Five Imponents Of Women's Empowerment

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For women to obtain their legitimate rights, it took courageous feminists who had to fight against the sexists societies in which they lived. Women mobilised to demand changes in the most democratic ways. As more organizations in the international development community commit themselves to supporting women’s empowerment, it has grown increasingly difficult to evaluate what that really entails. In Mauritius, women's work is now a reality. Textile which is the first industry, a pillar of our economy, employs nearly 2/3 of women. However all is not rosy for the Mauritian woman. They must still fight against prejudices especially regarding the work.

According to the United Nations Population Information Network, women's empowerment has five components: …show more content…

One of the measures would hence be investing in workplace policies and programmes that would open avenues for advancement of women at all level and across all business areas, and encourage women to enter non-traditional job fields. Work regulations and labour legislation can also be reviewed and amended to hire an adequate number of women and to better protect female employees at …show more content…

Taking into record differential impacts on women, the provision of safe working condition and disclosing potential dangers including to reproductive health is essential. This could be achieved by establishing a zero-tolerance policy towards all forms of violence at work, including verbal or physical abuse and prevent sexual harassment. Proper training of security staff and managers can also help to recognize sign signs of violence against women and understand laws and company policies on labour or sexual exploitation. A Sri Lankan clothing manufacturer for example, demonstrates its commitment to creating and maintaining a safe and healthy work environment and recognition of the differential needs of its female and male employees through a range of targeted policies and programmes, including special care for pregnant employees and systematic risk assessments. In an approach by, Mauritius voted for the law whereby maternity leave to be extended from twelve weeks to fourteen weeks. To name another example, a large financial services company in Australia offers a parental leave policy that provides a total of two years parental leave for the primary care giver, which can be taken flexibly, rather than on a full-time basis. In consultation with employees, security and health issues can be identified and addressed, including the safety of women travelling to and from

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