Gender Equality Sue Barrell, with thanks to Assia Alexieva CBS-16

Women in Science… … are significantly underrepresented Only 30% of world’s researchers Very few tenured professorships in math and science at universities 1/3 of global workforce at NMHSs Only 1 out of 5 senior managers Less than 25% of chiefs of service delivery 36% of party delegations (COP-20 ) Only 1/4 from the NMHS delegates were women (COP-20)

Women in WMO Governance An “invisible ceiling” of 20% female representation on average (e.g. management groups, working groups and expert teams). Overall progress: A low baseline (1990s): 9% women in Cg/RA/TC meetings Congress: from 16% (2003) to 20% (2011) to 27% (2015) TC meetings: from 14% (2004-06) to 17% (2008-10) to 21% (2015) RA meetings: from 9% (2004-07) to 14% (2008-10) to 20% (2015) Moving in right direction, but progress is too slow At this pace: parity in 2050 or beyond

CBS MG and Expert Teams

Proportion of women and men in TC working groups and task teams

Proportion of women and men in delegations to TC sessions

The Effects Few role models Young and mid-career women less motivated and confident to assume leadership positions Not sufficiently diverse WMO structures Weather and climate services not gender-sensitive

Conference Findings Women and men are affected differently by weather and climate Not because different needs but different roles dues to social norms and constraints For example: More women than men died in Indian Ocean tsunami and Cyclone Gorky in Bangladesh 300 million fewer women with mobile phones than men → no disaster warnings, routine weather forecasts and agricultural advice 80% of lightning casualties in US were men → risk-seeking behaviour Women’s crucial role in building community resilience

Conference Recommendations Some highlights related to service delivery: Devise communication strategies that recognize potential gender- specific barriers to accessing weather and climate information, both technological and cultural. Promote the collection and use of gender-disaggregated data on DRR to inform the design of targeted interventions. Undertake studies with end users to identify the needs of men and women for climate services. Enhance the capacity of service-delivery sectors to use tailored weather and climate information for informed decision-making at all levels. Integrate gender considerations in plans of weather and climate services.

WMO Gender Equality Policy Adopted as Annex to Resolution 59 (Cg-17) Roles and responsibilities of Technical Commissions: Action plans to implement gender equality policy Ensure that a minimum of 30% of members of working structures are women Long-term: reach parity Responsibilities of Members Nominate female candidates to constituent bodies, training events, WMO fellowships Nominate female candidates for TC expert and management groups Increase representation of women in delegations to constituent bodies Respond to gender equity surveys

WMO Gender Equality Policy Adopted as Annex to Resolution 59 (Cg-17) In terms of service delivery: Improve the understanding of the gender-specific impacts of weather and climate; Pursue strategies and structures to increase the involvement of women as well as men in the development and communication of gender-sensitive weather, hydrological and climate services; Produce and communicate gender-sensitive weather, hydrological, climate and related environmental services; Ensure access for women to products and services; Strengthen the capacity of women as well as men in climate-sensitive sectors; Increase investment in gender-based weather, hydrological, climate and related environmental services.

WMO Gender Action Plan: Selected Actions Governance Make gender equality a permanent item on agendas and discuss at least once per financial period; Adopt resolutions and/or decisions on increased participation of women Encourage active role of female members of constituent bodies in management and expert groups BUT they cannot be appointed if they are not nominated by Members Designate (i) a member of TC management committees as responsible for gender equality and/or (ii) gender focal points with specific TORs. Ensure that the TORs of all working bodies are gender-sensitive. Develop action plan on implementation of WMO Gender Equality Policy. Service Provision Organize at least two regional and/or sub-regional gender workshops on weather, gender and climate (Concept Note prepared by Secretariat). Conduct research and develop case studies on the gendered impacts of weather and climate. Conduct research into how women and men access and use weather and climate services. Develop communication methods and tools to ensure that women and men have equal access to weather and climate services. Customize weather and climate services to the particular needs of women and men. Develop and modify relevant regulatory materials.

Communications Dedicated webpage on Women in Weather, Water and Climate WMO Gender Equality Website http://public.wmo.int/en/resources/gender-equality

Thank you