USAID increases women’s participation in the global workforce to strengthen economies, fuel economic growth, and catalyze social development. Through its Engendering Utilities program, USAID identified the employee life cycle as a key entry point to effecting long-lasting and impactful change within partner organizations.
From attraction and talent outreach to separation and retirement, there are numerous opportunities to promote gender equality within organizations. To serve as a guide for implementing gender equity practices throughout the employee life cycle, USAID developed this Practices Framework. Within each category, multiple best practices are outlined that are derived from an extensive literature review of global resources and complemented by lessons learned.
A description is provided for each best practice, as well as potential implementation challenges; examples of successful implementation; and tools, resources and templates that provide additional information on each best practice. Despite the evidence demonstrating women’s value in the workforce, women continue to encounter structural barriers to participating in the world economy, particularly in industries traditionally dominated by men. Globally, the labor force participation rate for women is 27 percent lower than the rate for men.
On average, women work fewer hours for pay or profit either because they opt to work part-time or because part-time work is the only option available to them. In some countries, gender gaps in hourly wage rates for similar work can reach 40 percent.