IPSOS VIEWS

UNDERSTANDING SOCIETY

A WOMAN’S WORLD Foreword

Editorial: Alex Bollen Jessica Bruce Anne Esser Olivia Ryan

Information www.ipsos-mori.com [email protected]

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Welcome to A Woman’s World, good data can contribute to policies 13. 25. the latest edition of Ipsos MORI Social and programmes that make a tangible 03. Research Institute’s Understanding difference to women’s lives. There’s Women and work: Gender equality: Society. much more that needs to be done, but Foreword Closing the gap in Australia It matters for men too Gender equality benefits everyone, we should be inspired by what’s possible by Kelly Beaver not just women; it’s the necessary to provide a platform so that women’s Kathrina Phan, Jessica Elgood Nigina Abaszadeh foundation for a peaceful, prosperous voices can be heard and we can achieve and sustainable world. a more prosperous and equal society 04. But to work towards achieving for all. equality, we need to truly understand We are committed to understanding Leading change: 16. 28. the realities of women’s lives. In this society through the social and economic Corporate Diversity Lets talk about sex! An interview with the edition of Understanding Society we research we conduct in the belief that Responsibility: Hon Julia Gillard …but only if you're married therefore bring together a collection of this leads to better politics, policy and Building better businesses articles, based on our research with a practice. If you would like to discuss any Kelly Beaver Sunny Sharma diverse range of women all around the of the research here, please get in touch. Benja Stig Fagerland world, including those who have been We’d love to hear from you. displaced because of conflict, those who 06. 30. struggle to get to work due to domestic violence, and those at the very top of Mind the gender gap: 18. Women's voices, Kelly Beaver business and public life. Reporting identity: women's vote: From rhetoric to reality We are delighted to have Managing Director An interview with Megha The 2018 Irish Abortion contributions from trailblazing women: Ipsos MORI Katherine Shipton Mohan, BBC World Referendum Julia Gillard, Australia’s first woman Prime Social Research Institute services Gender & Identity Minister and now Chair of the Global Correspondant Susan Huggins Institute for Women’s Leadership, and @KellyIpsosMORI 08. Megha Mohan, the BBC’s first ever Fiona O'Connor Gender and Identity Correspondent. Violence against We have articles from experts in their women: 33. fields: Nigina Abaszadeh, who works in This is a woman's world The cost on economic 20. Gender and Human Rights for the United participation Nations Population Fund (UNFPA), and Invisible barriers: Darrell Bricker, Ipsos Global Nata Duvvury and Stacey Scriver, leading CEO Public Affairs and author Nata Duvvury, Stacey Scriver The challenges faced by academics specialising in gender and of Empty Planet Muslim women in Malaysia economic participation from NUI Galway. And Darrell Bricker, Ipsos’s Global CEO 11. Nik Tasha Nik Kamaruddin, for Public Affairs, discusses how the Lars Erik Lie 35. changing roles of women will shape the It's a business problem: future of global population growth. Intimate partner violence and Final reflections on Here at Ipsos, we don’t just contribute the Turkish workplace 22. gender equality: to important debates, but shape them through the collection and interpretation No place like home: How will we know when we Nuray Özbay of evidence that stands up to scrutiny get there? Empowering women in and challenges the status quo. We hope displacement that this edition of Understanding Society Jessica Bruce, Olivia Ryan does just this by shining a light on the Kaitlin Love diversity of women’s experiences across the globe, and demonstrating how 2. 3. Ipsos MORI – Understanding Society June 2019 Leading change – An interview with the Hon Julia Gillard

Leading change An interview with the Hon Julia Gillard, former Prime Minister of Australia and Chair of the Global Institute for Women’s Leadership Kelly Beaver

KB: You’ve established the Global will clearly be with you for the rest of KB: In 2012, you made a famous day and there were great headlines dismayed when you see very learned Institute for Women’s Leadership at your life. We do know that a girl who speech in Parliament where you about them, there was a spring in bodies come out with statistics that tell King’s College. Could you tell me gets an education is more likely to marry commented vigorously on misogyny their step, and they were happy. If it us that we won’t be in a gender equal about your vision for the institute and later in life; she’ll choose to have fewer and sexism1. How do you think that was a bad news day, they were really world for 150 years or 200 years – we’ve what you hope to achieve? children; her children will be more likely changed public perceptions of you as physically drawn into themselves. I got to do better than that. to survive infanthood, more likely to be a female leader? remember thinking then you can’t get In terms of the top interventions, vaccinated, more likely to go to school. on that rollercoaster; you have got to in some ways that relates to the I truly hope that the Global Institute In countries like the UK and have a sense of self that is not riding research that we’re doing at the Global for Women’s Leadership at King’s There was a real difference between Australia, we’ve sort of moved past the those waves. Institute for Women’s Leadership. But College can make a difference to the how that speech was seen and educational equality issue. When you if I could say one thing, I’d say that evidence base about what works to reported in Australia compared with look at who comes out of universities, it KB: There are several latent leaders need to genuinely engage. clear the obstacles out of the way for around the world. Around the world, tends to be disproportionately women. stereotypes about women who are We won’t change this if in businesses, women who are aspiring to leadership it was immediately noted as a “go- Now, that doesn’t mean that there business leaders that label them as it’s parked in the human resources and making sure, when they are leaders, girl” moment and was celebrated. In Julia Gillard is the first woman ever aren’t any issues, because when we’re unlikeable, playing hardball or department and the CEO, the Chair of that they are fairly evaluated not Australia, it came with the penalty that to serve as Australia’s Prime Minister or talking about science, engineering, masculine in their approach. How can the Board and Directors on the Board through the prism of gender. many women experience when they Deputy Prime Minister. She was the 27th maths and technology, it can still be women overcome the challenges of never really engage. In politics, it won’t I’m very enthusiastic about this role call out sexism; I was accused of playing Prime Minister of Australia from 2010- quite gendered. But really, it’s not the these stereotypes? get fixed unless leading figures like because it frustrates me – when we’ve the gender card, of starting a gender 2013 and Deputy Prime Minister from numbers in schooling or university that Prime Ministers and Leaders of the got so much to do to achieve a gender- war. So actually, politically, I don’t think 2007-2010. During her time in office, is the critical issue now for women’s Opposition engage. equal world – that people are investing it assisted me in any way in Australia. Whether it’s politics or business, Gillard was central to the successful equality; it’s what happens to them in It’s looking for that and turning in things that aren’t evidence-based and Now with the benefit of a few years if a woman has got to the top, there management of Australia’s economy their work lives and the artificial barriers all of the talk into effective action don’t work. Indeed, sometimes investing removed, I think it’s looked back on as are unconscious biases that come during the global economic crisis, and that get put in their way. through leadership engagement and in things that are counterproductive. saying something that was important in to the fore – she’s got to be pretty she reformed Australia’s education at making sure that what is changing is We want to deepen the global Australian politics. ruthless, pretty tough, pretty hardball. every level from early childhood to KB: Thinking about your time in truly measured so that we can see the evidence base, and we want to make In some ways, I think the best way to higher education. In 2012, she received politics, when you became Prime difference. That should be the agenda sure that the information about what KB: In your autobiography, you overcome those stereotypes isn’t for worldwide attention for her speech in Minister in 2010, you were subject to a for the next five years. will best make a difference gets into the touch on the importance of female the female business leader or politician Parliament on the treatment of women great deal of sexist and misogynistic hands of people who can use it and will leaders having resilience. Can you tell to do something different but for those In conversation with in professional and public life. comments. In your opinion, what was really put it to work. me a little more about what you mean around to actually call out that sort of Kelly Beaver Gillard is the chair of the Global the hardest thing about being a by resilience2 and why that’s so stereotyping and get people to think Managing Director Partnership for Education, a leading woman in politics? KB: You are well-renowned for your important to help women achieve about it. Is there anything that she has Ipsos MORI Public Affairs organisation dedicated to expanding work on education. Do you see gender equality? actually done that justifies it? Or are access and quality education education as the biggest issue in I think the hardest thing is the we just automatically doing it and we worldwide. She serves as Patron of achieving gender equality? sense of frustration which comes with should cease doing it? Camfed, the Campaign for Female I think all leaders need to be resilient. knowing that air time is being taken not Education, which tackles poverty and Whether you’re at the top of business or by the important messages that you KB: Last year on International inequality by supporting girls to go to I think there’s a bit of a differential politics or the law or the news media, it are trying to convey to the community, Women’s Day, you wrote that “In spite school and succeed, and empowering picture around the world. I chair the can be a tough life. But I think because but really silly things like what you’re of the truly remarkable social, young women to step up as leaders Global Partnership for Education, and there’s still this gender bit – women wearing, or what your hair’s doing that economic and political strides for of change. She is the Chair of Beyond we work with the 67 poorest countries need a special form of resilience. day, or commentary about whether women around the world over the last Blue, Australia’s leading mental health in the world. In those countries, we see For me, it comes down to having a or not you’ve got children, what your generation, we’re far from the goal of awareness body. more than 260 million children who sense of self that isn’t hostage to the family structure is. full gender equality.”3 In your opinion, In April 2018, Gillard was appointed aren’t in school. When we get behind swings and roundabouts of the media I also think that for many women too, what should be the priorities over the Inaugural Chair of the Global Institute that number, we disproportionately reporting or social media. I’d had the there’s a real sense of hurt. Social media next five years to achieve this goal? for Women’s Leadership at Kings see that the children who are missing experience as a younger politician particularly can be incredibly cruel to College, London. out are girls. If you don’t ever get to watching some of the then more senior women politicians. I experienced a bit go to school, or if you don’t ever finish female figures, and you could see for I do want to see us make real of that. I think it’s turbo-charged in the primary school, then that disadvantage some of them that if it was a good news progress in the next five years. I get very years since. 4. 5. Ipsos MORI – Understanding Society June 2019 Mind the gender gap – From rhetoric to reality

Mind the gender gap The 9 in 10 Katherine Captains From rhetoric to reality Shipton of Industry

half of Captains agreeing. What is most who say they remarkable about this finding is that this Are we making means the nine in ten Captains who say they are actively promoting and progress? are actively championing diversity and inclusion in their companies may only be doing promoting and this because of the heightened rhetoric To take stock, last year, research around women and gender equality, shows that there were more people potentially as a result of #MeToo called Dave leading FTSE 100 companies championing movements and initiatives such as the than there were women or people gender pay gap reporting. from ethnic minority group. There were diversity and nine called Dave, five from a minority ethnic background and six female chief Equal pay and executives of FTSE 100 companies. Of inclusion these six women, five were appointed in the gender pay the last five years. in their Optimistic perceptions of reality gap reporting and potential for progress have a complicated relationship. We need companies to think that things have got better to believe that we can further improve As our research for International may only be them. But we cannot let optimism make Women’s Day shows, equal pay is the us complacent. The general public’s most important issue facing women in perceptions of women in business doing this Britain, with 29% of people citing it as an leadership and equal pay may, therefore, issue4. But nearly half (48%) of Captains be a double-edged sword. However, the say that they have not taken any action because of the reality is that women in the workplace as a result of the reporting requirement and the boardroom have not seen much aside from reporting it. While rhetoric of an improvement, and we have even heightened may be improving, there is less evidence further to go to address gaps in ethnic of real change at the top. diversity. To ensure women succeed, Of the 9,961 companies that filed rhetoric In 2018, we celebrated 100 years of In this year’s annual Captains of diversity and inclusion in their companies business leaders need to take a critical by the deadline of 4th April, the hourly women’s suffrage in the UK. While the Industry survey, Ipsos spoke to 100 of the seems unsurprising. Over nine in ten look at what is impacting progression median gender pay gap reported is centenary milestone was celebrated, the top business leaders in the UK about their Captains now say that they agree with and performance of women in the around women 9.6% – no significant improvement media has been dominated by stories views on diversity in the boardroom. this statement, with 65% stating that workplace, including burdens from from 9.7% last year.5 Additionally, over of gender inequality both in and outside they strongly agree, up from 44% in outside the workplace. Hopefully, four in ten private companies that have and gender of the workplace. Artificial barriers are 2016. Three in four Captains (77%) agree bosses’ apparent commitment to published their latest gender pay gap are preventing women from progressing in that they are actively trying to increase boardroom diversity is a sign of Women and reporting wider gaps than they did last their work lives, and we know from Ipsos the number of women on their main better things to come. equality year. One challenge facing employers is research that equal pay is a key concern board, reflecting commitment to gender diversity in the the fact that some measures designed for women in the UK. The government diversity and the heightened profile to lower the gender pay gap in the has recently taken steps to address this of gender equality. The number that boardroom long term could increase the gap in the through requiring reporting on equal strongly agree has also nearly doubled short term – such as hiring more young pay, and social movements such as since 2016. women. According to the CBI, 24% #pressforprogress may be having an However, the number that are actively Considering the focus in the media, report they are placing a greater focus effect too. But is this enough to smash trying to increase the representation of the increase in Captains saying that on improving gender diversity in entry- the glass ceiling? ethnic minorities is far lower, with just they actively promote and champion level recruitment. 6. 7. Ipsos MORI – Understanding Society June 2019 Violence against women – The cost on economic participation

Violence Nata against women Duvvury Women Stacey experiencing The cost on economic participation Scriver intimate

NUI Galway, in partnership the partner Violence is International Center for Research on Women and Ipsos MORI, has carried an overlooked out a study on the economic and social violence lose impacts of violence against women and barrier to girls, which highlights the challenges half a working VAWG creates for employment mobility women’s and attainment of managerial positions. The study, which received funding from month per economic the UK Department for International Development, surveyed approximately year as a participation 100 businesses in key economic sectors in the main industrial cities in Ghana, Pakistan and South Sudan. Female consequence There is a wide body of literature on employees surveyed included 391 how unequal gender power dynamics women in Ghana, 268 in Pakistan and 323 and explicit discriminatory practices in South Sudan. prevent women from accessing higher Across all three countries, a significant managerial positions within institutions, proportion of women have experienced businesses in particular. Yet, the impact intimate partner violence by a current or of violence has often been overlooked former partner in the previous 12 months as a potential barrier to participation and – 27% in Ghana, 14% in Pakistan and 35% opportunity for women in economic life. in South Sudan. Women were asked This is changing. Within the last about the consequences of intimate year, #MeToo movement has turned partner violence on their productivity a spotlight on the pervasive culture of in terms of absenteeism (missing work), sexual harassment and sexual violence tardiness (being late) and presenteeism in sectors such as entertainment, IT (being less productive). A significant and global finance that has explicitly proportion of female employees were limited women’s opportunities and absent, late and less productive as a promotion to the higher echelons of result of intimate partner violence. In decision-making. However, the ripple Ghana and South Sudan, the proportions effects of intimate partner violence on were particularly high, with more than women’s participation in the business half of women who were subjected to world has received less attention. intimate partner violence experiencing balance needs to be systematically and Another key SDG gender equality Deepening understanding of this barrier, these impacts. Achieving comprehensively tackled to advance target is ensuring women’s full and and the means to adequately address it, Women were asked how many gender equality and empower women. effective participation and equal is an important step in achieving working days they lost in the previous equality One of the key targets of the opportunities at all levels of decision- gender equality. 12 months due to absenteeism, tardiness gender equality SDG is the elimination making in political, economic and or presenteeism due to intimate partner of violence against women and girls public life. The achievement of this violence. The average was equivalent to Equality is the foundation for the (VAWG). VAWG includes intimate partner target is measured by the proportion half a working month: 14 days in Ghana, sustainable development of societies. To violence, family violence, and violence of seats held by women in national Researching 10 days in South Sudan and 17 days achieve it, the unequal gender power in schools, workplaces and public parliaments and local government, in Pakistan. balance has to be addressed. The spaces. It is widely acknowledged as as well the proportion of women in the impact of overarching global framework of the a fundamental human rights violation managerial positions. Sustainable Development Goals (SDGs) that is fuelled by an unequal gender violence 2030 sets out how this unequal power power balance. 8. 9. Ipsos MORI – Understanding Society June 2019 It's a business problem – Intimate partner violence and the Turkish workforce

It's a business problem Nuray Intimate partner violence and the Turkish workplace Özbay

An obstacle to The impact of intimate partner violence on work performance A widespread advancement Figure 01: % Women who experienced intimate partner violence by a current or problem former partner in the past 12 months

In addition to the direct economic Ghana Pakistan South Sudan costs of these lost working days, these The experience of intimate partner impacts have serious consequences violence is unfortunately all too common for women’s advancement potential. 52% among women working in the Turkish For example, a US-based study found private sector. According to a study that Absent 37% that women were less likely to work Ipsos has been conducting for Sabanci full-time in the year after an episode of 53% University Corporate Governance intimate partner violence, impacting on Forum’s Business Against Domestic their ability to take up opportunities of Violence Project since 2014,7 three- training or upgrading skills, limiting their quarters (75%) of white collar working promotion opportunities.6 women have experienced at least 61% Failure to understand the impact one type of violent behavior from their of violence in the private sphere on Tardy 37% intimate partners in the last five years. women’s public and economic lives Psychological and emotional violence is 58% may lead employers to view women’s most common (64%), followed by social lost days as evidence of a poor work violence which includes acts such as ethic, insufficient commitment to the becoming angry when talking with other organisation, or lack of ability. Women men and controlling where the woman burdened by violence may thus be less 58% goes and whom she meets (52%), likely to be perceived as candidates for physical violence (23%), and economic Less 26% advancement to managerial positions. productive violence (23%).8 As Nata Duvvury and These are the dynamics by which 71% Stacey Scriver point out in their article, violence by intimate partners can the effects of violence can be limiting for obstruct the achievement of the gender women’s career advacement. However, equality target of the SDGs. the effects of violence also cost The costs of violence against employers money through staff absences women in terms of their working lives and poor performance. Initimate partner and potential to advance must be violence is a issue for both the public and recognised. Improving knowledge the private sector. among businesses about VAWG is an important step. Identifying the role of businesses and other Women do not organisations in addressing intimate partner violence, through for instance seek help from workplace prevention programmes and interventions, is also critical. Such action the workplace needs to be taken to achieve the equality of opportunity necessary for women’s leadership in economic life. According to our study, almost all (91%) working men and women think that intimate partner violence impacts work 10. 11. Ipsos MORI – Understanding Society June 2019 Women and work – Closing the gap in Australia

Women Kathrina Phan There are and work Jessica a myriad Closing the gap in Australia Elgood of things life either considerably or completely. within working hours or the facilities of However, companies or employers the company.9 the private are not seen as a source of support in Violence against women is a cases of violence, as only 8% of men multifaceted issue which pervades all sector can and women would consider seeking aspects of life, including the home, work support from someone in the workplace, and social spheres. Solutions, therefore, like managers, human resources staff, or must be holistic, drawing in a wide range do to combat colleagues. Almost half of the women of actors. Intimate partner violence is a surveyed (45%) stated that they would be business problem, and private sector intimate embarrassed to share their experience of companies have a crucial role to play in violence with their managers. tackling it. And as the research presented in these two articles suggests, it makes partner business sense for companies to do so. violence Companies have a role to play

Although most people do not see the workplace as part of the solution, there are a myriad of things the private sector can do to combat intimate partner violence and minimise its adverse effects on survivors. The Business Against Domestic Violence (BADV) Project is an example of an initiative that implements support mechanisms in the workplace, while providing tools, methods and best practices to companies. To date, 51 companies have created a Domestic There are other signs of gender Violence Policy for their employees. Down under inequality in the workforce as well. Respect The BADV project’s recommended Despite women making up 47% of the approaches include developing training employment market,14 women continue programs that target all employees in Australia is slipping down the world to be overrepresented in part-time and Above all, working women value order to create awareness around the rankings for closing the gender gap. casual labour markets and spend almost being treated with respect at work and definition and the perception of violence, In 2006, the World Economic Forum twice as many hours performing unpaid job security. Almost all women said this defining psychological counselling as described Australia as a ”leader,”10 ranking care work as men.15 matters to them, and, for four in five a part of the health benefit plans of it 15th out of 115 countries. Over a decade Ipsos Public Affairs, Sydney was (80%), these two aspects ”matter a lot”. In the employees, offering employees later, progress has stagnated; Australia commissioned by the University of discussion groups, women highlighted who are at risk the option of relocation now comes in at 39th.11 The Australian Sydney to explore what work life looks the value in creating strong, supportive to a different work place, and closely Human Rights Commission reports that like for young working Australian women relationships with their employers and monitoring and penalising cases of men’s average weekly pay is over $250 and what they need to be supported the enjoyment derived from a mutual workplace violences. Last but not least, higher than women’s.12 The gender pay in their future working lives. Here we sense of commitment. there are measures companies can take gap is currently 15% and has remained share four of the key learnings from our However, this is not the reality to prevent the perpetration of violence largely flat for the last two decades.13 Women and the Future of Work report. experienced by every woman, as two- 12. 13. Ipsos MORI – Understanding Society June 2019 Women and work – Closing the gap in Australia

Above all, Just three in working five Australian women value thirds (68%) agreed their manager treats that some could not justify working Four-fifths of working women (80%) in women (61%) them with respect, and 59% agree that ”against the day care bill.“ Flexibility and the survey agree that having a partner being treated their job is secure. Only around half said to share responsibility for childcare and agreed that they receive adequate recognition at training matter household domestic work is important to with respect work and feel valued (48% and 56%, Discrimination their success at work. respectively). It’s not just a question of men stepping women and and Nine in ten women believe having up though. Ipsos research on behalf at work and the right skills and qualifications (92%), of the Global Institute for Women’s men are treated Managing harassment and access to the flexibility they need Leadership and International Women’s job security, (90%) will be important to their career Day shows that most Australians agree work and success. However, in practice just two in that employers should make it easier for equally in their five (40%) can access free or affordable men to combine childcare with work Just three in five Australian women but only two- training, while 61% have the flexibility they (76%, slightly higher than the global family life (61%) agreed that women and men workplace need. Our research shines a light on the average of 73%). And just under half are treated equally in their workplace. gap between what women need and of Australians (44%) believe that not thirds agreed Women gave examples of the subtle what is actually available to them. enough is being done to encourage The prospect of having to juggle their and not so subtle ways in which they Flexibility was a top-of-mind issue for equality in regard to looking after working lives with caring responsibilities experienced gender discrimination. their manager many working women in the qualitative children and the home16. weighs heavily on young women. Many Less overt forms of discrimination research, particularly for those with children Employers must also listen to what talked about grappling with this dilemma included being spoken over, not being or who are contemplating starting a family. women say they need to succeed in treats them early on – would they have to sacrifice taken seriously and having to present Access to flexible work arrangements was their working lives and provide both their careers (or accept a pause), or themselves differently to receive the a crucial factor for these women when training and flexibility. Otherwise the gap would they decide that work fulfilment same level of respect as their male with respect considering a role. Many women could not between what women need and what is was more important than becoming counterparts. envisage how to perform their jobs without on offer in the workplace will remain, and a mother? “I have noticed a difference depending support to accommodate the demands of Australia will continue to lag behind. “It seems really hard for me to get my on how I wear my hair and how I dress. family life. head around it – to have children and If I wear my hair up, if it is short and, in maintain the job that I’m doing. So … I a bob, and I know this is ridiculous, I have kind of told myself that I don’t want get a lot more equality when dealing Closing to have them. But sometimes I question with men.” that – If I would actually like to, or if it is Brisbane, higher skill/pay the gap too hard.” working woman Brisbane, working woman Some women described incidents Women dealt with these of harassment, particularly in male- Despite all of this, women are fairly predicaments in different ways. For some, dominated industries. Indeed, one in ten optimistic about future gender equality the decision was easy, but the ”how” (10%) said that they currently experience in the Australian workforce – half (53%) was yet to be determined. Several spoke sexual harassment at work. In extreme believe it will improve. Reflecting on their about an expectation that as mothers, cases, women described how they workplaces, many felt that men were they need to go to greater lengths to had been effectively silenced from oblivious to gender inequalities, but that shape their working lives around their speaking out: most would be onside to correct this, if caring responsibilities. made aware. “If you do say something, you basically While all working women mentioned While women and men share some just have to cop it on the chin … the struggle in achieving a good work- common workplace values, the desire otherwise [they say] ‘you’re going to life balance, this was most marked for support at work and home is arguably get upset by something so small?’ … for mothers. Although some mothers more pronounced for women. But the ‘how were you going to cope in a job welcomed the mental stimulation of pressure to balance career and family like this?’” work, the high cost of childcare meant should not just fall on women’s shoulders. Parramatta, working mother 14. 15. Ipsos MORI – Understanding Society June 2019 Corporate Diversity Responsibility – Building better businesses

Corporate Diversity

Responsibility Benja Only about a Stig Building better businesses Fagerland quarter of top management CDR builds on the concept of Corporate the business and among its customers Social Responsibility; its aim is to achieve and stakeholders. positions better utilisation of human resources CDR is about how an entire corporate within business, which will in turn lead to culture changes to achieve diverse a more sustainable, robust organisation. sustainability. It's about how companies are filled CDR is not about the number of women take their female talent seriously, by in managerial positions, but rather focusing on what women actually by women how organisations encourage female want and need in 2019, rather than leadership and indeed diversity of being guided by assumptions and all sorts. Having greater diversity in stereotypical perceptions. Our hope is globally, with leadership is a business advantage which that CDR will be seen as a new way of can strengthen corporate culture and looking at sustainable economic growth little variation improve managerial decision making; it for business, and a means to balance can produce more and wider innovation, organisational performance across better resilience and deeper trust within profits, people, and planet. between regions SHEconomy’s CDR approach

Ipsos’ Global Trends study of 22 has the potential to benefit countries shows that most people think things would be better if more business in multiple ways: women held positions of responsibility in government and companies.17 But we are still some way off achieving better It helps to identify and strengthen broader representation of women in business leadership. Only about a quarter of narrative about the business case for diversity, top management positions are filled with a common and shared goal. by women globally, with little variation 18 1 between regions. Talking about the 'glass ceiling,' the It reflects people’s intersectional complexity invisible roof that prevents women making it to top management, is not and different identities instead of focusing particularly helpful as it offers no practical on only one specific aspect of social or solutions to the problem. Instead, we 2 should focus on tangible obstacles – the demographic characteristic. things that get in the way of women on their path to leadership. The benefit of framing the discussion in these terms A focus on cognitive diversity recognises that is that the barriers can be identified, demographic equality — rather than being its mapped, circumnavigated, and ultimately removed. own end — is useful as a visible indicator of With this in mind, the SHEconomy 3 progression toward diversity of thinking. team works with the concept of Corporate Diversity Responsibility (CDR). 16. 17. Ipsos MORI – Understanding Society June 2019 Reporting identity – An interview with Megha Mohan

Reporting identity An interview with Megha Mohan, BBC World Service’s Gender & I’m not an Identity Correspondent Fiona advocate O'Connor and I’m not FO’C: Your work so far has covered I think any aspect of getting several situations where women are people together in professions, or was doing an interview with the African So, for example, today I had an e-mail an activist. being silenced by society. How do any environment where you have a breakfast show here, and they were from somebody saying, “why did you you grapple with what needs to be shared goal or a shared experience is saying that when it comes to reporting say in your headline that it was ‘the I’m here to said but is often repressed? only a good thing. It would be nice in in Burundi, we’ve traditionally reported secret language of lesbian love’? Why journalism if more of an effort was made on these ethnic tensions between the didn't you say it was the secret language When you become a journalist who to be more inclusive of everybody. It’s Tutsis and the Hutus. As an international of love?" And she added, "love is love, tell people’s has a beat, the stories come to you in a very hard when you’re starting out in reporter, I want to look at breaking and it is bigoted to suggest otherwise." way. People will let you know what they journalism and you want to go to certain down country stereotypes. I understand where she is coming stories and want covered. The way some journalists events and they cost a lot of money, or That is the beauty of the World from. Having said that, when you have operated is to call up an NGO and you don’t feel self-represented. I think Service, that our stories are multi- speak to a woman in Burundi and she ask for access, and then you get access that these initiatives are all a great thing. dimensional and reach multiple uses the term homosexual or lesbian challenge through the NGO. That is really not We’re really trying in the Second Source platforms. It’s a 43-language service. because it doesn’t matter to her as how we want to work in the specialist to be so mindful when it comes to We think about how we reach those much as the woman sitting in London unit. We’re immersing ourselves in sexuality, when it comes to race, when it Before her appointment as the BBC’s people when underserved audiences. who is much more savvy to all these worlds where people are coming and comes to socio-economic backgrounds, first Gender and Identity Correspondent, The media bubble in London terms as a micro aggression, you have telling us: “these are the needs of the because all of those things so far have Megha was a senior multimedia staff doesn’t matter to me. This has to mean to reflect that in the reporting by using I need to communities”. been barriers to people feeling that they reporter at the BBC’s Digital Current something to the girl in Tanzania and her language. Language that someone Once we file these stories, we can be represented. I think it would be Affairs department. There, she told the girl in Hull and the boy in Nairobi in the West who discusses gender and have to think about how we reach the really wonderful if more voices from stories on subcultures across Asia, and the guy in Alaska. It has to mean identity in a very academic way may silenced communities. Media reviews all those backgrounds were actively Africa, the US and Europe, with a focus something to all of those people, find problematic. That is really hard for a piece which has got some lovely looked for. on gender. She is also a founding otherwise I have failed. because you want to please everyone graphics for the front page of the BBC member of The Second Source, which when you’re doing stories about the are great, but I need the women in rural FO’C: Finally, how can journalism best was created by a group of female FO’C: What has excited you most underrepresented. Burundi to also know that this piece has communicate issues of gender journalists to tackle harassment and about your first six months in the role? gone out. identity and equality to the public? create an alternative network for FO’C: How can we try to unpick what women in the media. We’ve got this unique opportunity in gender and identity mean? FO’C: It must be very difficult to I think, fundamentally, journalists terms of galvanising global perspective divorce yourself and your feelings should be vessels for other people’s FO’C: You were hired as the BBC’s to show the whole prism of human One aspect that I’m going to be from what you’re reporting and to not stories and literally know them. I don’t very first Gender and Identity experience. One thing that has really looking at is the notion of safe spaces. bring your lens to bear on a story. think we’re the story. I don’t believe we Correspondent in September 2018. excited me about this role is that I There are arguments on what gender should ever be the story. It’s a really I’d like to start with your take on the feel that gender reporting so far has means and the difference between I try really, really hard not to do that, privileged job. It’s a ringside seat to context for your appointment. either lionised women to be these, like, gender and sex and these subjects because it’s just not what I’m paid to history and seeing how we all interact badass, trailblazing women or they’re are emotive. Nepal has a really old do. I’m not an advocate and I’m not an with each other. If you disappear and There is this whole scope of stories destitute women. The whole experience transgender community, and they call activist. I’m here to tell people’s stories you become a conduit for the story, from the human experience that we in between is lost. You don’t really have it “third gender”. It’s a traditional, old and challenge people when I need to. that’s the best thing. The thorny issue haven’t touched as journalists and as that when it comes to men; you really identity. In Kathmandu, trans women That’s what we’re supposed to do. I am with gender is that because language story tellers. So, I think that’s a context do have all those grey spots in between use female bathrooms, and no one bats an advocate for journalism, I think that is so sensitive, you’re in danger of of this appointment. Being part of the which give it a much more rounded an eyelid. However, in more rural areas, more than ever, good journalism is really upsetting a lot of people. It may sound BBC World Service means that I’ve impression of the male experience. they have what they call a third gender needed now. We need more women in trite, but I’m going to be as sensitive as I got this unique opportunity. I want to bathroom. That comes with its own set this profession as well. can to the culture that I’m in. Hopefully, be looking at the conversations that FO’C: And what have been of challenges because a lot of trans people will understand that we’re doing are happening with women all over the challenges? women get harassed. We can look to FO’C: There are known initiatives, the best we can. the world. other societies outside our immediate like the women in journalism and I had a story coming out about how The biggest challenge when you do filter bubble and see that there are your own Second Source, to support millennial lesbians in Burundi use secret gender and identity stories is there is so lessons or insights or experiences that and establish women working in memes to communicate with each other much sensitive language around what we can learn from. the media. because it is illegal to be gay there. I people want to define themselves as. 18. 19. Ipsos MORI – Understanding Society June 2019 Invisble barriers – The challenges faced by Muslim women in Malaysia

Invisible Lars Erik Lie barriers Women must Nik Tasha Nik The challenges faced by Muslim women in Malaysia Kamaruddin work extra hard to prove Instead, Muslim Malaysian women “My behaviour with the male staff is pointed to the importance of cultural more pronounced and stricter so that that they biases and stereotyping as barriers they’ll accept my opinion and I can’t be to women’s equality. This starts early; left behind.” expectations tend to be different for Liberal Malaysian Muslim woman can manage women and girls than for men and boys. But are these issues unique to Muslim Growing up, girls have less room to women in Malaysia? Many pointed to commitments define their personal lives, with stricter equality being a key tenant of Islam. rules with regards to curfews and ways While there is a strong emphasis on the of dressing. The family’s respectability both at home outward manifestations of Islam, many can be judged by the actions of the women felt that religion was sometimes women of the family, whether it’s in manipulated to support unfair treatment. and at work terms of physical appearance or their behaviour in public. Both in private and “The concept of equality from an Islamic public life, women feel a pressure to point of view is in faith and piety. Islam present the image of a “Proper Muslim judges men and women from their levels girl”, carrying the weight of the family’s of faith. The amount of good one carries image and reputation. out doesn’t depend on what organ they have between their legs, rather the “Daughters need to always watch what actions they have done.” they do as they carry their parents' Strict Malaysian Muslim woman and the family’s image. Girls are usually watched by society, so their movements While Islamic law and these outward are limited, and they always have to traditions create unique barriers for say the right thing so that they look Muslim women in Malaysia, gender just right.” stereotypes that transcend religious and Strict Malaysian Muslim woman national identities were therefore the most salient examples of inequality to Cultural biases against women in the women in the study. Muslim women in workplace impact on equality as well. Malaysians are optimistic about Malaysia face unique issues, but they With a population of 32 million23, Malaysia is a diverse country; 69% of the For Muslim women, expectations of the future of gender equality. Ipsos may find common cause with women of population belongs to the Malay ethnic group as of 2018, 23% are Chinese, their role in the home may conflict research found that most women (54%) other religious identities and elsewhere and 7% Indian.24 The majority of the country (61%) practices Islam, while 20% with pursuing a career. This can have in Malaysia believe that gender equality – and that’s something we can all be practice Buddhism, 9% practice Christianity, and 6% Hinduism.25 real impacts on women’s economic will be achieved in their lifetime, among optimistic about. participation. With 55% female economic the highest of the 27 countries surveyed participation in 2016, Malaysia ranks (the figure was just 24% in Japan).19 And Although the official religion of considered that Malaysia is just and behind regional peers such as globally, Malaysians are among the least Malaysia is Islam, and this is practiced equal in providing basic opportunities Singapore, Thailand and Vietnam.22 likely to say there are more advantages by the majority (61%), Islamic law to all members of society, such as Even women in employment are today to being a man than a woman.20 applies only to Muslims. Civil law opportunities in education, employment affected by this stereotype; Muslim But there is arguably a long way to applies to the rest of the country, who and voting. women described feeling that they must go. A recent study by Ipsos on behalf of practice Buddhism, Christianity, and work extra hard to prove that they can Sisters in Islam – a Malaysian civil society “My definition of equality is something Hinduism.21 This means that different manage commitments both at home organisation that aims to promote the that is balanced or even. If in Malaysia, laws are in place between Muslim and and at work. Muslim women can feel rights of women – looked at the what you can take education as an example. non-Muslim women in areas such as they have to project a high degree of equality means to Muslim Malaysian Everyone, regardless of race, gender has divorce, inheritance and custody of professionalism at work, while male women, and how the intersecting a right to education.” children. Yet, in general, Muslim women colleagues will be taken seriously without identities of gender and religion impact Liberal Malaysian Muslim woman who participated in the Ipsos study having to put in the same effort. on equality. 20. 21. Ipsos MORI – Understanding Society June 2019 No place like home – Empowering women in displacement

No place like home Kaitlin Empowering women in displacement Love

Coping mechanisms of Syrian refugee women The risk Figure 02: % of Syrian refugee women or their households who… of violence Iraq Lebanon

82% Our research shows that displaced Have struggled to women are also more vulnerable to meet basic needs 79% violence. Almost 30% of women said that violence towards them has increased Have had to borrow 78% compared to before the Syria crisis, and money or sell assets to many felt that they have limited options meet needs 81% for respite or justice, believing that it is unlikely that authorities in displacement Have relied on less 44% nutritious food because it will respond positively or adequately. costs less 63% Syrian refugees who participated in Ipsos’ study spoke about experiencing Have restricted food for all 38% violence in the public sphere, including household members unwanted attention and harassment. 67% There were instances of attempted exploitation of Syrian refugee women, including among humanitarian service providers. Women who were the heads of their households, or living Violence against Syrian women in host countries without an adult male present, were most vulnerable. For some women, fear Figure 03: % of Syrian refugee women who… of the unknown and for their safety in According to UNHCR, the world is women to contribute financially to the As a result of limited financial displacement has led to them having far experiencing the largest refugee crisis household. While this may be viewed resources, four-fifths of women have Iraq Lebanon less interaction with the outside world since the end of the second World War.26 as empowering, some view it not as a struggled to meet their family’s basic than before. Millions of people are fleeing man-made choice, but as hardship required for the needs. While few women work formally and natural disasters to seek a better life. survival of their families. because of legal restrictions, some have “In Jordan, the violence rates have Believe VAW has increased 19% Recent Ipsos studies conducted with been forced to work informally, typically in comparison with before increased towards women. People think “I know many women whose Syrian refugees in Jordan, Lebanon and in traditionally female roles: cleaning the Syria conflict 37% Syrian women are in need and they will husbands are not working because the the Kurdistan Region of Iraq show that houses, mending clothes, watching do anything to get help.” opportunities for men here are very, very within an already challenging context, or tutoring children, and cooking for 72% Ghosoun, 54, Irbid, Jordan limited, so women are the ones who Believe VAW happens at gender inequality and discrimination neighbours or friends. At least 80% work. This causes huge mental stress.” least sometimes* 74% lead to particular suffering among rely on negative coping mechanisms Mona, 50, Amman, Jordan displaced women and girls who bear to deal with their economic hardship Accessing help disproportionate economic costs by borrowing money or selling assets, Believe the greatest risk of 81% and are at heightened risk of violence restricting food intake, or sometimes VAW is in the home* 48% and exploitation. Coping with withdrawing children from school – boys Displaced women often take on so that they can contribute to household Despite the breadth and depth of extra roles and responsibilities within economic income and girls to enter into an their needs, in the qualitative research, and outside of their homes. This may arranged marriage. we found the majority of displaced be because there is no adult male hardship women find the humanitarian assistance provider present, or because economic they receive to be insufficient and hardship means a heightened need for inconsistent, making them even more 22. 23. Ipsos MORI – Understanding Society June 2019 Gender equality – It matters for men too

Gender equality Nigina It matters for men too Abaszadeh susceptible to exploitation. A major barrier to accessing assistance is awareness – many women reported Empowering women not understanding the aid system, not being aware of what services exist, and in displacement not understanding how or where to access them. The findings from our studies confirm that women suffer the consequences of displacement particularly acutely. Therefore, it is essential to develop The United Nations Population gender-sensitive programming that can mitigate the risks faced by women in Fund (UNFPA) is the United Nations’ Barriers to displacement and that will empower them to meet both their daily and long- sexual and reproductive health accessing services term needs. With this in mind, Ipsos has proposed the following guidelines for agency. Their mission is to deliver best practice when working with women in displacement: a world where every pregnancy is Figure 04: Q: Why were you unable wanted, every childbirth is safe, and to access these services? 1. Prioritise women’s access to services and women’s every young person's potential is fulfilled. Iraq Lebanon empowerment through gender-mainstreamed Dr. Nigina Abaszadeh is UNFPA’s Regional Technical Adviser on Did not know where programming (which ensures that gender to access Gender and Human Rights for perspectives and the goal of gender equality Eastern Europe and Central Asia. 29% are central). 20% 2. Increase access to employment services and financial Did not know it was available resources for female refugees, actively targeting Challenging 20% them for livelihoods programming. times for 10% 3. Support interactive, safe spaces for female refugees gender Could not afford to meet, network and socialise, including availability equality of psychosocial support services. 12% 22% Improve information sharing and awareness raising Eastern Europe and Central Asia 4. are culturally and socially very diverse, of available services. but all countries have a strong gender divide and traditional gender norms. Promote accountability for violence against In parallel to the consequences of the 5. economic crisis, there has been a rise women, particularly within the refugee community. in conservatism and a backlash against women’s rights. Both factors have Recognise the positive correlation between the pushed governments to adopt austerity 6. measures which result in a growing strength of women’s movements and organisations reliance on women’s unpaid work. and gender-equal societies, and invest in women-led In addition, the elderly population is increasing in the region, and middle- organisations. aged women have become part of the so-called “sandwich generation.” 24. 25. Ipsos MORI – Understanding Society June 2019 Gender equality – It matters for men too

A narrow concept of masculinity Low quality public childcare means physical violence in their childhood are contextualised mainly as a women’s issue rather than an intellectual level. Studies working with adolescent boys and girls, does not that women provide unpaid care for more likely to be perpetrators of intimate as well. We at UNFPA strongly believe show that the emotional brain is a more because the transition into adolescence older people, look after one or more partner violence in their adulthood. that men are an important ally and should effective motivator than the rational brain. is especially central in shaping and dependent children, and, at the same They also show a greater tendency be motivated by the positive impact of Sixthly, many men actually do not maintaining masculinity norms. give men the time, try to combine paid employment toward less equitable gender attitudes gender equality for them and the well- oppose gender equality, but they don’t Programmes focusing on peer-to-peer and meet their career aspirations. and endorse statements about intimate being of society as a whole rather than know how to help. If this is the case, education or challenging masculinity freedom to Although women in the region generally partner violence such as “women should by fear, shame or guilt. the best approach is to show them and norms of young people can have a have a high level of education, the tolerate violence to keep the family There are a number of myths that explain concretely what they could do significant impact on gender equality. unpaid care responsibilities assigned to together” or “in some cases women create obstacles to men and boys to as an individual, in groups and within We look at the community level and live their lives them by strict gender roles do not allow deserve to be beaten.” These advocate gender equality. Firstly, gender institutions. Transferring strategies to men work with gate keepers, the media and them to follow their career aspirations. findings illustrate the intergenerational inequality might be dismissed by men for advancing women can help men sports clubs, but also with more traditional as they might Rigid gender roles impact on men, transmission of violence. as invalid, as privilege becomes a norm “walk the talk.” bodies like faith-based organisations. women, and their children as well. The Yet younger generations are more and is invisible to those who own it. On the country level, we try to look at gender divide restricts men’s role only receptive to change and to challenging Understanding masculinities is important. different entry points which are more want to to a breadwinner function and ties traditional gender roles and notions of Secondly, men might see gender From data appropriate for the specific country. In women’s primary value to their masculinities. Men acknowledge that inequality as a women’s issue rather Tajikistan, for instance, we work with reproductive role, maternal care and strict gender norms restrict men as than an issue that has implications for to dialogue sports clubs like taekwondo to involve the private sphere of home. caring personalities and as fathers. By everybody. Therefore, it is important to sports figures in the gender equality expanding the definition of fatherhood show men how gender stereotypes limit movement. In Turkey and Ukraine, we for men beyond being sole financial their choices as well. work more with the private sector to UNFPA advocates gender equality provider and protector for the family, Thirdly, gender equality might be involve men in paternity and care. Understanding at different policy levels, focusing in space is created for men to connect resisted by men out of concern that it Through our partnerships at different particular on long-term benefits. This can with others in relationships of greater will limit their own opportunities. The levels with governments, among civil masculinity be sensitive because gender equality emotional honesty and empathy. common misperception is that when society, academia, research institutions is often perceived as something that is Fathers who are more involved also women win, men lose. Helping men and individual experts we upscale and imposed from outside. Therefore, it is have female partners who report greater to see that gender equality benefits all institutionalise gender transformative UNFPA has supported a number important to package it in a culturally relationship satisfaction and stronger helps to reduce this resistance and make approaches, so they can have a of studies exploring the concept of sensitive way and use different entry feelings of support. them part of the change. Men need to wider impact. By working together, masculinity in the region, looking points for interventions. Data from A narrow concept of masculinity understand that gender equality does implementing projects, conducting specifically at gender attitudes, gender studies such as IMAGES help to define does not give men the freedom to live not mean they “get less of the pie,” but research, bringing and exchanging norms and notions of masculinity. For compelling arguments for a dialogue. their lives as they might want to. Specific that the pie gets bigger. global and regional expertise and instance, The International Men and UNFPA works in several streams. notions about harmful masculinity Fourthly, men might feel like they are experiences, good practice and lessons Gender Equality Survey (IMAGES) was One of them is gender-responsive vary across cultures, age groups and blamed for gender inequality. UNFPA tries learnt we can make a difference on the conducted in Azerbaijan, Georgia, family policies which offer a balanced ethnicities, but the common points are to avoid any labels such as “good man” ground to policy making and behaviour Armenia, Serbia, Moldova, Kyrgyzstan combination of fertility and career anti-femininity, achievement, avoidance and “bad man”. It is not about shaming or change with a long-term impact on and Ukraine. The findings show that aspirations, as well as addressing unpaid of the appearance of weakness, and blaming men but treating them as strong people’s lives. men are more likely to agree with rigid care work which is often considered adventure, risk and violence. allies with a common goal. or traditional notions of gender roles a secondary issue. This allows men Fifthly, gender inequality can be compared to women. Masculinity is to be further engaged with sexual, seen as an abstract business problem strongly associated with a man’s ability to reproductive and family planning related rather than something that creates a financially support his family, for instance Allies, not issues and to become more engaged disadvantage for women and girls, agreement with statements like “a man as fathers. At the same time, it allows men and boys. Sharing the stories of who does not have an income is of no opponents women to combine their motherhood women (and men) who have suffered value.” And men continue to dominate intentions, while building their career from gender bias, harassment or decision-making power in intimate path as well. discrimination is a powerful technique relationships. For decades, gender equality has Addressing harmful social norms is for invoking empathy and engaging men The survey has shown that men been considered a women’s issue, and another very critical area that we focus in the gender debate on an emotional who have witnessed or suffered from gender equality policies have been on. One approach we are taking is 26. 27. Ipsos MORI – Understanding Society June 2019 Let's talk about sex! …but only if you're married

Let's talk about sex! The Sunny …but only if you're married Sharma prevalence of contraceptive in Nigeria. In conservative Nigerian the health system differently to society, pregnancy or childbirth out unmarried women. In Nigeria, 58% myths is a of wedlock is frowned upon, leading of married women who are using to social marginalisation, being forced modern contraceptives report that they to drop out of school and, in many were informed about other potential real concern cases, being unable to achieve financial options by the healthcare provider empowerment. Further, in a country compared to just 31% of unmarried where abortion is largely illegal, many women. 52% of married women were women are forced into risky and unsafe informed about side effects of modern abortions. Two-thirds of all abortions in hormonal methods by the healthcare Nigeria last year were categorised as provider, compared to just 24% of being in the least safe criteria (i.e. outside unmarried women. health facilities and not using appropriate Married women are therefore being medication), and the majority of abortions better informed by healthcare providers were among those ages 20-24.28 to select a contraceptive method So why, in a country like Nigeria which works for them. It is therefore where modern methods like implants, not surprising to learn that unmarried injections and pills are widely available, women are much more likely to have are they not filtering down to these experienced an unwanted pregnancy young women who need them? The over the past five years, according answer lies within the health system. to the PMA, a global family planning performance monitoring agency – 44% of unmarried compared to 29% of Implicit bias married women.29 at work Supporting

Many women in Nigeria first hear women about the different methods available to them from nurses and other healthcare professionals. Over my career in health Healthcare workers are a vital source research, I’ve spoken to many nurses of information for women globally. teenage girls. ”Finishing the deed and across Sub-Saharan Africa and Southern In Nigeria and beyond, healthcare Contraceptive jumping out of bed quickly“ was another Asia and generally found them to workers should be trained specifically cited method which caught my attention. be highly motivated and dedicated to recognise implicit biases to better myths These contraceptive myths may induce professionals, often working in very support unmarried women with their a smile for their innocence, but their challenging settings. Yet, like the rest contraceptive choice. prevalence is a real concern. of us, healthcare providers are not Other channels and interventions A tall glass of lime and soda - a According to the latest UNFPA data, immune to implicit bias, in which we such as MTV Shuga, an edutainment refreshing drink for sure, but an effective effective contraceptive use remains make unconscious judgements about media platform targeted at younger form of contraception? low whilst teenage pregnancies someone. Marital status appears to be a audiences, should also be pursued to Last year, I was in Lagos conducting continue to be high in Nigeria.27 This key bias at play here. help educate younger women about a study into the family planning needs is especially problematic because an When asked to recall details of family contraception. And women should be of women, when my counterpart from unplanned pregnancy is almost always planning counselling with healthcare advised to save the lime and soda for Ipsos Nigeria told me that this was a a catastrophic event for an unmarried providers in both countries, it is evident when they are thirsty! common method used by unmarried adolescent girl or young woman that married women are experiencing 28. 29. Ipsos MORI – Understanding Society June 2019 Women's voices, women's vote

Women's voices, women's vote Susan The 2018 Irish abortion referendum Huggins

Opinion on abortion was slow to movements in Ireland, the significance of Stories were shared of girls as young change. Only five years previously, a poll the abortion vote was felt by the young as 16 taking abortion pills, alone, in by the Irish Times and Ipsos MRBI found women of Ireland. Irish women living their bedrooms. that the Irish public were not in favour of overseas documented their journey In a post-referendum poll, Ipsos MRBI abortion "when a woman deems it to be home to Ireland to cast their vote. The found that 39% of the general public felt in her best interest." And a year before #hometovote shared stories of Irish discussion had the most influence on the the referendum, an Ipsos MRBI poll found women coming from the US, Australia, outcome of the vote. Discussion on social that while most people were in favour of and other countries. media was mentioned by 24% – just significant changes to Ireland’s abortion The referendum campaign took a behind televised debates at 25% – and laws, when asked if abortion should be big shift in the last few days as more discussion in pubs, at work or at home available "under any circumstances, i.e. and more women bravely shared their received 15% of mentions. Women’s available on request," 67% said no. emotional accounts of travelling to Britain, voices – amplified by social media – Support then grew but appeared alone, to terminate their pregnancies. had a powerful impact on the result. to fall back again. An Ipsos MRBI poll for the Irish Times in April 2018 showed support at 63% in favour of legalising Most influential forms of communication abortion, but one month later, only 10 Ireland’s days before the referendum, support Figure 06: Q: Which way of communicating do you think had the most influence had slipped to 58%. on how people voted in the end? history of The polls were telling us that this referendum was going to be close – Paid for media abortion so why the overwhelming result? 7% 3% 3% 1% Abortion was first made The power illegal in Ireland in 1861 of voices Postering Billboards Online ads Leafleting and became part of Debate/PR constitutional law in 1983, when Ireland voted In part, the result was the outcome of 25% a democratic process that put citizens overwhelmingly (67%) in at the centre of decision-making. A favour of a constitutional Citizens’ Assembly was established in 9% Official 2016 and tasked 99 ordinary Irish citizens 3% 1% A quiet referendum result ban on abortion.31 to deliberate the constitutional ban on abortion. Voices – including expert TV Debates Radio Debates Newspaper articles Announcement revolution Figure 05: Referendum to amend the Since 1980, over 170,000 testimony and submissions from the at mass constitution to permit legislation for the women and girls public – were heard, and the principles regulation of termination of pregnancy of fairness in treatment of differing voices Discussion Leo Varadkar, the Irish Taoiseach, travelled from Ireland to and equality of voice among members 24% called the 2018 referendum vote to access abortion services were at the heart of the Assembly’s legalise abortion a “quiet revolution.” debate. In the end, the Assembly was 15% Thirty-five years after 67% of the public overseas,32 while others able to break through political deadlock 66.4% voted in favour of a constitutional ban on and reach consensus, recommending 3% Yes bought abortion pills abortion, the public reversed its decision, to repeal and replace the constitutional with 66% voting in favour of allowing online. provision on abortion. On social At home, work Canvassing abortion up to 12 weeks. In the era of #MeToo and social media or socialising 30. 31. Ipsos MORI – Understanding Society June 2019 A woman's world

This is a woman's While young world Darrell women came Bricker out in force, These stories also added to the force, the magnitude of the vote was felt emotional impact of the vote. Women by women and men of all ages. Ipsos came out in their thousands to vote MRBI researchers observed how some the magnitude in the abortion referendum. When women left the polling stations teary- compared to exit polling data from the eyed, overwhelmed by the significance of the vote 2017 general election, an Ipsos MRBI exit of the vote. poll on behalf of the Irish Times showed Women of all ages, sisters, mothers, that there was a 95% increase in female daughters spoke, and, the people of was felt by voters aged 18-24. This compares with a Ireland listened to the experiences of 1% decrease in male voters of the same women. The revolution wasn’t really so women and age.30 While young women came out in quiet after all. men of all ages 2018 referendum turnout compared to 2016 general election turnout

Figure 07: % change in turnout from 2016 general election to 2018 referendum by gender and age

Female Male

+94% -1% +22% -17% +15% -24% +4% -21% +15% +1%

18-24 25-34 35-49 50-64 65+

In February 1966 when James Brown, guidelines for how we live our lives. And, The ratio, according to the UN, is 102:100 the Godfather of Soul, recorded his top throughout history, those guidelines have in most countries. Although, other 10 hit “It’s a Man’s Man’s Man’s World,” he mostly advantaged men. demographers have it as high as 105:100. spoke the truth. In most ways that can The Godfather was also right about Those countries in which the ratio be measured; societies worked better the demographic power of men. isn’t the average have cultural practices for men than women, especially from Although, in 1966, the world was pretty (female abortions to favour male births) a cultural perspective. Culture creates much equally divided between the that slant the birth ratio even further the gender roles we are taught by our number of men and women alive. Soon towards boys. That’s certainly the case parents and reinforced by our institutions. though, due to the explosion in global in the world’s two largest countries, It also creates the expectations about population (the world went from a China and India. In China, the birth ratio how to distribute economic and population of 3.4 billion in 1966, to the today is 106:100; in India it’s 107:100. Again, political power in a society. While 7.5 billion it is today), we had more men these ratios are optimistic. There are one can bridle at the concept of an than women. This is because, if Mother estimates that have the ratios as high as objective “patriarchy” – I certainly do Nature is left to her own devices, there 115-120:100. They are certainly higher in – its undeniable that cultures set the are always more boys born than girls. rural communities in both countries. 32. 33. Ipsos MORI – Understanding Society June 2019 Final reflections on gender equality

Final reflections on Jessica Bruce Soon, every gender equality Olivia year, there How will we know when we get there? Ryan will be more Young populations are male with youth. When was the last time you that will lead to a more prosperous, populations. That’s the impact of more saw a political party focus its campaign peaceful and sustainable future for all women alive male births. The male advantage won’t strategy on attracting the votes of by 2030.37 They provide a lens through last, though. That’s because even though older women? How about a major which we can analyse the multiple and more boys are born than girls, the brand featuring an older woman in than men interrelated areas of social, political and longevity advantage goes to girls. an advertisement? This must change. economic life where change must occur Men are like mayflies. Lots are born Because every year we are becoming if we want to see a more equitable and but die quickly. a woman’s world. Especially an older just world. Why do women outlive men? woman’s world. Achieving gender equality and Because almost everything that can empowering all women and girls is cause a human being to die has an one of the seventeen SDGs. And whilst earlier effect on men than women. Of the the transformative potential of this top twenty causes of death, only three one goal for the lives of women and are more prevalent among women than girls should be powerful enough to men. Two of them, cervix uteri cancer incite action, it is important to note that and breast cancer are almost exclusive gender equality cuts across the entire to women. The third, Alzheimer’s, Sustainable Development Agenda. The disproportionately impacts women SDGs recognise that gender equality is because they live longer. important for the economy, for the health Another significant early killer of and wellbeing of families and to build women has almost been eliminated stronger institutions. In short, ending all from the lives of today’s women. That’s discrimination against women and girls is death due to the complications of not only a basic human right for women, childbirth. Part of the reason for this it is critical for driving progress toward has been advancements in maternal a peaceful, prosperous and sustainable healthcare. But, a significant contributor world for all. has also been women now choosing to It’s 2019, and women’s rights are in women will experience violence.35 Ipsos The scope and ambition of the SDGs have smaller families. The world’s birth the spotlight. Perhaps the most visible data shows that people across the globe is admirable, but achieving gender rate today is around 2.5, which is half expression of feminism’s resurgence has identify sexual harassment (30%), sexual equality and women’s empowerment of what it was in 1950. Fewer children been the rise of the #MeToo movement. violence (27%) and physical violence by 2030 will be no mean feat. There means fewer chances to die due to the And there are signs that this goes (22%) as the top two or three important are millennia of patriarchal structures complications of childbirth. beyond digital activism. Ipsos data from issues facing women in their country.36 embedded into our cultures and Why will the future be a woman’s 27 countries shows that globally, two- institutions that need to be identified, world? Because soon, every year, there thirds of people (65%) say that achieving contested, broken down and rebuilt. The will be more women alive than men. equality between men and women is Where are concepts of gender, and what it means And numbers count when it comes to important to them personally. There is to be a woman, are also in flux. culture. Japan is an example of where also a sense, among some at least, that we going? As humans, we have a tendency to the world is headed. Japan is a low conditions for women are improving; half struggle to see the world beyond our fertility country (birth rate 1.3), with a of people (50%) say that young women own experiences. As researchers, we high life expectancy (85 years), and an will have a better life than women from The Sustainable Development Goals cannot afford to make this mistake, or older population (median age 48 years). their parents’ generation.33 (SDGs) are a framework for change we risk producing data and policies that Japan’s population today is 51.2% female. And yet, there’s a long way to go. and highlight many of the current reinforce inequalities, thereby falling foul And getting more female every day. To take two examples, ILO data shows challenges – as well as signs of progress to critiques that the SDGs are just a force What will an older, more female that just 39% of the total labour force is – for women globally. The SDGs were for supporting existing power structures humanity mean? Almost nobody female.34 The prevalence of violence developed by the 193 Member States through other means. Our work needs to is thinking about it. Politicians and against women and girls is often under- of the United Nations and are a call for account for existing power inequalities commercial organisations are obsessed reported and under-represented, but action by all countries to deliver change in the world and the ways in which even so, surveys show that one in three 34. 35. Ipsos MORI – Understanding Society June 2019 Final reflections on gender equality

We need intersectional data to these manifest in gendered ways.38 and data from social media, which give and this has often been presented in change in practice, particularly when economic participation. As Nata Duvvury Gender equality is not just about looking women platforms to voice their concerns understand economic terms. When women are in legal frameworks and company policies and Stacey Scriver highlight in their at gender; it is imperative that we also and campaign for change, creating paid employment, economies grow. disincentivise paternity leave. There piece, violence against women can act look at how gender intersects with movements such as #MeToo and Estimates show that if women and men are also differences in beliefs across as a barrier to women’s participation race, disability, age, income and other #EverydaySexism. how gender, have an equal role in labour markets, countries. For example, agreement in economic life. Kathrina Phan and social inequalities. The gender equality It’s also not just about disaggregating global GDP could grow by 26%.42 with this statement rises to 76% in South Jessica Elgood discuss how gender agenda needs to ensure that it gives data by gender but also about looking race, sexuality This increases productivity, diversifies Korea, but only 39% in India. In the long discrimination and caring responsibilities voice to women – especially the most at how this interacts with factors such economic activity and reduces income run, these attitudes will continue to limit can restrict women’s opportunities in marginalised women – and leaves no as ethnicity, class and disability to inequality.43 Given that unemployment possibilities for the transformation of the workplace. one behind. better understand the structural and and age (33%) and poverty / social inequality gender relations.46 We hope that this edition of cultural barriers against equality. "And it's (34%) are two of the four major worries Understanding Society will contribute to important not just to look at the numbers: influence the for global citizens44 this has to be a the debate by highlighting the diversity Charting we must hear individual women's voices good thing. And as Caroline Criado From data of women’s experiences across the too. In this edition of Understanding Perez argues “when we exclude half globe and examples of how data is the course Society, Susan Huggins’ piece on the different types of humanity from the production of to change contributing to policies and programmes 2018 abortion referendum in Ireland knowledge we lose out on potentially that can have a meaningful impact on with data shows us how women sharing their of barriers transformative insights.” women’s lives. There is so much more experiences can help drive change, Secondly, we can show men how that needs to be done, particularly Policies, initiatives and campaigns to while Fiona O’Connor’s interview with masculinity itself confines men, as to give voice to the most vulnerable achieve gender equality in the realms of Megha Mohan reminds us of the power and issues Nigina Abaszadeh argues in her article. women. But we should be inspired to Data will help us chart our course and home, work and wider society need to of women’s stories. Social constructions of gender identity collaborate to provide a platform for measure our progress. We need data be grounded in the realities of women’s We need all of these different (femininity and masculinity) are limiting women’s voices to be heard so we can on economic and political participation, that women lives. We need intersectional data to sources of data to challenge the for men and women and people who achieve a more prosperous and equal particularly at leadership levels, data understand how gender, race, sexuality way we do things, and especially to identify as non-binary. They create society for all. on the prevalence of violence against and age influence the different types challenge institutions. face so that unconscious bias, which often becomes women and girls, data to demonstrate of barriers and issues that women face visible through acts and behaviours of the economic value of unpaid care so that we can design policies and stereotyping. For women, this can be and domestic work and adequate we can design interventions which move us towards seen in the scrutiny placed on female legal frameworks at the national and This isn’t just equality for all women. Kaitlin Love’s politicians, or female business leaders’ international levels; data on every aspect piece on empowering women in policies and appearance and behaviour, as Kelly of women’s lives. about women displacement highlights the importance Beaver’s interview with Julia Gillard in But globally, there is a gender data of understanding the specific challenges this issue highlights. But also for men, gap. Data2x (part of UN foundation) interventions faced by marginalised women. deviations from the prescribed notion who campaign to improve the quality, We need women on leadership We also need to understand how of gender identity can be met with availability and use of gender data boards, but we also need men on issues interact with each other and the which move aggression. highlights that data across these domains board too. However, people are split on different levers that can be pulled. Take Encouragingly, there is evidence to is lacking.39 Caroline Criado Perez argues whether too much is being expected of economic participation as an example. suggest that attitudes towards gendered in her recently published book "Invisible men to help the fight for equality. Overall, us towards Globally, equal pay for the same work roles are changing for men as well as Women" that the gender data gap is 43% agree that men are being expected is the top action that people feel would women. Three-quarters globally (75%) “both a cause and a consequence of to do too much to support women’s help to achieve gender equality (36%). equality for disagree that a man who stays at home the type of unthinking that conceives of equality in their country compared with Legislation is not enough, there needs to look after his children is less of man, humanity as almost exclusively male.”40 46% who disagree. Men (50%) are more to be transparency too. A study in the with just one in five (18%) agreeing.45 And These gender data gaps pose real likely than women (36%) to think too all women Harvard Business Review showed how whilst this might go some way towards challenges to understanding gender much is expected of men.41 So what compulsory company reporting of valuing unpaid care and domestic work inequalities and identifying solutions. can we do to encourage more willing gender pay discrepancies resulted in and promoting shared responsibility And we need many different types support from men? improvements in women’s employment within the household, a change in of data too. We need administrative One approach has been to show and promotion.47 But ending the gender attitude does not always equate to a data, data from independent sources how gender equality benefits everyone, pay gap is just one part of equality in 36. 37. Ipsos MORI – Understanding Society June 2019 References

29. www.pma2020.org/sites/default/files/NGR4_ FIGURE References SOI_2017.11.27.pdf 1. Source: Economic and Social Costs of Violence Against 30. https://www.ipsos.com/en/irish-referendum-exit-poll- Women, Business Survey, 2016 abortions-restrictions 2. Source: UN Women Reports: Lebanon, Jordan, Iraq 31. Jones, J, 2001, Political and Social Trends in Ireland (December 2018). www.ipsos.com/en-us/knowledge/ through the Eyes of the Electorate, Town House Dublin, society/un-women-reports-2018 Ireland. Q. Since coming to [COUNTRY] as a refugee, have you REFERENCES experienced a lack of ability to meet you and your 32. www.irishtimes.com/news/politics/fact-check-have- household's basic needs? this include things such as: more-than-170-000-irish-women-travelled-abroad-for- having enough food to eat, having adequate shelter, etc. an-abortion-1.3481581 Q. In the past 3 months, has your household had to Endnotes 14. www.humanrights.gov.au/education/face-facts/ face-facts-gender-equality-2018 borrow money or sell assets to meet household needs? 1. www.youtube.com/ 33. https://www.ipsos.com/ipsos-mori/en-uk/international- Q. What strategies have you or your household used to watch?v=ihd7ofrwQX0&feature=youtu.be womens-day-global-misperceptions-equality-and-need- 15. www.humanrights.gov.au/education/face-facts/ cope with not being able to meet your basic needs? press-progress face-facts-gender-equality-2018 2. www.ft.com/content/6c08ca36-7b70-11e8-af48- Base: Iraq (500), Lebanon (503) 34. World Bank Data (2018) Derived using data from 190d103e32a4 16. www.ipsos.com/ipsos-mori/en-uk/men-are-not- 3. Source: UN Women Reports: Lebanon, Jordan, Iraq International Labour Organisation, ILOSTAT database and emasculated-caring-children (December 2018). www.ipsos.com/en-us/knowledge/ 3. www.theguardian.com/commentisfree/2018/mar/08/ the World Bank population estimates. Labour data society/un-women-reports-2018 we-cant-own-girls-we-owe-them 17. www.ipsosglobaltrends.com/women-in-roles-of- retried April 2019. Available at: https://data.worldbank. Q. Do you think violence against women has increased, responsibility/ 4. www.ipsos.com/sites/default/files/ct/news/ org/indicator/SL.TLF.TOTL.FE.ZS?page=3 decreased, or stayed about the same compared to before documents/2018-03/international_womens_day-2018. 18. Catalyst.org, July 2018; Thornton, 2018. 35. World Health Organisation, Violence against women, the Syria conflict? pdf intimate partner and sexual violence against women: Base:Iraq (500), Lebanon (503) 19. https://www.dosm.gov.my/v1/index.php?r=column/ Q. How often do you think that violence against women http://www.who.int/mediacentre/factsheets/fs239/en/ 5. https://www.bbc.co.uk/news/business-47822291 cthemeByCat&cat=117&bul_ in the Syrian refugee community in [COUNTRY] occurs? id=MDMxdHZjWTk1SjFzTzNkRXYzcVZjdz09&menu_ 6. Swanberg, J. E., Logan, T., & Macke, C. (2005). “Intimate 36. https://www.ipsos.com/ipsos-mori/en-uk/international- Q. In which places do you think the risk of violence against id=L0pheU43NWJwRWVSZklWdzQ4TlhUUT09 partner violence, employment, and the workplace: womens-day-global-misperceptions-equality-and-need- women is the greatest? press-progress Base: Women who believe that VAW is a problem in the Consequences and future directions” Trauma, Violence 20. https://www.ipsos.com/en-my/international-womens- Syrian community to some degree; Iraq(233), Lebanon & Abuse 6(4):286-312 day-2019 37. https://sustainabledevelopment.un.org/sdgs (315) 7. Business Against Domestic Violence Program is founded 21. https://www.dosm.gov.my/v1/index.php?r=column/ 38. Christine Struckman (2018), A postcolonial feminist 4. Source: UN Women Reports: Lebanon, Jordan, Iraq by Sabancı University Corporate Governance Forum in cthemeByCat&cat=117&bul_ critique of the 2030 Agenda for Sustainable (December 2018). www.ipsos.com/en-us/knowledge/ 2013 and supported by Sabanci Foundation, UNFPA and id=MDMxdHZjWTk1SjFzTzNkRXYzcVZjdz09&menu_ Development: A South African application, Agenda, society/un-women-reports-2018 Dutch Consulate General. The Program aims to develop id=L0pheU43NWJwRWVSZklWdzQ4TlhUUT09 Volume 32, 2018 – Issue 1. Published online: 09 Feb 2018. a support mechanisms at work places against domestic 5. Source: Result of Eight Amendment referendum held on 22. Department of Statistics (2017) www.dosm.gov.my/v1/ violence and make violence against woman apparent. 39. https://www.data2x.org/what-is-gender-data/gender- 25 May 2018 to amend the constitution of Ireland to permit index.php?r=column/cthemeByCat&cat=149&bul_ legislation for the regulation of termination of pregnancy For further information; https://badv.sabanciuniv.edu/tr/ data-gaps/ id=QjU5eGpBVUoyRUpNVVU4SDhna3VFUT09&menu_ proje 40. Invisible Women: Exposing Data Bias in a World 6. Source: Ipsos MRBI OMNIPOLL nationally representative id=U3VPMldoYUxzVzFaYmNkWXZteGduZz09 sample of 978 adults aged 15+, 1-12 June 2018. Question: 8. Participants read a list of behaviours and rated the Designed for Men (2019) 23. https://www.dosm.gov.my/v1/index.php?r=column/ ‘Which way of communicating do you think had the frequency with which they have experienced that 41. https://www.ipsos.com/ipsos-mori/en-uk/international- cthemeByCat&cat=155&bul_ most influence on how people voted in the end? (in the behaviour from their partners using a 4 point scale that (1 womens-day-global-misperceptions-equality-and-need- id=c1pqTnFjb29HSnNYNUpiTmNWZHArdz09&menu_ referendum on the Eighth Amendment).’ = frequently; 2= occasionally; 3 = just once; 4 = never). press-progress id=L0pheU43NWJwRWVSZklWdzQ4TlhUUT09 The behaviours in the list are not openly mentioned as 7. Source: Ipsos MRBI OMNIPOLL nationally representative 42. UN Women (2013) Economic Empowerment of Women sample of 978 adults aged 15+, 1-12 June 2018. Question: violent behaviour. 24. https://www.dosm.gov.my/v1/index.php?r=column/ ‘Which way of communicating do you think had the cthemeByCat&cat=155&bul_ 9. For a full list of BADV strategies please see http:// 43. http://www.unwomen.org/en/what-we-do/economic- most influence on how people voted in the end? (in the id=c1pqTnFjb29HSnNYNUpiTmNWZHArdz09&menu_ research.sabanciuniv.edu/25972/1/BADV_Report.pdf empowerment/facts-and-figures referendum on the Eighth Amendment).’ id=L0pheU43NWJwRWVSZklWdzQ4TlhUUT09 10. www3.weforum.org/docs/WEF_GenderGap_ 44. https://www.ipsos.com/en/what-worries-world- 25. https://www.dosm.gov.my/v1/index.php?r=column/ Report_2006.pdf march-2019 cthemeByCat&cat=117&bul_ 45. https://www.ipsos.com/ipsos-mori/en-uk/international- 11. www3.weforum.org/docs/WEF_GGGR_2018.pdf id=MDMxdHZjWTk1SjFzTzNkRXYzcVZjdz09&menu_ womens-day-global-misperceptions-equality-and-need- id=L0pheU43NWJwRWVSZklWdzQ4TlhUUT09 12. www.humanrights.gov.au/education/face-facts/ press-progress face-facts-gender-equality-2018 26. www.unhcr.org/globaltrends2017/ 46. https://www.ipsos.com/ipsos-mori/en-uk/international- 13. www.wgea.gov.au/sites/default/files/documents/ 27. www.unfpa.org/data/adolescent-youth/NG womens-day-global-misperceptions-equality-and-need- gender-pay-gap-statistic_0_1.pdf press-progress 28. www.pma2020.org/sites/default/files/AbortionModule_ Brief_111518.pdf 47. https://hbr.org/2019/01/research-gender-pay-gaps- shrink-when-companies-are-required-to-disclose-them 38. 39. 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