More women access equitable employment opportunities and services, increasing the rate of women’s participation in the workforce in Arab States, including the most marginalized.
More women access equitable employment opportunities and services, increasing the rate of women’s participation in the workforce in Arab States, including the most marginalized.
Data reported for 2022 results against this indicator was obtained as part of a learning process on social norms and therefore may not accurately reflect the results obtained. Internal reviews of data collected on social norms across relevant indicators, coupled with external reviews, are informing the design of UN Women’s principled approach to social & gender norms change. This will be reflected in changes to the indicators to be introduced in the Mid-Term Review of the Strategic Plan.
Complementary indicators are identified as those in the results framework that are not repeated verbatim in the results framework of another United Nations entity, but are related or provide different but complementary lenses or insights into the same issue, high-level result and/or area of complementary work, such as a Sustainable Development Goal target.
ComplementaryWomen, men, youth and relevant institutions in the AS are better able to advance women’s economic empowerment by articulating tangible benefits of WEE and confront stereotypes on care-giving, and women in the world of work
LAS advances the women’s economic empowerment through improved advocacy and policy making with focus on key enablers (i.e. gender responsive procurement, unpaid care)
The private sector implements common practices that attract, retain and promote more women in business
Data reported for 2022 results against this indicator was obtained as part of a learning process on social norms and therefore may not accurately reflect the results obtained. Internal reviews of data collected on social norms across relevant indicators, coupled with external reviews, are informing the design of UN Women’s principled approach to social & gender norms change. This will be reflected in changes to the indicators to be introduced in the Mid-Term Review of the Strategic Plan.
In addition to results reported by UN Women field offices (shown here), results achieved in countries and territories through the United Nations Trust Fund to End Violence against Women (UNTF) are included in a non-duplicative manner in the global reporting on this indicator (see the Our Global Results page).
Ministries and institutions in the Arab States use regional WEE statistics, and tools to advance normative frameworks and services towards women’s equitable participation in the workforce
Greater impact of the UN achieved towards advancing women’s income security, decent work and economic autonomy
More women access equitable employment opportunities and services, increasing the rate of women’s participation in the workforce in Arab States, including the most marginalized.
The goal of increasing the women's labor force participation rate in the Arab States from around 20%, where its been stagnant for two decades, has been a priority for the UN Women Regional Office for Arab States. The legislative changes supported in Egypt, Jordan and Palesine through the JP, along with the regional committment by the League of Arab States paired with the region-wide work on the WEPs contribute to achieving that. With the goal of reducing the gender gap in unpaid care and domestic work and contribute to transform social norms that impede women’s access to paid employment , UN Women achieved some important milestones through critical reforms of relevant normative frameworks . At the beginning of 2022, three labor laws were reformed to approve or enhance paternity (fathers') leave in Egypt, Palestine, and Morocco thanks to advocacy work undertaken by UN Women in cooperation with other partners. These milestones were achieved as a result of policy dialogues and advocacy campaigning organized by UN Women during previous years at both regional and country level. In Egypt, one day of paternity leave was approved through its labor law reform; three days for civil servants in Palestine; and 15 days for civil servants in Morocco (an increase from the existing three days paternity leave approved some years ago). Although these legal reforms cannot be considered as best practice -as the global best practice for parental leave entails a fully paid leave, of equal duration for both parents and non-transferable-, they constitute a positive gradual step to achieve more equal and meaningful paternity leave , increase the engagement of men in childcare and reduce the burden of unpaid care on women in the longer term .Disclaimer and notes
References to Kosovo shall be understood to be in the context of United Nations Security Council resolution 1244 (1999).