Knowledge Hub

Care work was long treated as a private family duty, performed largely by women and excluded from economic thinking. It is now becoming a global policy, labour and investment priority. …

Women leaders are often expected to remain confident but likeable, decisive but warm and visible without appearing self-promotional. This practical guide explains how women can communicate decisions, disagreement, ambition and …

Women are trained for jobs in care, health, beauty, education, retail and customer service. But who trains the organisations employing them? Pink-collar skilling must improve women’s capabilities and the workplaces …

Genderwashing is the gap between what organisations say about gender equality and what women actually experience at work. Here is how to spot it.

Unconditional cash transfers to women are not a magic solution, but they can change daily choice, dignity and bargaining power when designed well.

Inclusive work culture is not proved by slogans. It shows up in meetings, promotions, feedback, flexibility, safety, accessibility and everyday respect.

Contemporary women do not need another lecture on managing time. They need fairer homes, better workplaces, shared care, real rest and the freedom to grow without burning out.

Inclusive hiring is not sympathy hiring or quota hiring. It is a practical way to build fairer, smarter and more evidence-led hiring systems for 2026.

The Women Entrepreneurs Finance Code Pilots show that women’s finance works better when banks use sex-disaggregated data, design with women, offer support beyond credit and make leadership accountable.

A new study challenges old workplace assumptions about negotiation. Women and men reach similar economic outcomes, but women often create more trust, satisfaction and future opportunity.