through remains a challenge. Funders of sustainable infrastructure projects can use tools like Diversity and Inclusion ratings or Bloomberg GEI , which mandate gender diversity in the boardroom and ensure compliance with inclusive hiring and labor policies.
3. Foster an inclusive work environment.
Encouraging gender diversity in the workplace is not enough. Women still make 50 percent less than men at managerial positions in the energy sector. The average gender wage gap , or difference between male and female wages, is 35 percent in the basic infrastructure industry and 39 percent for the mobility sector. At many companies, internal biases and office cultures prevent women’s upward mobility to decision-making positions. To attract and retain the female workforce, corporations must eliminate structural inequities, beginning with adopting policies focused on equal pay, flexible schedules, maternity leave and harassment redressal.
Investing in new, low-carbon economies offers a rare opportunity to ensure that sustainable infrastructure jobs do not come with the inherent injustices of traditional infrastructure fields. With the main theme of next week’s 63rd Commission on the Status of Women being women’s access to social protection, public services and sustainable infrastructure, pushing for more women in the sustainable infrastructure workforce is one of many strategies that global leaders can adopt. It is time that we see women as builders of a low-carbon, resilient and just future.