Benefits of Gender Inclusive Reports

Excited to share our new National Academy of Medicine report on how sex and gender identity influence disability evaluations by the Social Security Administration (SSA). We were commissioned by SSA & took part in a 1+ year process to report on the unique health challenges faced by Transgender and Gender Diverse (TGD) individuals, as well as those with Variations in Sex Traits (VSTs). We developed conclusions that could make for a more inclusive and accurate assessment process when people apply for disability benefits. **Key Takeaways:**   1️⃣ **TGD and VST Populations:** The report underscores that individuals from these populations often face significant barriers to healthcare, which can delay disease detection and worsen long-term health outcomes. These health disparities can directly impact their eligibility for disability benefits.     2️⃣ **Inclusive Language**, particularly for conditions like reproductive cancers and HIV: By removing gendered terms and focusing on the condition itself, disability evaluations can be inclusive for all individuals, regardless of gender identity. 3️⃣ **Data Collection:** Routine collection of data on gender identity, sex recorded at birth, and relevant care (e.g., gender-affirming treatments) is vital for an accurate evaluation. These data are lacking in many healthcare systems, but incorporating them into disability applications could help lead to more accurate determinations.  4️⃣ **Special Considerations:** The report highlights the need for careful evaluation of sex-specific diagnostic criteria for conditions like pulmonary function and kidney disease. In some cases, the sex recorded at birth may be the appropriate reference point, but in others—particularly for those receiving gender-affirming hormones—additional or alternative metrics may be necessary. One option is to use the measurement most likely to support an individual's disability application in cases where both 'male' and 'female' reference ranges are considered. 5️⃣ **Training for Disability Adjudicators:** Given the complexities in assessing disability claims for TGD individuals and those with VSTs, staff can receive training on the unique health and social challenges faced by these populations. This could ensure more accurate, fair, and compassionate disability determinations. By improving how disability claims are evaluated for TGD and VST individuals, we can move closer to a system that truly supports everyone. https://lnkd.in/egUKPbHT #SSA #HealthEquity #healthcare

You can do better than “Number of women trained.” Most organisations know this, yet participation counts still dominate logframes, gender markers, and reports. Counting women in a room does not tell you: -whether they felt safe enough to speak, -whether power dynamics shifted or were reinforced, -whether agency, influence, or decision-making actually changed, -or whether any change lasted beyond the activity. Participation is easy to count. Gender transformation is not. That’s why many MEL systems default to numbers... Not because organisations don’t care about gender equality, but because their systems are not designed to capture gendered change. Gender-transformative indicators require: ↳clarity on what kind of change is expected, ↳attention to power, norms, and relationships, ↳and evidence that goes beyond attendance lists. When Monitoring, Evaluation and Learning (MEL) systems are designed only for compliance, gender becomes a checkbox. When they are designed for learning and accountability, gender becomes measurable in meaningful ways. 👉 This is the kind of shift supported through the Clarity-to-Impact® Organisational Programme, where we work with staff to redesign results logic, indicators, and learning processes so that gender equality is measured as change, not participation. The January Clarity-to-Impact® Organisational Cohort is now open. The six-month programme supports only two organisations per cohort to embed gender-responsive and gender-transformative MEL into their systems. Organisations serious about measuring gender equality (not just reporting on it)  are encouraged to engage early as registration closes soon (or as the 2 places are filled). ✅ Scan the QR code on the last slide for more details. #ClarityToImpact

A #Climate Cost-Benefit Analysis (CBA) is a tool used to evaluate the trade-offs between the costs and benefits of actions related to climate change #mitigation, #adaptation, or policy decisions. It helps #policymakers and stakeholders make informed decisions by quantifying and comparing economic, #environmental, and social impacts over time. Key elements of climate CBA: 🔎Objective: To assess whether the benefits of a climate-related action (e.g., #emission reduction, renewable energy deployment, or adaptation projects) outweigh the costs. 🔎Costs may include: • Investment in infrastructure or technology • Maintenance and operational expenses • Opportunity costs • Social or economic disruption during transition periods 🔎Benefits may include: • Avoided climate-related damages (floods, #droughts, health impacts) • Reduced #greenhouse gas emissions • Improved energy efficiency • Health co-benefits from air quality improvement • Increased #resilience of communities and #ecosystems 🔵 In this context the UNDP-RBAP “Gender-Responsive and Socially Inclusive Climate Cost-Benefit Analysis” report provides a practical framework for integrating gender and social inclusion (GESI) into climate cost-benefit analysis (CBA). Its main contributions include: 📍Integrative framework It offers a step-by-step approach to incorporate social and gender dimensions into traditional CBA methodologies. 📍Contextual relevance It emphasizes the importance of understanding local socioeconomic. 📍#Capacity Building; the guide helps build national institutional capacity to apply a more inclusive economic analysis. 📍Practical Tools: It introduces tools such as stakeholder mapping, equity-weighted CBA, and qualitative assessments. How this document serves Climate Cost Policy Analysis This document enhances climate cost policy analysis in the following key ways: 🟢Equity in resource allocation: It supports decision-makers in evaluating how climate #finance and interventions affect different population groups particularly women, the poor, and other #vulnerable communities thus improving fairness and equity in #budget and policy decisions. 🟢Improved #risk assessment; by highlighting differential climate vulnerabilities and capacities to adapt, it strengthens the economic rationale for targeted interventions and resource prioritization. 🟢Socially informed Cost-Benefit Analysis; It ensures that climate policies are not only economically efficient but also socially just, enhancing the #sustainability and acceptability of such policies. 🟢Alignment with global Climate Goals; the approach helps countries fulfill obligations under frameworks like the #Paris Agreement and the #SDGs by integrating inclusivity into national planning and reporting processes. 🟢Policy coherence;It fosters alignment between climate policy, gender equality goals, and broader development priorities, facilitating coherent and synergistic policy-making.

Powerful new research from Deloitte's 2024 Women @ Work Report shows that women working at "Gender Equality Leaders" (organizations that according to women who work there have created inclusive cultures that support their careers, work/life balance, and foster inclusion) see significantly more positive workplace outcomes in comparison with women working at other organizations. Women who work at Gender Equality Leaders feel safer, more comfortable talking about their mental health, more comfortable working flexibly without fear of the impact on their career, and report higher levels of loyalty, productivity, and motivation. Women working at Gender Equality Leaders are also more optimistic about their career prospects, 2x as likely to recommend their organization to other women, less likely to have experienced non-inclusive behaviors, have lower stress, are less likely to have used time off for mental health challenges, and are significantly more likely to plan to stay with their employer and see their organization as somewhere they want to progress. These are HUGE wins for both individual women and for the organizations that employ them. But, only 6% of women work at a Gender Equality Leader organization. The full report is full of additional insights across a broad range of workplace outcomes and includes research-based actions to help more organizations become Gender Equality Leaders. Well worth a full read. https://lnkd.in/eAbNTrfr #WomenLeaders #WomenAtWork #GenderEquality #WomensLeadership #WorkplaceWellBeing ID: An infographic with text included in the body of this post. -- As always, thoughts and views are my own and do not represent those of my current employer.

Rethinking Mobility: Why Gender-Inclusive Planning Matters. How often do we stop to consider whether our cities are designed for everyone? A recent toolkit on Gender-Inclusive Mobility Planning highlights a critical gap in urban design: most transportation systems are still unconsciously built for a “default male user” someone commuting during peak hours, without stops or detours. But women and gender minorities make up more than 50% of the population, and their travel patterns are often more complex, more frequent, and more dependent on off-peak and multi-modal trips. Key insights from the report: 🔹 Women use public transit more, yet feel less safe especially at night. 🔹 Trip-chaining is common balancing work, caregiving, and household errands in one journey. 🔹 Safety and accessibility are top concerns, influencing route choices and travel times. Cities like Vienna, Austria are leading the way with intentional gender mainstreaming widening sidewalks, improving lighting, adding seating, and prioritizing pedestrian safety. Their approach shows that when we design with people, not just for them, we create cities that are more equitable, safe, and livable for everyone. #GenderInclusiveDesign #UrbanPlanning #Mobility #TransportationEquity #InclusiveCities #PublicTransit #UrbanDesign #LinkedInLearning