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  1. Impact Challenge on Safety
  2. Online Forum: Further Exploring "At What Worth"
  3. IMPACT Plus
  4. Invest for Impact

Find Out More. Get inspired by the past and current projects:. Raising profitability and sustainability of UK beef industry.

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Changing the way food is produced. What's Happening:. Life Cycle Assessment for businesses Plymouth Event Date: 1st October Join Lauranne Fauvet for an introductory half-day workshop to learn more about the life cycle assessment method and how it can help your business to move towards more sustainable practices. Get Directions. View Larger Map. Subscribe to our Newsletter:. Receive the latest updates and news from Impact Labs in your inbox. This will be followed by the introduction of apprenticeship A dual system-combining in-school training and industrial attachments with a view to meeting the labor market needs in line with the National Employment Program NEP.

Gender-Based Violence is a universal concern for developed and developing countries. While the Rwandan government continues to fight GBV with impressive results, significant incidence of Gender-Based Violence remains an issue. In the period ending December , Rwanda experienced 1, cases of defilement in 12 months Rwanda National Police, GBV is a serious public health problem and a violation of fundamental human rights.

It reinforces inequalities between men and women and compromises the health, dignity, autonomy and security of its survivors. For that matter, Rwanda has taken a zero tolerance stance in the fight against GBV and is committed to do so till the problem is eradicated. Impact Challenge on Safety

To achieve this, the government has instituted strict preventive and punitive measures alongside reintegration programs to support victims. Isange One Stop Centers have been established across the country, to provide holistic services including: Medical, legal and psychosocial support to rehabilitate and reintegrate GBV victims. In order to effectively enforce the zero tolerance policy, Rwanda plans to improve logistics, infrastructure and capacity of service providers. To effect this commitment, the government will take an innovative step of including concrete targets to eradicate GBV in the performance contracts of relevant institutions including those in charge of security, justice, health, gender and governance.

It is estimated that as many as 70 percent of women worldwide face violence at least once in their lifetime. In Finland, approximately one in three women experience violence. In spite of various measures to tackle violence against women, it has globally increased in the last years. One of the key actions in the prevention of violence against women and girls is combatting gender stereotypes. As part of their HeForShe commitment, the Finnish Defence Forces will address conscripts on this issue, and follow that an education module on the prevention of violence against women and girls and aggression control will be part of the general training of conscripts.

The Finnish Military National Defence is based on the civic duty of military service and the education module reaches a majority of young men and a number of young women. The goal is to decrease the number of cases of violence against women and girls perpetrated by men below 30 years of age by five percent within the next five years, and if successful, to share best practices with other Member States.

Sustainable economic development is not possible without gender equality. Gender stereotypes still hinder women's possibilities to obtain leadership positions. Today, Swedish women are less likely to be employed full-time than their male peers 64 per cent vs. Sweden aims to close the employment gap, and ensure women can work full-time. The government will institute annual pay equity surveys to drive towards parity, and will create the structures and support needed to make full-time work sustainable for both men and women, including a more gender-equal division of parental leave and by strengthening welfare systems and services, both access to childcare and elderly care.

Women remain under-represented in business and academia2, however, and Sweden aims to achieve parity across all sectors. Building on the existing strength of their public sector, Sweden will reach parity in all politically appointed positions by the end of this electoral period. To drive broader participation of women in academia, Sweden will establish an expert group for gender equality in higher education, with a mandate to present proposals ahead of the next major research bill, due in Sick leave in Sweden exhibits a considerable bias in its gender distribution; two out of three are women.

And many women and girls are subject to violence: cases of abuse and rape have increased by 5 and 13 percent respectively between and The Government intends to eliminate gender disparities in sick and health rates, including by focusing on strengthening of preventive mental health work. The Government will stamp out violence against women through a national strategy, as well as by reviewing the rape legislation, strengthening support to women shelters and involving men to promote change.

For Swedish-born year olds, figure 2 23—24 per cent of governing board members in listed companies in Sweden are women and only 6 per cent of these governing boards are chaired by women. Women are underrepresented in the corporate managements of listed companies and women account for only 3 out of 10 business start-ups in Sweden.

In , only 24 per cent of university professors in Sweden were women. Currently, 1 in 2 Malawian girls is married before her 18th birthday. By passing the groundbreaking Marriage Act this year, Malawi took an important step towards ending child marriage.

Malawi commits to fully implement this law over the next five years. Malawi has already established a dedicated Task Force on Ending Child Marriage which will report directly to the President. The Task Force will have several key responsibilities: collect and report data on the average marriage age, escalate challenges or lagging progress, and convene stakeholders from across the country. Additionally, the Government will establish Marriage Courts at district level to handle the case and monitor the implementation of the Act.

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Finally, the government commits to amending the register of marriage. Thus, women remain excluded from the formal economy: a recent study found that only a third of Malawian women participated in the formal labor force. The Government of Malawi will work closely with commercial banks to create a foothold in the banking system for these women. By , all commercial banks will develop new lending products and options to support and empower women.

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Violence is a widespread but silent epidemic in Malawi today: an estimated 1 in 5 girls and 1 in 7 boys have experienced sexual violence, but most violence occurs in the home and is viewed as a private family affair, with very few reported cases. To shift the tide on violence, the Government of Malawi first aims to increase the number of reported cases of gender-based-violence by setting up a mechanism within the National Action Plan on GBV, to bring this issue into the spotlight.

The government will strengthen the community based victim support units and build their capacity to handle cases in coordination with law enforcers and judiciary. Japan is a steadfast supporter of and partner to UN Women. To accelerate change, Japan commits to a suite of important policies that will empower women to advance their careers.

Prime Minister Abe submitted a bill requiring all public sector institutions and companies with more than employees to develop concrete action plans increasing the representation and participation of women. To support working parents, Japan will champion a number of important initiatives, including: increasing the capacity of nursery schools; enhancing child-care leave policies.

This comprehensive package of solutions will empower all Japanese women to shine at work, at home and in their communities. Government expects to reach the target of increasing the capacity by , children within two years beginning FY; new parental leave policy including fathers and mothers implemented in April 2 Resolution urges all actors to increase the participation of women and incorporate gender perspectives in all United Nations peace and security efforts. It also calls on all parties to conflict to take special measures to protect women and girls from gender-based violence, particularly rape and other forms of sexual abuse, in situations of armed conflict.

Despite this progress, a gender pay gap persists: women are paid 5.

Online Forum: Further Exploring "At What Worth"

Iceland will eliminate the gender pay gap by , ensuring that women receive equal pay for equal work. For the first time ever, the government will launch a top-to-bottom audit of the gender-based pay gap across all companies in Iceland—from the largest companies all the way to family-owned business. This year, the government will launch a multi-stakeholder action plan to include the state, local authorities, social partners and the private sector. Today, men are over-represented in the media: the trend is most pronounced in computer games and film, but the glass ceiling persists across the sector.

Achieving gender balance in media is therefore a key step to achieving gender equality overall. The government of Iceland commits to reaching parity across the media industry by women and men will enter and lead this field in equal numbers. Creating this change is a matter of policy as well as perspective: we have to end the myths around gender, and work closely with newsrooms, advertisement bureaus and film studios to recruit women. To achieve this bold goal, the government will launch two important reports: a transparent analysis on the representation of women in these sectors today, and a comprehensive action plan highlighting specific solutions to empower women within the media sector.

Each year, the government will report on progress towards parity. To achieve this, the government of Iceland will launch two programs. The toolkit will enable supporters around the world to replicate the discussion in their community, workplace or school. Today in Uruguay, one woman dies every 15 days from domestic violence. The new National Plan will provide for the protection and care of geneer-based violence survivors, establish a national domestic violence awareness education program, create a rehabilitation program for male offenders, and enact a system to track and monitor the implementation of the National Plan for a Life Free from Gender-Based Violence.

The Uruguayan government is committed to reduce pregnancy rates in females age 10 to 14 years old to 0. To realize these goals, the government will roll out three major initiatives: a country-wide, safe-sex education campaign, improved access to contraceptives, and training programs for health professionals and staff on the prevention of adolescent pregnancy. Women spend twice as much time per week as men caring for their children and other members of their household.

As part of their HeForShe commitments Uruguay will enact by , the first-ever National Care Plan to increase access to child-care services for parents across the country. The National Care Plan will also provide women the support necessary to care for children and other dependents by guaranteeing parental work leave for children under one year old, and access to home care programmes, telecare and personal care assistants for persons with disabilities and other adults dependents.

With the global gaming audience expanding beyond 2 and a half billion people playing across more devices than ever before, games now permeate all areas of life — and reach players of all backgrounds around the world.


Although women make up almost half of the global gaming community today, there is a great opportunity to continue expanding and diversifying gender representation in games. We believe interactive entertainment has the profound ability to both reflect and propel the gender equality movement, and we are committed to gender representation in games to help inspire inclusive communities. We believe in the potential of every human being. To unlock that potential, we take pride in continually fostering a diverse talent community at EA and creating the most inclusive workplace possible under the commitment of a Global Diversity Council chaired by our CEO.

We have established Employee Resource Groups, unconscious bias training, progressive policies, a global code of conduct and competitive benefits around the world to continually advance principles of inclusion within our company. We are also deeply invested in programs to inspire the next generation of female game makers, developing a diverse talent base and empowering the future leaders of EA and this industry to unleash their best, most creative selves in pursuit of their dreams.

Electronic Arts is proud to be the first corporation in the entertainment industry to step forward with HeForShe to champion gender equality.

By virtue of the social nature of games, we believe interactive entertainment is uniquely positioned to advance the gender equality movement, and we are prepared to lead. Inclusion is a central pillar of our companywide outreach platform, and through our community and philanthropy efforts, we will continue building awareness of gender equality throughout our industry and among our player communities.

Innovative programs like EA Play to Give reach tens of millions of players worldwide through our games, engaging them in the gender equality conversation. We are committed to continued partnership with HeForShe to harness the power of our global player network in support of the HeForShe target to mobilize 1 in 3 men and youth to take action in support of gender equality. I am one of billions of men who believe equality for women is a basic human right that benefits us all. And I commit to taking action against gender discrimination and violence in order to build a more just and equal world.

Bring mobile education to refugee girls in countries where Vodafone operates. The Vodafone Foundation will scale its programmes which enhance the health, education and safety of women and girls around the world. Currently, women hold a quarter of these positions. Vodafone will focus on three priorities to increase the representation of women: structural changes, which include its groundbreaking global maternity policy; professional development programmes; and education programmes, with a focus on unconscious bias and inclusive leadership.

Vodafone will closely track progress with a quarterly report to its Executive Committee, which will include a detailed dashboard by function and region. Mobile technology has empowered people around the world, but today nearly million fewer women than men own a mobile phone, limiting their independence and career opportunities. Approximately 91 million of women without a mobile phone live in markets in which Vodafone operates. Today, the PwC network reaches hundreds of thousands of students, at thousands of universities across the world with award-winning educational programmes.

PwC will also develop a suite of education tools for its employees, to drive awareness and to define why gender parity matters, and what we can all do to achieve it. The goal over the coming years will be to dramatically increase the representation of women in senior leadership. For the first time, PwC will complete a comprehensive global evaluation of the rates of women across all levels of the PwC network, with a specific focus on women in leadership.

Based on the insights from this evaluation, each PwC firm will be able to develop tailored interventions to address any potential barriers. Employees will be encouraged to commit online, and take specific actions towards gender equality. Please see www. To spearhead this initiative, McKinsey has built an internal, gender-balanced, team of senior partners, and is working with leading external experts on gender equality. Internally, the firm will use scorecards to hold offices accountable to ambitious goals.

The firm will launch important investments to refine and build its work with clients on gender diversity topics, scaling innovative client-facing coaching programs such as Centered Leadership and Remarkable Women, and seeking to collaborate with clients to apply and develop new tools to advance gender diversity. To accelerate change, McKinsey will report on best practices in global publications. In , women make up Since , Schneider Electric has developed and implemented a common global methodology to identify gender pay gaps within comparable groups of employees and lead a country-driven approach to address these gaps with appropriate corrective actions.

This is our Pay Equity Framework. We are proud to have achieved this commitment in , but we recognize that there is more to be done. The board acts as a sounding board for the global diversity and inclusion strategy as well as internal and external diversity and inclusion champions. Barclays is committed to empowering the next generation of leaders in communities around the world, providing access to enterprise, employability and financial skills. Through HeForShe, Barclays commits to a bold new global target: reaching 2. The programmes aim to expand access to credit and banking; teach basic financial literacy skills; and remove barriers to business ownership for women.

To close the gap at senior levels, Barclays launched a comprehensive analysis of the global talent pipeline, identifying key challenges. Barclays recognises that the banking industry as a whole remains male-dominated. Barclays will launch a series of reforms to the way it works to support and enhance gender equality throughout the organization.

HeForShe mobilizers will undergo intensive training, empowering them to lead and disseminate gender sensitization sessions in their own communities.

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Unilever believes that creating opportunities and providing access to skills and training is critical to expanding female participation in the economy. Unilever provides training to women in their extended supply chain and distribution channels, including agricultural, business and literacy training.

By the end of , around , female smallholder farmers had completed qualified skills training delivered or made possible by Unilever and another 70, micro-entrepreneurs were trained in India. Unilever aims to improve safety for women and girls in the communities where they operate including their extended supply chain. One example is the programme launched in , on the Kericho tea plantation in Kenya, which covers 12, permanent workers, and up to 5, seasonal workers.

Since the programme launch, there have been substantial improvements in the way sexual harassment issues are addressed, as well as opportunities for girls to engage in social activities and mentoring. This programme has a big impact, reaching those who live in company villages on the estates. Unilever employs more than , people around the world. Unilever believes gender-balanced teams make better business decisions and recognises that management sets the tone for the rest of their business. Some examples of the initiatives to build a gender balanced organisation are: sustained leadership accountability and clear targets continuously reviewed and monitored; inclusion leadership training for employees; programs to recruit, retain and develop women talent e.

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Accor is already a leader in the field of male engagement; their gender diversity network WAAG was since its creation open to both women and men. Accor is committed to going further; Accor will launch a groundbreaking workshop series to better understand the drivers of male engagement, and male needs in the workplace. Millennials are entering the workforce in great numbers, women are taking up leadership positions, and increasingly, dual-earner families are the norm. Accor will assume innovative research in this area to close the knowledge gap, tailor its own offerings, and implement targeted programs with the aim of retaining women, and eventually reaching parity at senior levels.

Accor will conduct two groundbreaking surveys to understand the changing workforce, focused on the unique needs of female customers, and on understanding gender stereotypes and unconscious biases across generations. Stony Brook is committed to closing the gap at both ends, reaching parity as students enter as freshmen, and graduate as seniors, with the overarching goal to reach a 60 percent four-year graduation rate by A series of focus groups with male students has recently been completed, and Stony Brook will introduce tailored programs to understand and address key barriers for men.

The university is making a commitment to increase the representation of women in each freshman class by at least six percent. Senator for New York, Kirsten Gillibrand, has already committed to participate as the keynote speaker at this conference. Stony Brook will build gender sensitization programming and gender equality themes into its mandatory freshman seminar class, reaching percent of students by the academic year.

Four year graduation rate, class matriculating in vs. For the class matriculating in Fall , For the Class matriculating in , an eleven percentage-point difference exists in the six-year graduation rates between men and women most recent year figures available. To reach gender parity in STEM, we need to engage women and girls as young students. The University of Waterloo will build upon its existing expertise, scaling targeted outreach programming for young girls and women to build the pipeline for future success.

A gender-equal faculty is key to attracting and supporting the female leaders of tomorrow. The University of Waterloo will champion three initiatives to increase the representation of women: a comprehensive review of selection and recruitment hiring practices, unconscious bias training, and the creation of career opportunities for high-potential women.

Today, The journey from entry-level faculty to senior leadership takes over a decade. Increasing the share of women in leadership positions will have a ripple effect on gender parity at lower levels; as women see women in these roles, they feel empowered to take on these positions. As the first Japanese university to establish a university-wide committee and an exclusive office to promote gender equality, Nagoya University is a nationwide leader in this area.

Nagoya will remain at the cutting edge by creating a Center for Gender Equality on its own campus.