policies to enforce wage equality. For instance,
Iceland, which has consistently ranked at the top of the World Economic Forum’s Global
Gender Gap Report, has been a global leader in legislating equal pay. In 2018, Iceland
became the first country to legally require companies and institutions with more than 25
employees to prove they pay men and women equally. This policy, known as the Equal Pay
Certification, forces employers to undergo regular audits, and failure to comply results in
fines. Iceland’s policy has been lauded globally as a bold move toward narrowing wage gaps
and creating transparency in pay structures. Similarly, the European Union has adopted a
directiveonpaytransparency,whichmandatesthatemployersmustprovideinformationon
gender pay gaps within their companies. This directive seeks to empower workers to
challenge pay discrimination by giving them access to salary information. In countries such
as Germany and the United Kingdom, pay gap reporting is compulsory for larger companies,
highlighting the disparities in salaries between male and female employees. These
transparency measures have proven effective in encouraging companies to close gender pay
gaps, as they bring public attention to the issue and place pressure on organisations to act.

In the United States, while wage equality remains a contentious issue, states such as
California have implemented strict equal pay laws. The California Fair Pay Act (2015)
broadens the definition of "equal work" and mandates that employers justify pay differences
between men and women in similar roles. Furthermore, the act encourages wage transparency
by allowing employees to discuss their salaries without fear of retaliation. These types of
policies are critical in shedding light on discriminatory practices and ensuring that women
receive fair compensation.
Fiscal and Social Policies to Formalise Informal Employment
Women’s overrepresentation in informal employment is a significant obstacle to achieving
economic empowerment. Informal work, by its nature, lacks the security and benefits
associated with formal employment, such as healthcare, pensions, and paid leave.
Consequently, economic policies aimed at formalising the informal economy are crucial to
improving women’s labour conditions, reducing vulnerability, and promoting sustainable
economic growth. The ILO Recommendation No. 204 on the Transition from the Informal to
the Formal Economy offers comprehensive guidelines to help countries develop strategies for
formalisation, with a particular focus on gender-sensitive measures.
One of the most significant strategies to formalise informal work is extending social
protection to informal workers. In many low- and middle-income countries, women in
informal employment, particularly in sectors such as domestic work, agriculture, and street
vending, lack access to social security schemes. Recognizing this gap, several countries have
introduced policies to extend social protection to informal workers, thereby incentivizing

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formalisation. In Brazil, the Bolsa Família program, a conditional cash transfer initiative, has
played a crucial role in reducing poverty and bringing informal workers, particularly women, into
formal labour markets. By providing families with financial support in exchange for meeting
certain conditions, such as sending children to school or accessing healthcare, the program has
reduced the economic vulnerability of women, enabling them to transition from informal work to
formal employment. South Africa offers another example of a policy aimed at formalising
informal employment. The Unemployment Insurance Fund (UIF), which was extended to
domestic workers in 2003, provides unemployment benefits, maternity benefits, and sickness
benefits to those previously excluded from social protection schemes. Given that domestic
workers in South Africa are overwhelmingly female, this policy has had a gendered impact,
improving the social and economic security of women in informal employment. By incorporating
domestic workers into formal protection systems, the South African government has taken a
critical step toward addressing the vulnerabilities faced by women in informal sectors. In India,
one of the world’s largest informal economies, the government has introduced several initiatives
to formalise women’s labour participation. The National Rural Livelihood Mission (NRLM) aims to
empower women in rural areas by promoting self-employment and skill development. Under this
program, women are organised into self-help groups (SHGs) that receive access to credit,
training, and government services. By fostering women’s entrepreneurship and providing support
mechanisms, the NRLM helps informal workers move toward formal economic participation.
Furthermore, the Unorganized Workers' Social Security Act (2008) provides social security to
workers in the informal sector, many of whom are women, ensuring that they have access to
basic health and insurance services.
Policies to Promote Women’s Entrepreneurship

Women's entrepreneurship is a vital driver of economic growth, yet it remains underutilised

due to systemic barriers such as limited access to finance, education, and markets. Policies
that encourage and support women’s entrepreneurship can help bridge the economic divide
and empower women to contribute more meaningfully to the economy. Several international
frameworks, including the United Nations’ Sustainable Development Goals (SDGs),
specifically SDG 5, which calls for gender equality and the empowerment of all women and
girls, emphasise the need for policies that promote women’s economic participation,
including entrepreneurship.
A critical issue for women entrepreneurs is access to finance. Globally, women receive only a
fraction of available business loans and venture capital funding. In response, governments
and international organisations have introduced gender-responsive financial policies that aim
to increase women’s access to credit and capital. For instance, the Women's Entrepreneurship
Development (WED) program by the ILO promotes women’s access to finance through
capacity-building initiatives, mentorship, and partnerships with financial institutions. This
program has been successfully implemented in countries such as Uganda, where women’s
access to finance remains a significant barrier. Through WED, women entrepreneurs are

13
trained in financial literacy, improving their ability to manage businesses and access credit,
thus fostering a more inclusive economy.
Governments have also introduced fiscal policies to incentivize women’s entrepreneurship.
For example, Chile’s Enterprising Women Program offers tax incentives and financial
support to women-led startups, reducing the initial financial burden on women entrepreneurs.
Similarly, Kenya’s Women Enterprise Fund (WEF) provides microloans and business
development services to women entrepreneurs, particularly in rural areas where access to
finance is limited. These initiatives not only support women’s financial independence but also
contribute to overall economic growth by bringing more women into formal business sectors.
Promoting Work-Life Balance through Social Policies
Another essential component of economic policies that promote gender equality is the focus
on work-life balance. Women often bear a disproportionate share of unpaid caregiving
responsibilities, limiting their ability to participate in full-time employment. According to the
UN Women's Progress of the World’s Women 2019-2020 report, women globally perform 2.6
times more unpaid care and domestic work than men. Addressing this imbalance is crucial for
enabling women to enter and remain in the workforce. Countries that have implemented
robust work-life balance policies, such as paid parental leave, flexible working hours, and
accessible childcare services, have seen increased female labour force participation.
Nordic countries, particularly Sweden, Finland, and Norway, are often cited as global leaders
in implementing family-friendly policies that promote gender equality in the workforce.
Sweden’s parental leave policy, which provides 480 days of paid leave to be shared between
both parents, encourages men to take on caregiving roles, thus reducing the burden on
women. In addition, Sweden offers highly subsidised childcare, allowing women to return to
work without the financial strain of childcare costs. These policies have contributed to
Sweden's high female labour force participation rate, which stood at 83% in 2022, according
to Eurostat. By promoting shared caregiving responsibilities, Sweden has made significant
strides in narrowing the gender wage gap and ensuring women’s equal participation in the
economy. Japan, a country that has traditionally struggled with gender inequality in the
workplace, has recently introduced policies aimed at improving work-life balance. The
Womenomics initiative, launched under former Prime Minister Shinzo Abe, seeks to increase
female labour force participation by expanding childcare services, encouraging flexible work
arrangements, and promoting women’s leadership in business. While Japan has seen some
improvement in women’s economic participation, challenges remain, particularly in terms of
cultural attitudes toward gender roles. Nonetheless, the policy focus on work-life balance
marks a critical step toward addressing the barriers that prevent women from fully engaging
in the workforce.
International Frameworks Supporting Women’s Economic Empowerment

Several international frameworks provide guidance and support for the development of
national policies that address wage gaps, informal employment, and other barriers to

14
women’s economic empowerment. The Convention on the Elimination of All Forms of
Discrimination Against Women (CEDAW), adopted by the United Nations in 1979, remains
one of the most comprehensive international agreements promoting gender equality. CEDAW
calls on states to eliminate discrimination against women in all aspects of life, including
employment and economic participation. Countries that have ratified CEDAW are required to
report on their progress in implementing policies that promote gender equality in the labour
market. Additionally, the Beijing Declaration and Platform for Action (1995), adopted at the
FourthWorldConferenceonWomen,outlinesspecificstrategiesforadvancingwomen’s
economic empowerment. The platform emphasises the need for gender-sensitive
macroeconomic policies, equal access to education and training, and measures to combat
poverty among women. The 2030 Agenda for Sustainable Development, adopted in 2015,
further underscores the importance of gender equality as a key driver of economic growth,
with SDG 5 calling for the elimination of gender disparities in the labour market.
FOSTERING WOMEN LEADERSHIP IN ECONOMIC
DECISION-MAKING

Women’s leadership and representation in economic decision-making processes are critical to

achieving gender equality and ensuring that economic policies address the specific needs and
challenges faced by women. Despite the increasing awareness of the importance of women’s
participation in leadership roles, significant gender gaps remain in political, corporate, and
financial sectors. The underrepresentation of women in these areas limits their ability to
influence policies that directly affect their economic empowerment. As such, fostering
women’s leadership in economic decision-making is essential to creating inclusive economic
policies and achieving sustainable development.
The Importance of Women’s Leadership in Economic Policy-Making
The inclusion of women in leadership positions is not only a matter of equality but also one
of economic efficiency. Research conducted by the World Economic Forum (WEF) has
shown that companies with a higher representation of women in leadership roles tend to
perform better financially and are more innovative. Women bring diverse perspectives and
approaches to leadership, which can result in more comprehensive and inclusive
decision-making. This diversity is particularly crucial in economic policy-making, where the
unique needs of different social groups, including women, must be considered to ensure that
economic policies are effective and equitable.
However, the representation of women in economic decision-making remains limited
globally. According to the Inter-Parliamentary Union (IPU), women held only 26.5% of
parliamentary seats globally in 2023. In the corporate sector, the situation is equally dire. The
2022 Women in Business Report by Grant Thornton revealed that women hold just 31% of
senior management roles globally, with the majority concentrated in less influential positions.
These disparities have significant implications for the formulation of gender-responsive

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economic policies, as decisions made in male-dominated environments often overlook the
specific economic challenges faced by women.
International Policy Frameworks Promoting Women’s Leadership
Recognizing the importance of women’s leadership, international organisations have
established several frameworks and resolutions aimed at increasing women’s participation in
economic decision-making. The Convention on the Elimination of All Forms of
Discrimination Against Women (CEDAW), adopted by the United Nations in 1979, serves as
a cornerstone for promoting women’s rights in all spheres, including leadership. Article 7 of
CEDAW specifically calls for equal opportunities for women in political and public life,
which encompasses participation in decision-making processes that affect their economic
standing.
The Beijing Declaration and Platform for Action (1995), adopted at the Fourth World
Conference on Women, highlights the critical role that women must play in decision-making
at all levels, including economic and political spheres. One of the key strategic objectives of
the platform is to ensure women's equal access to and full participation in power structures
and decision-making. It urges governments, international organisations, and the private sector
to take proactive measures to promote women’s leadership through quotas, capacity-building
initiatives, and the elimination of gender biases in recruitment and promotion practices.

Furthermore, the 2030 Agenda for Sustainable Development has underscored the importance
of women’s leadership in achieving the Sustainable Development Goals (SDGs). SDG 5,
which calls for gender equality and the empowerment of all women and girls, specifically
targets the need for women’s full and effective participation and equal opportunities for
leadership at all levels of decision-making in political, economic, and public life. Countries
are encouraged to integrate this goal into their national policies to foster an environment
where women can rise to leadership roles and influence economic policies that drive
inclusive growth.
Country-Level Initiatives and Progress in Women’s Leadership
Several countries have implemented specific policies to address the underrepresentation of
women in leadership positions, with varying degrees of success. One of the most notable
examples is Rwanda, where women hold more than 60% of parliamentary seats, the highest
proportion in the world. This remarkable achievement is the result of intentional policy
measures, including gender quotas and constitutional provisions that guarantee women’s
representation in government. Rwanda’s commitment to gender equality in leadership has led
to the adoption of gender-sensitive economic policies that prioritise women’s access to credit,
entrepreneurship, and participation in the labour market.
In contrast, the situation in many Middle Eastern and North African (MENA) countries
remains challenging, with women’s representation in political and economic leadership roles
lagging far behind global averages. In countries such as Saudi Arabia, while recent reforms

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have allowed women to participate more actively in the workforce, their representation in
decision-making roles remains minimal. The World Bank reports that while Saudi Arabia has
made significant strides in improving women’s labour force participation through reforms in
women’s rights and economic policies, the glass ceiling persists in terms of women’s
representation in leadership. In Europe, many countries have introduced gender quotas to
improvewomen’[Link],
Norway was the first country to adopt a corporate board quota law, mandating that at least
40% of board members in publicly listed companies must be women. This policy has been
successful in increasing women’s representation in corporate leadership and has served as a
model for other countries, including France, Germany, and Italy, which have adopted similar
legislation. The European Union has also introduced policies aimed at promoting women’s
leadership, such as the Women on Boards Directive, which seeks to ensure gender balance in
corporate boardrooms across member states.
Challenges to Women’s Leadership and Economic Decision-Making
Despite the progress made in some countries, significant challenges remain in fostering
women’s leadership in economic decision-making. Cultural norms and gender stereotypes
continue to play a major role in limiting women’s access to leadership positions. In many
societies, traditional views of gender roles place women in caregiving and domestic
responsibilities, which are often seen as incompatible with leadership roles. These societal
expectations create barriers for women in pursuing leadership opportunities, particularly in
the political and economic spheres. Additionally, women often face structural barriers, such
as limited access to education, training, and professional networks, which are essential for
rising to leadership roles. The United Nations Educational, Scientific and Cultural
Organization (UNESCO) reports that while global progress has been made in increasing
girls’ access to education, significant disparities remain in terms of access to higher education
and professional development opportunities for women. Without the necessary education and
training, women are less likely to attain leadership positions in industries that require
specialised knowledge and skills.
The lack of mentorship and sponsorship opportunities for women is another critical barrier to
their leadership. Research conducted by McKinsey & Company shows that women,
particularly women of colour, are less likely than men to have senior mentors or sponsors
who can advocate for their advancement in the workplace. This lack of support hinders
women’s ability to navigate organisational hierarchies and ascend to leadership roles,
particularly in male-dominated industries such as finance, technology, and manufacturing.
Economic Policy Solutions to Foster Women’s Leadership
To address the challenges women face in attaining leadership positions, governments and
organisations must implement targeted economic policies that promote gender equality in
leadership. One effective policy measure is the implementation of gender quotas in leadership
positions, as demonstrated by the success of countries like Rwanda and Norway. Gender

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quotas can serve as a temporary but necessary solution to bridge the leadership gap and
ensure that women have equal opportunities to participate in decision-making processes.
In addition to quotas, economic policies that promote women’s access to education and
professional development are essential for building a pipeline of future female leaders.
Governments and organisations should invest in scholarships, training programs, and
mentorship initiatives that specifically target women, particularly in sectors where they are
underrepresented. For example, programs that encourage women to pursue careers in STEM
(science,technology,engineering,andmathematics)fieldscanhelpaddresstheleadership
gap in these high-growth industries.

The private sector also has a crucial role to play in promoting women’s leadership through
corporate policies that prioritise gender diversity in recruitment, promotion, and retention.
Companies should implement transparent promotion processes, ensure that women have
access to leadership training, and foster inclusive workplace cultures that value diverse
leadership styles. The UN Women’s Women’s Empowerment Principles (WEPs) provide a
comprehensive framework for companies to promote gender equality in the workplace,
including leadership development initiatives and policies to support work-life balance.
Building an Enabling Environment for Women’s Leadership
Creating an enabling environment for women’s leadership requires not only policy measures
but also a shift in societal attitudes toward gender roles. Governments, international
organisations, and civil society must work together to challenge the cultural norms and
stereotypes that limit women’s leadership potential. Public awareness campaigns that
highlight the contributions of women leaders and promote gender equality can help shift
societal perceptions and encourage more women to pursue leadership roles.
ROLE OF WOMEN’S ECONOMIC EMPOWERMENT IN ACHIEVING
SUSTAINABLE DEVELOPMENT GOALS AND GLOBAL ECONOMIC
GROWTH

Linking Women’s Economic Empowerment with Sustainable Development

Women’s economic empowerment is not merely an issue of social justice; it is fundamentally

linked to broader economic growth and development. Empowering women economically
enables them to participate fully in the labour market, access resources, and make decisions
that affect their lives and communities. This empowerment is vital for achieving the
Sustainable Development Goals (SDGs) established by the United Nations in 2015. Among
these goals, Goal 5 specifically focuses on achieving gender equality and empowering all
women and girls, recognizing that gender equality is not only a fundamental human right but
also a necessary foundation for a peaceful, prosperous, and sustainable world.
The economic empowerment of women directly contributes to the realisation of multiple
SDGs. For instance, empowering women leads to improved health and education outcomes

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for families and communities, greater economic growth, and enhanced resilience in the face
of climate change. According to the McKinsey Global Institute, if women were to participate
in the economy at the same rate as men, it could add $28 trillion to the global economy by
2025. Thus, integrating women’s economic empowerment into the SDG agenda is essential
for fostering inclusive and sustainable development.

Women’s Economic Empowerment and the Sustainable Development Goals

The 2030 Agenda for Sustainable Development emphasises the need for gender equality as a
cross-cutting issue that influences the success of all SDGs. To achieve these goals, it is
essential to dismantle the systemic barriers that hinder women's economic participation and
leadership. The following points illustrate the interconnection between women’s economic
empowerment and various SDGs:
1. SDG1:NoPoverty:Empoweringwomeneconomicallycansignificantlyreduce
poverty levels. Women tend to reinvest their earnings back into their families and
communities, resulting in improved health, education, and living conditions.
According to a UN Women report, if women had equal access to economic resources,
an estimated 150 million people could be lifted out of poverty.
2. SDG4:QualityEducation:Women’seconomicempowermentiscloselylinkedto
education. When women are economically empowered, they are more likely to invest in
their children's education, leading to higher enrollment rates and better educational
outcomes. Conversely, educated women are more likely to participate in the labour
force and contribute to economic growth.
3. SDG 8: Decent Work and Economic Growth: The economic participation of
women is vital for sustained economic growth. Gender-inclusive policies in the labour
market can lead to increased productivity, innovation, and competitiveness. The
International Labour Organization (ILO) emphasises that achieving gender equality in
the labour force could lead to a 3% increase in global GDP.
4. SDG10:ReducedInequality:Women’seconomicempowermentplaysacrucialrole
in addressing inequality. By ensuring equal access to resources, opportunities, and
decision-making, societies can reduce gender disparities and promote social justice.
Countries that prioritise women's economic rights tend to have lower levels of
inequality overall.
5. SDG5:GenderEquality:Asthecentralgoalforpromotingwomen’srights,SDG5
directly addresses the need for gender equality in all aspects of life, including
economic participation and decision-making. Achieving this goal requires targeted
policies that dismantle barriers to women’s access to leadership roles, credit, and
economic resources.

Country-Specific Examples of Policies Promoting Women’s Economic Empowerment

1. Rwanda: Asmentionedpreviously,Rwandaisaleadingexampleofhowpolitical
will and gender-sensitive policies can drive women's economic empowerment. The
country's commitment to gender equality has resulted in significant progress in

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 women’s representation in leadership and decision-making. In addition to political
quotas, Rwanda has implemented programs aimed at increasing women's access to
credit, education, and vocational training. These initiatives have contributed to a
notable increase in women's participation in the labour force, driving economic
growth and development.
2. Sweden:Swedenisrenownedforitsgender-responsivepoliciesthatpromote
women's economic empowerment. The country has implemented generous parental
leave policies, affordable childcare, and flexible work arrangements that encourage
women to enter and remain in the workforce. These policies have not only facilitated
women's economic participation but have also contributed to Sweden's strong
economy and high standards of living.
3. Bangladesh:InBangladesh,theready-madegarmentindustryhasbecomea
significant driver of women's economic empowerment. The sector employs millions
of women and has contributed to reducing poverty levels among female workers.
However, challenges such as low wages and unsafe working conditions remain. The
government, along with organisations like the International Labour Organization
(ILO), has implemented programs aimed at improving labour conditions and
empowering women in the garment industry, enhancing their economic rights and
opportunities.
4. SouthAfrica:TheSouthAfricangovernmenthasintroducedpoliciesaimedat
increasing women's representation in leadership and decision-making positions. The
Women Empowerment and Gender Equality Bill seeks to promote gender parity in all
spheres of life, including economic participation. Additionally, initiatives such as the
Women in Business program provide women entrepreneurs with access to finance,
training, and mentorship, enabling them to grow their businesses and contribute to
economic growth.

The Role of the Private Sector in Women’s Economic Empowerment

The private sector plays a crucial role in promoting women’s economic empowerment and
achieving the SDGs. Companies that prioritise gender equality in their policies and practices
can drive significant change in their industries and communities. Initiatives such as the UN
Women’s Women’s Empowerment Principles (WEPs) provide a framework for businesses to
promote gender equality and women’s empowerment in the workplace, marketplace, and
community.

Investing in women’s leadership and entrepreneurship not only benefits individual women
but also enhances business performance and competitiveness. Research by Goldman Sachs
indicates that companies with more women in leadership roles tend to outperform their peers.
By fostering an inclusive corporate culture and promoting gender diversity, businesses can
tap into the full potential of their workforce and contribute to sustainable economic growth.

Challenges and Recommendations for Strengthening Women’s Economic

Empowerment

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Despite the progress made, challenges persist in realising women's economic empowerment
and achieving the SDGs. Gender-based violence, discrimination, and unequal access to
resources continue to hinder women’s participation in the economy. Additionally, the
COVID-19 pandemic has exacerbated existing inequalities, disproportionately affecting
women in the workforce and undermining their economic progress.
To address these challenges, governments and organisations must implement comprehensive
strategies that promote women’s economic empowerment. Recommendations include:

1. StrengtheningLegalFrameworks:Governmentsshouldstrengthenlegalprotections
against gender discrimination and violence, ensuring that women have equal rights in
economic participation.
2. EnhancingAccesstoEducationandSkillsTraining:Investingineducationand
vocational training for women can equip them with the skills needed to thrive in the
labour market and take on leadership roles.
3. PromotingGender-ResponsiveEconomicPolicies:Policymakersmustprioritise
gender-responsive policies that address the unique challenges faced by women in the
labour market, such as childcare support, flexible work arrangements, and access to
credit.
4. IncreasingPrivateSectorEngagement:Businessesshouldbeencouragedtoadopt gender-
inclusive policies, promote women’s leadership, and invest in women-owned enterprises.

5. BuildingPartnerships:Collaborationbetweengovernments,international
organisations, civil society, and the private sector is essential to create a holistic
approach to women’s economic empowerment and achieve the SDGs.

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QUESTIONS TO CONSIDER
● What are the most significant barriers that hinder women's economic participation in
different regions, and how can these barriers be effectively addressed at both the
national and international levels? How do cultural norms and societal attitudes toward
● gender roles impact women's access to economic opportunities and decision-making
positions? What strategies can be implemented to change these perceptions? In what
ways do government policies and legal frameworks influence women's economic
● empowerment, and how can these frameworks be strengthened to promote gender
equality in economic participation? What role do international organisations and
agreements, such as CEDAW and the SDGs, play in promoting women's economic
● empowerment, and how can countries be held accountable for their commitments to
these frameworks? How can private sector initiatives and corporate policies contribute to
increasing women's representation in leadership positions, and what best practices can
● be shared across industries? What specific economic policies should be implemented to
ensure women's access to credit, resources, and entrepreneurship opportunities,
particularly in developing countries? How does women's economic empowerment
● contribute to broader societal benefits, such as improved health, education, and poverty
reduction, and what evidence supports these claims? What lessons can be learned from
countries that have successfully increased women's participation in the labour force and
● leadership roles, and how can these lessons be applied in other contexts? How has the
COVID-19 pandemic affected women’s economic participation, and what measures can
be taken to ensure that recovery efforts address the specific challenges faced by women
● in the workforce? In what ways can cross-sector partnerships between governments, civil
society, and the private sector enhance efforts to promote women's economic
empowerment and create a more inclusive economy? How do we bring a gender lens to
● leadership roles, resource distribution, infrastructure, and access to basic facilities? What
drives gender wage gaps? How can independent access to assets be ensured for every
woman? Can misogynistic socio-cultural gender roles be reversed through dialogue
● between all parties? How can we increase the demand amongst women to want to
access education, health, housing, and/or GBV based services?
AreUNCSW’sstrategiesenoughtoactualiseimpactincountries/areaswithpoor condition of
● women? If not, what else is necessary/how can they be executed in such
countries/areas?
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