81
the promotion of initiatives by civil society for sustainable leadership opportunities
for women and the achievement of SDG 5.
Other actions which companies can execute to counteract these obstacles are,
among others, the design and compliance of corporate policies that allow women to
apply for executive positions with more attractive salaries in which their academic
and professional skills are properly recognized and promoted. Such skills include
but not limit to multitasking, demonstrating a high level of commitment to the company and communities where the industry operates which according to the research
findings, in many cases, is usually greater than that of their male colleagues.
Regarding factors of governance, in spite of the principles and policies developed by international organizations to counter the adverse industry standards for
balance between family and professional life of women, the study showed that these
provisions have not been holistically incorporated in businesses or in government
policies. Both case studies addressed the political climate of sustainability governance, as well as current mechanisms for compliance established by the government
and used in industry. The study showed that a strong government presence in the
coordination with the company and higher education institutions is one of the key
requirements for institutional commitment which will be reflected in corporate policies and dialogue processes at all levels of governance: local, national and international. The institutional commitment from different levels of governance
demonstrates the potential to create change, agreements, incentives and more inclusive evaluation measures to develop indicators for flexible and non-sexist working
opportunities, as well as increased access to shifts that promote work-life balance
policies throughout maternity and child care. Furthermore, policies that contest
harassment and educational programs to break the paradigm of male providers and
female housewives are also required. Finally, policies for the inclusion of new technologies and infrastructure improvements such that women can perform traditionally masculine positions and regulations to promote the selection of women through
merit and not solely through a political process would also be highly beneficial.
It is thus necessary to highlight it is not just a women’s issue but stakeholders’
responsibility, namely, business, government and civil society, to foster women’s
sustainable leadership and contribute to the achievement of SDG 5 in the extractive
industry. Therefore, the institutional commitment of all stakeholders is key to realizing the possibility for women to exercise gender equality.
References
Bartel C, Dutton J (2001) Ambiguous organizational memberships: constructing organizational identities. In: Social identity processes in organizational contexts. Psychology Press,
New York, pp 115–130
Bell E, Sinclair A (2016) Bodies, sexualities and women leaders in popular culture: from spectacle
to metapicture. Gender Manag 31(5/6):322–338
Cardoso P, Marques F (2008) Perception of career barriers: the importance of gender and ethnic
variables. Int J EducVocat Guid 8:49–61
6 SDG 5 Gender Equality
the promotion of initiatives by civil society for sustainable leadership opportunities
for women and the achievement of SDG 5.
Other actions which companies can execute to counteract these obstacles are,
among others, the design and compliance of corporate policies that allow women to
apply for executive positions with more attractive salaries in which their academic
and professional skills are properly recognized and promoted. Such skills include
but not limit to multitasking, demonstrating a high level of commitment to the company and communities where the industry operates which according to the research
findings, in many cases, is usually greater than that of their male colleagues.
Regarding factors of governance, in spite of the principles and policies developed by international organizations to counter the adverse industry standards for
balance between family and professional life of women, the study showed that these
provisions have not been holistically incorporated in businesses or in government
policies. Both case studies addressed the political climate of sustainability governance, as well as current mechanisms for compliance established by the government
and used in industry. The study showed that a strong government presence in the
coordination with the company and higher education institutions is one of the key
requirements for institutional commitment which will be reflected in corporate policies and dialogue processes at all levels of governance: local, national and international. The institutional commitment from different levels of governance
demonstrates the potential to create change, agreements, incentives and more inclusive evaluation measures to develop indicators for flexible and non-sexist working
opportunities, as well as increased access to shifts that promote work-life balance
policies throughout maternity and child care. Furthermore, policies that contest
harassment and educational programs to break the paradigm of male providers and
female housewives are also required. Finally, policies for the inclusion of new technologies and infrastructure improvements such that women can perform traditionally masculine positions and regulations to promote the selection of women through
merit and not solely through a political process would also be highly beneficial.
It is thus necessary to highlight it is not just a women’s issue but stakeholders’
responsibility, namely, business, government and civil society, to foster women’s
sustainable leadership and contribute to the achievement of SDG 5 in the extractive
industry. Therefore, the institutional commitment of all stakeholders is key to realizing the possibility for women to exercise gender equality.
References
Bartel C, Dutton J (2001) Ambiguous organizational memberships: constructing organizational identities. In: Social identity processes in organizational contexts. Psychology Press,
New York, pp 115–130
Bell E, Sinclair A (2016) Bodies, sexualities and women leaders in popular culture: from spectacle
to metapicture. Gender Manag 31(5/6):322–338
Cardoso P, Marques F (2008) Perception of career barriers: the importance of gender and ethnic
variables. Int J EducVocat Guid 8:49–61
6 SDG 5 Gender Equality