By comparison, workplace happiness levels stood at 57% in Australia, 56% in Singapore and 47% in Hong Kong.

The findings are based on an online survey conducted by research firm Nature between October and November 2025, involving around 1,000 Indonesian respondents aged 18 to 64.

Beyond general satisfaction, the report found that 86% of workers feel valued by their employers, while 75% say their work is fulfilling or meaningful.

Not just about salary

The survey indicates that workplace happiness in Indonesia is shaped largely by non-financial factors rather than salary alone.

The most frequently cited contributor was strong relationships with colleagues or teams, mentioned by 77% of respondents. Workers also highlighted convenient workplace locations (76%) and having meaningful work (75%) as major drivers of satisfaction.

Although wages remain important, only 54% of respondents said higher pay was their main aspiration, suggesting that salary is not the dominant factor behind workplace wellbeing.

According to Wisnu Dharmawan, acting managing director of Jobstreet by SEEK Indonesia, competitive wages may help attract workers, but long-term satisfaction depends on whether employees feel their work has purpose and whether they can maintain work–life balance.

Gen X is the happiest

The report also found variations in workplace happiness across demographic groups and industries.

Generation X recorded the highest satisfaction levels at 85%, followed by Millennials at 84%, while Generation Z reported the lowest score at 76%.

Industry also plays a role. The technology sector recorded the highest happiness level at 93%, reflecting strong workplace culture and career prospects.

Geographically, Greater Jakarta recorded the highest satisfaction at 87%, compared with 75% in western parts of Indonesia.

Burnout, job security concerns

Despite the high levels of reported happiness, workplace pressures remain present.

The survey found that 56% of workers experience heavy workloads, while 44% report stress and 43% say they have experienced burnout.

Around 40% of workers who described themselves as happy also reported feeling mentally exhausted, highlighting the complex relationship between job satisfaction and workplace demands.

Meanwhile 42% of respondents said they are concerned about job security due to the rise of artificial intelligence, particularly in the technology sector.

Broader reasons behind workforce satisfaction

Indonesia’s broader labour environment may also shape workplace conditions.

According to the International Labour Organization , the country has developed a comprehensive legal and institutional framework to combat forced labour and human trafficking, with laws and enforcement mechanisms that apply across different employment sectors.

The government is also moving to increase wages. Under a new wage-setting framework signed by President Prabowo Subianto, Indonesia’s minimum wage is expected to rise by around 5% to 7% in 2026.

In Jakarta, where the current minimum wage is about Rp5.4 million ($318) per month, the formula suggests a potential increase to around Rp5.68 million ($334) to Rp5.77 million ($339) in 2026, depending on economic growth data.

What they said

Alemu Sime, PhD, Minister of Transport and Logistics, stated that "The Railway Academy will provide efficient transportation services by establishing a modern railway infrastructure to connect the country’s major development centres and all neighbouring countries." Ethiopian Railways Corporation (ERC) The Corporation’s Chief Executive Officer, Hlina Belachew (eng.), also added that "This is a crucial day in the journey of every great institution, when key moments and visions are transformed into reality; this groundbreaking ceremony is a foundation for knowledge, innovation, and the growth of Ethiopian and East African railways."

Across the region, the most vulnerable roles were in administration, office support, sales, healthcare, manufacturing, and logistics, according to a study conducted by SEEK, the parent company of Jobstreet and Jobsdb

These jobs typically attract a large number of applicants, making it easier for scammers to target potential victims.

Entry-level roles with immediate employment promises create a wide pool of potential victims, said Tom Rhind, SEEK’s head of trust and safety. 

Rhind noted that scammers can use these positions to craft convincing offers that appear legitimate.”

Fraudsters are exploiting popular communication channels like Viber, SMS, and social media , often impersonating recruiters or even platforms like SEEK and Jobstreet.

Experts also warn that scammers are increasingly using AI tools to generate fake job ads and recruiter profiles, making fraud harder to detect.

The findings underscore a growing risk for job seekers across Asia-Pacific, a fast-moving digital job market, where even experienced candidates may fall prey to sophisticated scams.

The new rule applies to women aged 18 to 52, and does not require a medical certificate. Officials estimate that 350,000 to 400,000 women will benefit.

However, it excludes the much larger informal workforce of roughly six million women, including domestic workers, daily-wage labourers and gig workers, a gap experts say should be addressed.

Still, the move is being widely described as a landmark step, particularly because it covers private-sector employees regardless of their job type or contract.

Countries such as Spain, Japan, South Korea and Indonesia already offer menstrual leave, and in India, states like Bihar and Odisha provide limited leave for government workers. Karnataka’s decision, however, represents the broadest rollout yet in the country.

Karnataka Labour Minister Santosh Lad called the measure “one of the most progressive policy decisions” for women. The IT industry’s trade association, Nasscom, said many companies in the state already offer menstrual leave, and that complying with the government order would not be difficult.

Worker groups welcomed the move. Pratibha R, who leads the local Garment and Textile Workers’ Union, noted that many garment workers receive only 11 days of leave per year.

But the policy has stirred debate. Some women say discussing menstruation at work is still uncomfortable in a society where the topic remains taboo.

“How can one go and seek menstrual leave when we don’t even speak about it?” asked Anunita Kundu, a software manager.

By absolute size, Germany hosts the EU’s largest foreign-born population (15.8 million), followed by France (10.1 million), the UK (9.6 million) and Italy (6 million).

These totals are Eurostat’s harmonised “foreign-born” stocks, which count usual residents by country of birth rather than citizenship. Outside the EU aggregates, the United Kingdom also remains one of Europe ’s top destinations.

Smaller states, however, have the highest shares of foreign-born residents, with Luxembourg and Malta perennial outliers. Northern and Alpine countries such as Sweden and Austria also sit near the top by share, reflecting long-standing labour routes and humanitarian inflows.

Eurostat’s tables further put Ukrainian, Turkish and Moroccan citizens among the largest groups of non-EU nationals living in the EU, while Romanian and Polish citizens dominate intra-EU mobility as another reminder that Europe’s migration story spans both neighbours and member states.

Tying this information to market trends, Europe’s working-age population is flat to shrinking, yet demand for skills tied to the green and digital transitions is rising.

Migration eases those bottlenecks at the margin, helping explain why euro-area unemployment remains close to historic lows (around 6.2% this summer).

At the same time, the latest inflation prints in major euro-area economies, including Germany, ticked higher in September, complicating the ECB’s next steps after rate cuts earlier in the year.

Taiwan’s labour market now faces both immediate and long-term pressures as older generations retire and fewer young people enter the workforce.

The first wave of retirees comes from the cohort born between 1958 and 1966, when 3.78 million births were recorded. This group began entering retirement in 2023, triggering a contraction in the labour force.

A second wave, expected in about 16 years, will include those born between 1976 and 1982, when 2.89 million births occurred, the Ministry said. Together, these two groups will reduce the working-age population by 6.67 million.

The demographic strain is compounded by persistently low birth rates, with fewer than 1.6 million people entering the workforce compared with more than 2 million retiring. “Working-age youths” were defined as individuals aged 15 and older, according to the ministry.

Older Taiwanese have low participation in the labour market, with only 10% of those aged 65 and above remaining employed, compared with 25 to 35% in South Korea, Japan, and Singapore. Younger workers are also slower to enter the workforce, as labour force participation among those aged 15 to 29 is only 38%, well below the 60% seen in Europe and the US.

A Ministry of Labour study noted that more than 196,000 university and college graduates have yet to register for labour insurance, excluding those serving in the military, working abroad, or farming. Suggesting that many young Taiwanese are struggling to find employment or remain inactive at home.

According to United Nations data, the number of people aged 65 or older worldwide is expected to more than double from 761 million in 2021 to 1.6 billion by 2050. The population aged 80 and above is growing at an even faster rate. In 2021, one in ten people globally was aged 65 or older; by 2050, that figure is projected to rise to one in six.

Just days ago, Japan, the country with the oldest population, reported a record number of centenarians, with 99,763 people aged 100 or older as of September 1. This marked the 55th consecutive annual increase. 

Northern Africa , Western Asia, and sub-Saharan Africa are projected to record the fastest growth in older populations over the next three decades, the UN said.

Taiwan’s total population has been shrinking for 19 consecutive months. At the end of July, government data showed the population stood at 23,337,936, down 8,805 from June and 71,387 from a year earlier.

But this population surge is a double-edged sword that brings with it both opportunities and great challenges.

India’s urban centres, such as Mumbai, are the bedrock of its economic transformation. With over 28,000 people per square kilometre, Mumbai exemplifies the density and dynamism that define India's cities.

According to government forecasts, urban areas are expected to contribute 75% to India’s GDP by 2036 , and urban population figures could swell to 600 million.

This urban explosion presents an immense opportunity for India to fuel manufacturing, digital services, logistics, and construction. According to K.T. Ravindran, an urban planning expert, such growth must be met with targeted investments in infrastructure .

"The focus should move towards food security, water security, energy security, and security from waste management," he told CGTN.

But that transformation is already colliding with real-world pressures.

India's unemployment rate climbed to 5.6% in May 2025, with a notable rise among young people.

Millions migrate to cities in search of work , often fleeing rural distress and climate-induced displacement, only to find themselves stuck in low-wage, low-skill jobs in sectors like e-commerce delivery or informal construction.

"They have to be skills which are required by industries… Otherwise, disparity will remain," warns Madan Sabnavis, Chief Economist at Bank of Baroda.

India’s educational and skilling systems have struggled to keep up with the pace of change. While programmes exist to boost employability, many lack alignment with industry needs.

The result? A growing class of underemployed youth and a missing middle in the labour market.

The situation is being fuelled by frustration over limited job opportunities at home.

Despite being one of Southeast Asia ’s largest economies, Indonesia has struggled to absorb its growing skilled workforce, especially among youth.

National data shows that formal employment is shrinking while informal jobs dominate, leaving many graduates underemployed or unemployed altogether.

Recent figures place youth unemployment at more than three times the national average, underlining the structural problems in the local labour market.

Skilled workers are not only leaving to earn more but also to gain international experience and escape the uncertainty surrounding job security in Indonesia.

Experts warn that if this trend continues unchecked, the country could face labour shortages in key sectors and fail to realise its ambition of becoming one of the world's leading economies by 2045.

Policy analysts argue that the country is at risk of a demographic crisis, where it grows old before becoming rich.

Panama City Mayor Mayer Mizrachi proposed prioritising Bitcoin payments for Panama Canal transit fees at the Bitcoin 2025 conference. The canal, handling 5% of global trade, earned $5 billion from nearly 10,000 transits in fiscal 2024, despite drought-related caps. Mizrachi believes Bitcoin could streamline payments and attract tech-driven logistics firms, citing Panama’s current acceptance of Bitcoin for taxes. He’s seeking to expand this to canal fees without legislative approval, amid economic and geopolitical challenges. Former President Trump has called for regaining U.S. control of the canal, adding urgency to Panama’s modernisation efforts.

Chiquita Panama to lay off all workers as management exits

Chiquita Panama's management has left the country , and the company is seeking government approval to lay off remaining staff, the labour minister said. This follows the firing of 5,000 workers after a strike at a banana farm, which resulted in $75 million in losses. Thousands protested amid broader social issues, with President Mulino calling the strike illegal.

Panama denies involvement in enforcing Iran sanctions

Panama rejects claims by United Against Nuclear Iran (UANI) CEO Mark D. Wallace that it fails to enforce sanction s. Through its Panama Maritime Authority (AMP), the country has de-flagged over 650 ships since 2019 to uphold international standards, including the UN Convention on the Law of the Sea. Panama works closely with the U.S. government, sharing ship registry details to fight terrorism financing and illegal fishing. In 2019, Panama signed the Registry Information Sharing Compact with other maritime nations to notify members of ships involved in sanctionable activities. Recent actions include new ship-to-ship transfer rules and Executive Decree No. 512, empowering Panama to de-flag vessels linked to sanctions. So far, 214 ships and 12 million GT have been removed. Panama remains committed to international maritime conventions and continues its cooperation with the U.S.

Panama’s Bitcoin policy and global financial stability impact

Panama City Mayor Mayer Mizrachi proposed allowing Bitcoin payments for Panama Canal tolls, stirring excitement and concern. Supporters argue it would streamline payments , reduce banking fees, and attract tech companies, transforming Panama into a digital hub. They also see Bitcoin as a tool to modernise the canal’s competitiveness in global trade. Critics, however, warn of Bitcoin’s volatility—a sudden price drop could hurt Panama’s revenue, which supports key services. They also fear regulatory backlash from countries wary of crypto’s ties to evading traditional finance. The debate: Can Bitcoin enhance trade or will it destabilise Panama’s economy?

Panama removes 650+ ships amid sanctions, tougher rules

Panama’s Maritime Authority has removed over 650 ships from its registry since 2019 to comply with U.S. sanctions and enforce stricter rules. Since last year, 214 ships have been withdrawn under new measures allowing faster action against violators. Panama responded to UANI’s criticism, which accused Panama of facilitating Iran’s oil trade and undermining sanctions. Panama says it shares information with other flag countries and enforces rules against ships that evade tracking.

National Treasury said there is no law or plan to introduce a standard retirement age for all citizens.

In South Africa, the retirement age depends on agreements between employers and employees, or on the rules of a specific pension fund.

“There is no standard retirement age that is set by government in South Africa,” Treasury said in a statement quoted by Daily Maverick . It also confirmed that there are no changes to the old age grant, which can still be accessed from age 60.

The rumour appears to have started with a fake document shared online which falsely claimed that government employees would have to retire at 70, but no official law or announcement supports this.

Labour lawyer Avi Niselow said relying on misinformation can be risky. He warned that forcing someone to retire without a clear agreement in their contract could be considered unfair dismissal.

“If it’s not contractually agreed, the employer is exposed,” he said. He also warned that employees who act on these false claims could suffer long-term financial damage.

South Africa’s labour laws remain unchanged. In the public sector, the normal retirement age is still 60, with early retirement possible from 55.

In the private sector, it depends on what is written in employment contracts or pension fund policies .

Saudi Arabia is already the biggest destination for Pakistani workers and the top source of remittances, sending more than $700 million each month to Pakistan.

Officials say the selected beauticians will take up roles such as hairdressers, makeup artists, nail technicians, eyelash specialists, waxing and bleaching experts, and wig technicians.

Applicants must be under 40 years old and have at least three years of experience in the beauty industry, Arab News reports .

Those chosen will be paid up to 3,000 Saudi Riyals a month, which is about $800.

They will also receive free shared accommodation, meals or a food allowance, and round-trip airfare. Transport within Saudi Arabia will also be provided if needed.

Applications must be submitted on the Overseas Employment Corporation (OEC) website by June 8. The OEC is a part of Pakistan’s Ministry of Overseas Pakistanis and Human Resource Development.

Pakistan has long-standing ties with Saudi Arabia in areas like labour, defence, and culture .

Around 2.7 million Pakistanis live and work in the Kingdom.

The country’s overseas workforce is a vital part of its economy, especially as it deals with financial challenges.

The Minister of Education, Olatunji Alausa, said the government had passed its target of enrolling 110,000 students annually.

This, according to him, is a big step forward for nursing education and health care in Nigeria.

This was implemented as a result of the collaborative efforts of the Ministry of Education and the Ministry of Health and Social Welfare.

“This increased enrollment capacity signals a transformative era for nursing education in Nigeria, positioning the country to meet domestic and global demands for qualified healthcare professionals,” The minister, Alausa was quoted by Premium Times .

For years, Nigeria has struggled with inadequate number of nurses and doctors. In 2023, there was only one nurse for every 1,160 patients, as against the World Health Organisation's  “one nurse for every 300 people” recommendation.

Many Nigerian health workers have moved abroad in search of better pay and working conditions. This has made the problem worse, a trend widely called the “Japa syndrome.”

To deal with the rise in student numbers, the government is improving buildings and equipment in 18 nursing schools. It also plans to build new colleges and expand existing ones.

As of January 2025, Nigeria had more than 400 approved nursing schools.

Colour-coded for clarity, the map shows a vast sea of orange representing countries where Boomers have become the largest generation. Meanwhile, smaller patches of green and yellow indicate where Generation X (1965–1979) and Millennials (1980–1994), respectively, still hold demographic dominance.

The dominance of the Boomer generation in most of Western, Southern, and Central Europe is no surprise. Decades of lower birth rates, longer life expectancy, and the mass aging of the post-war generation have shifted Europe’s demographic center of gravity.

Countries like France, Germany, Italy, and Spain now have Boomers as their largest group, many of whom are retired or approaching retirement. This trend poses significant challenges: shrinking workforces, increasing pressure on healthcare and pension systems, and growing intergenerational economic disparity.

Yet not all of Europe is marching in step with the aging trend. Sweden, Albania, Ukraine, and Turkey stand out in bright yellow as countries where Millennials are still the largest generation. This could be a result of more robust birth rates in the 1980s and 1990s, immigration trends, or outflows of older generations.

Meanwhile, the UK, Ireland, Switzerland, and parts of Eastern Europe remain dominated by Generation X, shown in green. These countries appear to be the demographic "middle ground"—not as young as the Millennial-led nations, but not as elderly as their Boomer-heavy neighbours.

The survey spoke to 2,000 people over the age of 16 in all 27 states of Brazil between January 10 and 15, 2025. The goal was to understand how people feel about working hours and a new proposal that could change the law.

Many of those in favour said shorter hours would improve their lives. Sixty-five percent said it would give workers a better quality of life.

More than half also believed it would boost productivity. Others said it could help grow the economy and even make businesses more profitable.

When asked about the current six-day workweek system, more than half said they did not like it, but 39% thought it was a good idea.

The government is currently discussing a proposal known as the “6x1 PEC,” which would reduce the work week to just four days—36 hours total—with no pay cuts.

Sixty-three percent of those polled support this plan, suggesting that it would be a positive change for the country.

If they had more free time, nearly half of the people said they would spend it with their families. Others said they would use it to take care of their health, earn extra money, or learn new skills.

“This shows that Brazilians are looking for a better balance between work and life,” said a researcher from Nexus .

Nurses and midwives have also been leaving, making it even harder for people in Nigeria to get the care they need.

Professor Pate explained that Nigeria now has only about four doctors for every 10,000 people, which is far below what the World Health Organisation recommends.

According to him, it costs more than $21,000 to train just one doctor, meaning the country is losing not just skilled workers but also a lot of money.

He spoke at a meeting in Abuja attended by health leaders from across Africa. The event focused on how to improve healthcare systems and keep workers in their home countries.

Professor Pate said the government is not trying to stop people from going abroad, but it wants to make sure that health workers still feel valued and supported at home.

He further indicated government plans to keep doctors and nurses in Nigeria, including better training, data systems, and fair deals with countries that hire Nigerian health workers.

He also said African countries must come together to find better ways to manage the problem instead of waiting for help from other parts of the world.

“This is not just about people leaving,” Pate was quoted by Punch . “It’s about making sure the people who stay can still care for our communities.”

The meeting in Abuja was the first of its kind held in Nigeria and was hosted by the Medical and Dental Council of Nigeria.

The woman, who is in her early 20s, was 34 weeks pregnant when she went into labour in Gyeonggi Province.

After reaching out to emergency services at 12:42 a.m. on March 10, paramedics quickly arrived and assessed her condition.

However, after an hour of contacting hospitals in Seoul, Gyeonggi, and Chungnam, local reports indicate that all 40 hospitals refused to admit her, with most saying they had no available medical staff.

At 1:48 a.m., Seoul Medical Centre said they could take her but by then, she was in intense pain, and her water had already broken.

Paramedics had no choice but to deliver the baby inside the moving ambulance. She gave birth to a baby boy at 2:11 a.m., about 90 minutes after calling for help.

The mother and baby were taken to Seoul Medical Center at 2:36 a.m. for further care. Both were reported to be in stable condition.

This case comes just days after another pregnant woman, a Vietnamese national, was turned away by 13 hospitals before giving birth in an ambulance on March 16.

South Korea has been facing a growing healthcare crisis, with hospitals rejecting more emergency patients due to a shortage of doctors and medical staff.

The problem has worsened because of mass doctor strikes over government plans to increase medical school admissions.

The average salary at the four major banks, 60.5 million won, exceeded Samsung Electronics' 54 million won ($41,000), SK Hynix's 52 million won ($39,000), and Hyundai Motor's 42 million won ($32,000)during the same period.

As reported by the Korea Herald , despite a 1 million won ($753) decrease in the average first-half salary at the four banks, major companies also saw slight declines or minimal increases. Last year, Samsung Electronics paid 51 million won ($38,000), SK Hynix 73 million won ($55,000), and Hyundai Motor 45 million won ($34,000).

Employees at financial holding companies earned more, averaging 89.25 million won in six months. Woori Financial Group led with 97 million won ($73,000), followed by Hana at 94 million won ($71,000), Shinhan at 86 million won ($65,000), and KB at 80 million won ($60,000.

Meanwhile, the gender wage gap was evident, with holding companies paying female employees about 32% less (around 31 million won) than males. Woori Financial Group had the largest disparity, with males earning nearly 70% more than females.

The protests were initially sparked by the government's quota system for public sector jobs. This system reserves a significant portion of positions for the children of war heroes and other specific groups, which students argue is discriminatory and undermines merit-based recruitment.

The situation escalated when peaceful demonstrators from Dhaka University were attacked by individuals believed to be affiliated with the ruling Awami League

The violence quickly spread, with reports of police using tear gas, sound grenades, and even live ammunition against protesters. By July 18, the death toll had risen to 32, with the highest number of fatalities occurring on July 19, when 75 people were killed in a single day. The government imposed a "shoot at sight" curfew and a communication blackout, further intensifying the unrest.

However, on Tuesday, July 23, the Bangladesh government announced it would comply with a Supreme Court ruling to open 93% of state jobs to competition, addressing a major student demand after a week of intense protests.

The protests have not been limited to Dhaka. Cities like Rajshahi, Sylhet, and Barishal have also seen significant unrest. The government's heavy-handed response has drawn criticism from both domestic and international observers, who accuse it of using excessive force and violating human rights.

These disparities manifest in various forms, including unequal pay, limited access to leadership positions, and higher rates of informal employment.

According to a World Bank report , in some countries, men significantly outnumber women in employment. The figures are rounded and derived from the 2023 estimates by the International Labour Organisation.

Here are the top 8 countries where this gender gap is most present:

Afghanistan faces one of the most significant gender disparities in the workforce globally due to the ongoing conflict, cultural norms, and economic instability. Currently, the labour force participation rate for women in Afghanistan is only 5%, compared to 100% for men.

Iraq

Women in Iraq are predominantly employed in sectors such as education, healthcare, and public administration. However, these sectors often do not offer the same financial or career advancement opportunities as those dominated by men, such as construction, manufacturing, and higher-level management. As of 2023, the labour force participation rate for women in Iraq is only 11%, compared to 92% for men.

Pakistan

In Pakistan, traditional gender roles and limited access to education for women contribute to a significant gender gap in employment. Men are more employed, especially in formal sectors. As to recent estimates , only about 25% of Pakistani women participate in the labour force, compared to 81% of men.

Oman

Oman, like many countries, faces significant gender disparities in its workforce. Despite progress in various sectors, the gap between male and female labour force participation remains wide. As of 2023, the labour force participation rate for women in Oman is 32%, compared to 88% for men. This stark difference highlights the challenges women face in entering and remaining in the workforce.

Iran

While Iran has made strides in improving gender equality, significant challenges remain in closing the workforce gender gap. The labour force participation rate for women in Iran is only 14%, compared to 71% for men as of 2023.

Yemen

Yemen has one of the largest gender gaps in the workforce. Cultural norms and ongoing conflict severely limit women's participation in the labour market, resulting in a workforce dominated by men. As of recent estimates, the labour force participation rate for women in Yemen is only 5%, compared to 60% for men.

Egypt

Egypt has a substantial gender gap in employment, with men dominating the workforce. Factors such as social norms, limited childcare options, and workplace discrimination contribute to this disparity. Only about 17% of working-age women participate in the economy, compared to 71% of men.

Algeria

In Algeria, men significantly outnumber women in the workforce. As of 2023, the labour force participation rate for women in Algeria is 17%, compared to 67% for men. This stark contrast highlights the challenges women face in entering and remaining in the workforce.

The protests turned violent, with demonstrators setting fire to numerous government buildings, including the Dhaka headquarters of state broadcaster Bangladesh Television. The clashes also resulted in at least 39 deaths, with the majority caused by police fire. Over 700 people were injured, including 104 police officers and 30 journalists.

In response to the escalating violence, the government has imposed a nationwide internet blackout and banned all public rallies in the capital, Dhaka. The police have also arrested several opposition leaders, including Ruhul Kabir Rizvi Ahmed, the joint secretary of the main opposition Bangladesh Nationalist Party.

The Global Reporting Initiative (GRI) -an organisation dedicated to establishing guidelines for businesses on reporting their decisions that affect society at large- has further announced its commitment to voluntarily align with the International Labour Organisation's (ILO) already existing labour rights policy, specifically the 'Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy' from 2017.

This initiative aims to encourage corporations to support the achievement of the Sustainable Development Goals (SDGs) globally, with the target year set for 2030.

It is also expected that organisations will enhance their methods for setting salary frameworks, strive for equal representation across genders, and improve hiring practices. Employers are given a deadline of October 4 to make these decisions.

According to Emily Sims, Senior Specialist at ILO “This alignment contributes to business transparency concerning labour-related impacts, actions and performance; and helps companies to strengthen their contribution to SDG 8 on decent work and inclusive economic growth.”

The International Labour Organisation's World Employment and Social Outlook report in May 2024 indicates that women still face disparities in the workplace regarding access to opportunities and wage equality, often as a result of familial and caregiving duties.

"Gender disparities are evident in workforce participation, where women often face challenges in accessing equal opportunities in securing employment. Recent economic literature (Klaven, Landais and Leite-Mariante 2024; Kleven, Landais and Søgaard 2019) highlights that family responsibilities (i.e. marriage and parenthood) have a greater negative impact on women’s employment compared to men, exacerbating gender employment gaps," reads the report.

These standards function as a standard tool for evaluating how effectively organisations are protecting the sexual and reproductive health of their employees.

The groundbreaking programme, led by the United Nations Population Fund (UNFPA) also seeks to address the often-overlooked aspect of women's health within the professional environment.

With the launch of this initiative, the UN is setting a new standard for workplace health and gender equality which hopes that by 2030, the global maternal mortality ratio will be reduced to less than 70 per 100,000 live births, and universal access to sexual and reproductive health-care services will be ensured.

According to UNFPA Executive Director Dr. Natalia Kanem investing in the health and human rights of women in the workplace is efficient for improved work globally.

“Women represent nearly 40% of the global workforce. Yet, the average workplace was not built with a woman in mind. Investing in the health and well-being of women is not just the right thing to do, it’s also good for business. When the workplace works for women, it tends to work for everyone," she said .

The initiative further resonates with the powerful quote of Former UN Secretary-General Kofi Annan who once said, "It is my aspiration that health finally will be seen not as a blessing to be wished for, but as a human right to be fought for."

Additionally, in January 2023, during the World Economic Forum in Davos, Switzerland, the UNFPA initiated the Coalition for Reproductive Justice in Business. This alliance aims to motivate and assist companies in improving the sexual and reproductive well-being of their workforce.

"The coalition is designed to encourage and support the private sector to enhance the sexual and reproductive health of their employees and provides a platform for sharing strategies to address staff’s diverse reproductive health needs. It also fosters accountability by leveraging the new scorecard within the framework of ESG. This holistic approach seeks to create workplaces where reproductive justice is a central focus, promoting a culture of inclusivity and equal opportunity for all employees," UNFPA explained.

Research shows that nearly half of married women worldwide lack decision-making power over their sexual and reproductive health and rights. Furthermore, 35% of women aged 15-49 have experienced physical and/or sexual intimate partner violence or non-partner sexual violence.