Gender Equality Glossary
The UN Women Training Centre’s Glossary is an online tool that provides concepts and definitions with gender perspective structured according to the thematic areas of UN Women. It includes gender concepts as well as international conferences, agendas, initiatives and partnerships related to gender equality.
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Temporary special measures
This term refers to actions aimed at accelerating de facto equality between women and men that may, in the short term, favor women. Other terms that are often used to refer to such “special measures” in their corrective, compensatory and promotional sense are the terms “affirmative action”, “positive action”, “positive measures”, “reverse discrimination”, and “positive discrimination”. However, the preferred term within the UN system is temporary special measures.
The CEDAW convention (Article 4, paragraph 1) clarifies that “Adoption by States parties of temporary special measures aimed at accelerating de facto equality between men and women shall not be considered discrimination as defined in the present Convention, but shall in no way entail as a consequence the maintenance of unequal or separate standards; these measures shall be discontinued when the objectives of equality of opportunity and treatment have been achieved.”
The concept consists of three parts:
Source: General recommendation No. 25, on article 4, paragraph 1, of the Convention on the Elimination of All Forms of Discrimination against Women, on temporary special measures.
Time use is an important measure of women and men’s activities in their productive, reproductive, and community roles. Time use can be measured through surveys which are carried out on the activities people perform during a given period of time (usually a day or a week). While time use surveys can and have been used for a wide variety of purposes, the most common reason for carrying out such surveys in developing countries is to provide better information about the work performed by men and women, and to highlight the time spent on unpaid activities, which are often invisible in ordinary census data. This unpaid work, which includes work for others, is considered a major contributing factor to gender inequality and women’s poverty (Mohammed 2009).
In spite of the changes that have occurred in women’s participation in the labor market, women continue to bear most of the responsibilities for the home: caring for children and other dependent household members, preparing meals and doing other housework. In all regions, women spend at least twice as much time as men on unpaid domestic work. When unpaid work is taken into account, women’s total work hours are longer than men’s in all regions (UN 2010).
In many ways, the 24 hour day time use analysis signaled the end of the Women-In-Development (WID) approach and the desire to “put” women in development as if they were not already involved, and the beginning of a gender approach that more systematically analyzed the differences between women’s and men’s lives and reality.
Sources: Mohammed, Margaret (2009) Making invisible work more visible; gender and time use surveys with a focus in the Pacific and unpaid care work. Suva, Fiji: United Nations Development Programme Pacific Centre; United Nations, The World’s Women 2010, Trends and Statistics, UN, ST/ESA/STAT/SER.K/19
Paid labor refers to time spent on productive activities for which the individual receives payment in exchange for labor
Unpaid labor refers to time spent on productive activities in which the individual does not receive payment. This category predominantly refers to household maintenance and care work, including care for children, disabled and elderly persons.
Non-productive activities refer to personal and recreational activities such as learning, leisure and personal hygiene. Activities falling in this category are not part of the economy.
Source: Gross, Jocelyn and Swirski, Barbara (2002). Time Use Surveys and Gender Equality.
Transformational leadership enhances the motivation, morale, and performance of followers through a variety of mechanisms. These include connecting the follower's sense of identity and self to the project and the collective identity of the organization; being a role model for followers that inspires them and makes them interested; challenging followers to take greater ownership for their work, and understanding the strengths and weaknesses of followers, so the leader can align followers with tasks that enhance their performance.
Unlike traditional forms of “transactional leadership,” transformational leadership is not based on a "give and take" relationship, but on the leader's personality, traits and ability to make a change through example, articulation of an energizing vision and challenging goals. Transforming leaders are idealized in the sense that they are a moral exemplar of working towards the benefit of the team, organization and/or community.
Source: Sahil Bagga, Burns, J.M. (1978) Leadership. New York. Harper & Row.