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

2. 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)

3. 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% ( ) to 17% ( ) to 21% (2015)
RA meetings: from 9% ( ) to 14% ( ) to 20% (2015)
Moving in right direction, but progress is too slow
At this pace: parity in 2050 or beyond

4. CBS MG and Expert Teams

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

6. Proportion of women and men in delegations to TC sessions

7. 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

9. 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

10. 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.

11. 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

12. 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.

13. 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.

15. Communications
Dedicated webpage on Women in Weather, Water and Climate
WMO Gender Equality Website

16. Thank you