《可持續發展經濟導刊：性別平等共創低碳未來-企業賦能女性應對氣候變化實踐觀察（2024）（中英文版）（32頁）.pdf》由會員分享，可在線閱讀，更多相關《可持續發展經濟導刊：性別平等共創低碳未來-企業賦能女性應對氣候變化實踐觀察（2024）（中英文版）（32頁）.pdf（32頁珍藏版）》請在三個皮匠報告上搜索。

1、 1 2024年11月 巴庫November,2024 Baku企業賦能女性應對氣候變化實踐觀察（2024）Gender Equality for a Low-carbon FutureInsights and corporate practices of womens empowerment in climate action(2024)企業賦能女性應對氣候變化實踐觀察（2024）Gender Equality for a Low-carbon FuturePractice Observations on Business Empowerment of Women in Tackling C

2、limate Change (2024)Good practices and suggestions on using business power to protect womens rights and interests and give full play to womens role to alleviate and adapt to climate change.Good practices and suggestions for leveraging business power to protect and promote womens roles in mitigating

3、and adapting to climate change運用商業力量保護和發揮女性角色，緩解和適應氣候變化的良好實踐與建議。運用商業力量保護和發揮女性角色，緩解和適應氣候變化的良好實踐與建議。性別平等共創低碳未來性別平等共創低碳未來掃描二維碼了解“金鑰匙面向SDG的解決方案”Scan the QR Code to learn more about GoldenKeySDG Solutions關注可持續發展經濟導刊Follow China Sustainability Tribune關注可持續發展網Follow sdg-當前應對氣候變化的努力忽視了女性。賦能女性全面參與其中可以帶來雙贏加速應

4、對氣候變化進程并促進性別平等。所有組織和部門在推動綠色轉型、增強氣候適應性的過程中，制定和執行“性別平等”的行動方案至關重要。01 可持續發展經濟導刊（期刊號：CN10-1603/F，ISSN 2096-6520）是由中華人民共和國商務部主管的一份聚焦企業社會責任和可持續發展的商業管理類期刊，創刊于 2019 年 1 月，是中國在企業社會責任和可持續發展領域的一面旗幟?？沙掷m發展經濟導刊 以“全球視野，合作共贏”為宗旨，定位于“面向未來的思想和行動”，致力于建設可持續發展的思想智庫和共享網絡，匯聚并傳遞可持續發展信息和思想，發現并提升以可持續發展為目標的實踐行動價值，推動可持續發展成為商業核心

5、理念和行動，成為社會共同意識和選擇。關于本報告本報告在充分闡釋性別平等與氣候變化關聯性的基礎上，提出企業納入性別視角制定和實施氣候戰略與行動的新主張，并輔以企業實踐嘗試給出了企業在此議題上的行動框架和具體建議等。本報告旨在向氣候決策者尤其是企業內氣候行動相關決策者提供信息，引起更多關于氣候變化和性別議題的討論和關注，倡導將性別分析方法納入更廣泛的企業氣候政策、計劃和投資中，加強氣候行動和環境政策中的性別主流化與女性賦能?！敖痂€匙面向SDG 的中國行動”（簡稱“金鑰匙”）發起于2020年10月，旨在落實“可持續發展是破解當前全球性問題的 金鑰匙”論斷，響應聯合國可持續發展目標“行動十年”計劃?！?/p>

6、金鑰匙”活動，通過設置推薦、展示、路演、投票等流程，尋找并塑造面向 SDG 的中國行動標桿，講述和分享在華企業可持續發展行動的故事和經驗，為推動中國和全球可持續發展貢獻力量。2021 年，“金鑰匙”活動榮獲聯合國可持續發展目標優秀實踐（UN SDG Good Practices），成為中國最具影響力和國際化的企業可持續發展交流與展示活動?！敖痂€匙”活動目前已舉辦五屆，已匯聚了近千項可持續發展優秀解決方案，展現出中國企業貢獻 SDG 的行動力和破解難題的創新力。本報告所有研究分析系基于我們認為可靠的或已公開的信息撰寫，我們不保證文中數據、資料、觀點或陳述不會發生任何變更。在任何情況下，所有研究分

7、析中的數據、資料、觀點或所表述的意見，僅供信息交流、分享、參考。鑒于撰寫人員掌握材料的有限性以及其他限制條件，報告內容可能并不完整，如有問題或建議請聯系 huwenjuansdg-.本報告著作權歸可持續發展經濟導刊所有。免責聲明關于可持續發展經濟導刊關于“金鑰匙面向 SDG 的中國行動”引言03 企業賦能女性應對氣候變化實踐觀察（2024）02引言：是脆弱群體，也是變革的推動者.03女性、氣候變化和商業.04為什么應對氣候變化要關注性別平等？.08為什么企業氣候行動要納入性別視角？.10納入性別視角的企業氣候行動.12行動框架.14典型案例.18加速將性別納入氣候行動的主流.22領先一步.24

8、共創零碳、包容未來.25參考文獻.26目錄是脆弱群體，也是變革的推動者氣候變化與性別平等相互交織，關系復雜。研究表明，女性不僅受到更嚴重的氣候變化影響，且平等享有綠色發展的機會沒有被充分保障，參與和領導氣候變化的潛力也未能被充分識別和發揮。氣候變化和性別平等是聯合國2030 可持續發展議程的兩個重要主題，只有在應對氣候變化中充分考慮女性的獨特需求和優勢，才能更加有效地應對氣候變化，共筑包容、共享的可持續未來。企業在應對氣候危機和社會不平等方面扮演著重要角色。當前企業在氣候行動和性別平等推進方面都進行了大量努力，但是企業決策者鮮少考慮到兩者之間的關聯，更很少從性別平等的維度設計和實施企業的氣候戰

9、略和行動。性別平等視角的缺失，不僅無法減輕和避免氣候變化中的性別不平等，更難以充分發揮女性的知識、技能和領導力來有效應對氣候變化。而且，納入性別視角來采取氣候行動，也有助于企業增強韌性，開發創新、多樣化的氣候解決方案。近年來，國際社會越來越認識到性別平等在推進氣候行動中的重要性。在聯合國氣候變化大會等國際平臺上，女性的聲音逐漸受到重視，越來越多的氣候政策也開始強調性別敏感。同時，也有越來越多的企業開始認識到性別平等的氣候行動的價值。一些領先企業紛紛通過提供資金、培訓和資源支持，賦能女性增強氣候適應性，并平等參與經濟低碳轉型。這不僅提升了女性地位和氣候方案的有效性，也增強了企業的社會責任形象和市

10、場競爭力。為了推進企業氣候行動中性別主流化，本報告將在充分闡釋性別平等與氣候變化關聯的基礎上，提出企業應納入性別平等視角制定氣候戰略和采取氣候行動的新主張，并輔以相關企業案例給出企業在此話題上的行動原則和方向等。本報告旨在引起社會各界尤其是企業界對于在氣候行動中考慮性別平等問題的關注，嘗試提供一些在應對氣候變化中保護女性和釋放女性力量的建議，并呼吁全社重新認識女性在應對氣候變化中的角色她們在氣候變化中是脆弱群體，也是推動變革的重要力量。引言女性、氣候變化和商業05 企業賦能女性應對氣候變化實踐觀察（2024）04核心內容：性別平等不僅是一項基本人權，而且是和平、繁榮和可持續世界的基石。相較于男

11、性，女性更容易受到氣候變化的負面影響。同時，女性在綠色發展、可持續發展中又可以發揮重要力量,也在氣候變化中展現出強大韌性。決策者必須優先考慮女性的參與和領導力，承認女性具有獨特的視角、專業知識和解決問題的能力。性別平等是企業有效應對氣候變化必須關注的一個重要維度，也是企業自身競爭力提升的重要保障。女性、氣候變化和商業女性、氣候變化和商業07 企業賦能女性應對氣候變化實踐觀察（2024）06性別平等是實現所有可持續發展目標(SDGs)的催化劑。實現性別平等，增強所有婦女和女童的權能不僅是可持續發展目標（SDGs）之一（即SDG5：性別平等），還是貫穿其他目標并影響其成功的重要主題3。認識到性別平

12、等與各個目標（如貧困、健康、教育、氣候變化等）的相互影響，并將性別考量納入綜合實施方案具有重要意義。事實上，聯合國已經將性別平等置于所有可持續發展目標實現的核心位置，強調要從性別平等角度審視其他 16 個目標的進展和挑戰，要承認女性在其中的貢獻，并鼓勵更多女性參與，以發揮她們的力量4。例如，全球約 36%的女性和 38%的男性在農業糧食體系中就業，但女性常被邊緣化，承擔非正式、低技能和低收入的工作。從事農業有償工作的女性收入僅為男性的 82%。她們在土地權屬、信貸和培訓方面的機會較少，需適應為男性設計的技術。研究顯示，縮小農業糧食體系中性別工資差距可使全球 GDP 增加近 1 萬億美元，幫助

13、4500 萬人擺脫糧食不安全。如果農業糧食體系中一半的發展干預措施重點關注女性賦權，將促進 5800 萬人的收入增長，增強 2.35 億人的韌性5。圖片來源：聯合國婦女署將承諾付諸行動：2030 年可持續發展議程中的性別平等（2018）（圖表文本為報告作者翻譯）聯合國2030 年可持續發展議程（SDGs）是全球可持續發展的藍圖，旨在通過 17 個目標以及 169 個子目標應對全球經濟、社會、環境領域的挑戰。這些目標并非獨立存在，而是相互聯系的。例如，使用煤炭改善能源獲?。⊿DG 7）會加速氣候變化（SDG 13），并通過空氣污染影響健康（SDG 3）1。理解 SDGs 之間的相互作用對于設計有

14、效的可持續發展解決方案至關重要?！巴顿Y于性別平等和增強所有婦女和女童的權能不僅可以實現可持續發展目標 5，而且還支持所有 17 項可持續發展目標的進展，包括促進消除貧困、減緩和適應氣候變化、保護生物多樣性和可持續經濟增長2。在全球每 100 名 25-34歲的男性中，就有 122名同年齡段的女性生活在極度貧困之中。與男性相比，女性報告食品不安全的可能性高出 11 個百分點。2015 年，全球有303,000 名女性死于與妊娠相關的原因。死亡率下降的速度太慢，難以實現目標 3.1。2030 年議程承諾要消除阻礙婦女和女童充分發揮其潛能的各種障礙。但前方依然挑戰重重：5.1 在 18 個國家，丈夫

15、可以合法地阻止妻子工作；在 39 個國家，女兒和兒子沒有平等的繼承權；而 49 個國家缺乏保護女性免受家庭暴力的法律。5.2 在過去 12 個月中，15 至 49 歲的女性中有19%遭受過來自親密伴侶的身體暴力和/或性暴力。5.3 全球有 7.5 億女性在 18 歲之前就結婚，至少有 30 個國家的 2億名婦女和女童遭受過女性生殖器切割。在 80%的家庭里，由于住處沒有水，婦女和女童承擔著取水的責任。全球科研人員中女性占比 28.8%。只有約五分之一的國家在科研領域實現了性別平等。收入不平等現象中，高達 30%是來自家庭內部的不平等，包括男女之間的差異。與男性相比，女性更可能生活在收入中位數5

16、0%以下的水平。淡水和海洋生態系統的污染對男女的生計、健康及其子女的健康都造成了負面影響。2010 年到 2015 年間，全球森林面積減少了 330 萬公頃。貧困農村婦女依賴公共資源，資源枯竭對她們的影響尤為嚴重。5.4 女性承擔的無償照顧和家務勞動是男性的2.6 倍。5.5 女性僅占議會席位的 23.7%，與 2000 年相比增加了 10 個百分點，但仍遠未達到性別平等。5.6 在已婚或有固定伴侶關系的女性中，僅有52%的人能夠自主決定性關系、避孕措施和醫療保健事項。5.a 女性僅占全球農用地持有人的 13%。5.b 女性擁有手機的可能性比男性低，她們的互聯網使用率也比男性低 5.9 個百分

17、點。5.c 已有超過 100 個國家采取行動，跟蹤用于促進性別平等的預算分配。2012 年，使用可燃燃料作為家庭能源所造成的室內空氣污染導致430 萬人死亡，其中婦女和女童占死亡人數的十分之六。小學適齡女孩中，將有 1500 萬人無法接受小學階段的讀寫教育，而男孩的這一數字為1000 萬。生活在城市貧民窟的女性忍受著許多艱難處境，像清潔飲用水和改善的衛生設施等基本需求通常都得不到滿足。投資公共交通會給女性帶來很大的好處，因為女性往往比男性更依賴公共交通。全球性別薪酬差距為23%。女性勞動參與率為 63%，而男性勞動參與率為 94%。氣候變化對女性和兒童的影響尤為嚴重，在災害發生時，他們死亡的概

18、率是男性的14 倍。沖突時期，兇殺以及其他形式的暴力犯罪發案率會顯著上升。雖然男性更有可能在戰場上喪生，但女性在沖突期間會遭受性暴力、綁架、酷刑并被迫離開家園。2012 年，發展中國家的外流資金是流入援助資金的 2.5 倍，而性別平等分配的資金相比之下簡直微不足道。女性、氣候變化和商業09 企業賦能女性應對氣候變化實踐觀察（2024）08為什么應對氣候變化要關注性別平等？氣候變化是當今世界面臨的最大環境挑戰之一。為了避免氣候災難發生，人類已經開始采取了廣泛行動，但現有氣候方案往往忽略了對于“人”，尤其是對于女性群體的關注。2.8 +20%X4 10%1.583 3C20如果不采取大膽行動，到本

19、世紀末，全球氣溫將升高地球將越來越難以生存。a在過去年中，氣候相關的災害數量幾乎增加了一倍。b當前，有 10%的女性生活在極端貧困之中。c到 2050 年，在最糟糕的氣候情景下，全球可能會有億婦女和女童陷入貧困當中。c在危機時期，性別暴力會增加，氣候危機也不例外。a例如，2022 年，非洲之角的旱災導致埃塞俄比亞受災地區的童婚現象增加了近四倍。d索馬里的親密伴侶暴力和強奸事件增加了 20%。d氣候變化正在加劇水資源短缺問題，這增加了婦女和女童在收集和處理水方面的負擔。c全球女性每天花在無償照顧和家務勞動上的時間比男性多小時。c女性氣候正義的目標，是創造一個讓婦女、女童和性別多元群體都能在健康、

20、可持續的地球上繁榮發展的未來。資料來源：aUNEP 2022a；b UNDRR 2022；c UNWomen 和 UNDESA 2023；d UNWomen 和 UNWater，日期不詳。巴黎協定承認性別在氣候相關政策和項目的規劃和執行中的重要性。該協議在序言中指出，“締約方在采取行動應對氣候變化時，應當尊重、促進和考慮它們各自對人權以及性別平等”和“婦女賦權”的義務。巴黎協定第七條第五款提到氣候適應行動需要注重性別問題，第十一條(二)要求進行注重性別問題的能力建設。聯合國氣候變化框架公約在其 2020-2022 年行動計劃中呼吁公共和私營實體在為氣候項目融資時考慮性別問題。聯合國氣候變化框架

21、公約總共發布了 50 多項與性別和氣候變化有關的決定，涵蓋氣候適應、減緩、能力建設，在某種程度上也涉及技術和融資。2016 年，約有一半國家應對氣候變化的計劃提到了女性或性別問題。但只有少數國家提到女性作為重要決策者和變革推動者的角色。女性在應對氣候變化方面具有關鍵作用。然而，鑒于女性處于氣候危機的最前線，且擁有獨特的知識和經驗，她們又可以成為綠色變革的推動者。知識（經驗）優勢：女性一直站在環境保護前沿，已經學會了運用可持續農業技術、抗旱種子和有機土壤管理應對氣候變化。土著女性更是環境保護的先鋒，善于利用傳統知識保護生物多樣性和種子品種等。領導力：研究發現，增加女性在國家議會中的代表性有助于通

22、過更嚴格的氣候變化政策，從而降低碳排放量11。在私營部門，董事會中女性比例較高的公司更有可能提高能源效率，減少公司的整體環境影響并投資于可再生能源12 13。韌性建設的中堅力量：另外，女性承擔著大多數無償家務和護理工作，面對氣候災害時，她們往往是家庭和社區的第一響應者，負責救助和支持社區恢復重建。她們在災后恢復中發揮關鍵作用，但在應對災害風險和恢復政策制定中常被排除。積極讓女性參與決策，能夠更有效地識別災害風險并建立韌性的社區。將性別平等置于氣候行動的核心位置。對于有效的氣候行動，決策者必須優先考慮女性的有意義和有效參與，承認女性是具有獨特視角、專業知識和解決問題能力的變革推動者15。例如，女

23、性在農業生產中發揮了重要作用，但往往被排除在有關農業的協商進程之外。根據一項估計，如果所有女性小農平等地獲得生產資源，其農業產量將增加20%至 30%，1 億至 1.5 億人將不再挨餓，二氧化碳排放量到 2050年可減少 21 億噸16。女性在農業、保護環境和自然資源管理等領域的獨特知識和經驗，特別是在地方一級，意味著將女性納入氣候行動和決策進程，不僅僅在法律和道義上是必須的，而且對采取有效和知情的行動至關重要。當女性被納入與資源使用和社會投資有關的決策時，她們往往會根據兒童、家庭和社區的最佳利益作出決定17。通過確保從一開始就將機會均等和男女待遇平等確定為目標，氣候行動有可能刺激有利于男性和

24、女性的低碳發展，促進社會包容性，改變性別規范，加強女性參與經濟活動，并為實現可持續發展目標作出貢獻，女性是實現這些目標的重要行動者18。性別與氣候變化14氣候危機也有“性別歧視”。人們越來越認識到，女性比男性更容易受到氣候變化的影響，因為她們占世界貧困人口的大多數，并且對自然資源的依賴更大6。在農村，女性負責獲取食物、水和取暖能源，面對干旱和降雨不穩定時，需要付出更多努力。氣候變化還加劇了沖突和不平等，增加了性別暴力風險。在極端天氣災害中，婦女和兒童的死亡概率是男性的 14 倍，原因在于她們獲取信息和資源的機會有限7。聯合國婦女署在聯合國氣候變化框架公約(UNFCCC)第 28 次締約方大會（

25、COP28）上發布報告稱，到 2050 年，氣候變化可能使 1.58 億婦女和女孩陷入貧困8。聯合國環境署指出，因氣候變化流離失所的人中有80%是女性或女孩，她們在遷移時面臨更高的貧困、暴力和意外懷孕風險9。另外，值得關注的是，目前人們應對氣候變化的方法也可能對女性不利。波士頓咨詢公司（BCG）分析指出，如果教育和就業等領域按當前趨勢發展下去，目前所制定的氣候緩解和適應戰略可能會使實現性別平等的時間推遲 15 至 20年。這主要是因為女性在快速增長的綠色經濟中代表性不足，因此在獲得新工作、參與再培訓和獲得綠色科技初創企業資金方面處于不利地位10。（圖表文本為報告作者翻譯）資料來源：aUNEP

26、2022a；b UNDRR 2022；c UNWomen 和 UNDESA 2023；d UNWomen 和 U女性、氣候變化和商業11 企業賦能女性應對氣候變化實踐觀察（2024）10為什么企業氣候行動要納入性別視角？企業在應對氣候危機和社會不平等方面發揮著重要作用。以往企業在氣候行動和性別平等推進方面都采取了大量行動，但是鮮少考慮到兩者之間的關聯，更很少從性別平等的角度考慮企業的氣候戰略和行動等。但是，性別是企業有效應對氣候變化必須關注的一個重要維度。忽視性別平等的氣候方案可能導致一系列問題企業在制定氣候政策中忽視性別因素有可能會影響企業生產力和商業運行。極端天氣（如洪水和熱浪）加重了女性

27、在工作與家庭之間的壓力，缺乏靈活的工作安排可能導致她們選擇離職，增加（農業、紡織業和制造業等行業企業）人力資源流失。此外，在農業領域，男性主導的經濟決策往往忽視女性的實際需求，導致購買的農業資源等與她們的使用情況不匹配。缺乏針對女性的培訓和發展機會使得她們無法有效利用新技術，降低了技術的接受度，限制了可持續農業的潛力。職場中的性別不平等使女性在氣候轉型風險中更為脆弱。盡管高碳行業中男性占比更高，但女性往往在行政和低技能崗位，缺乏管理層和技術崗位的代表性。這種性別差距導致女性在企業氣候轉型中缺乏話語權，面臨更高的失業風險和福利損失，尤其是在裁減高碳崗位和增加低碳崗位時。此外，全球新興經濟領域約

28、80%的崗位由男性占據，使得女性在轉型發展機會上受到限制19。獲取金融資源方面的性別差距會進一步削弱女性勞動力應對氣候變化的能力。女性在獲取金融資源方面面臨顯著不平等，包括金融服務、繼承權和資產所有權等。這一性別差距使女性作為企業家或農戶難以獲得可負擔的金融支持，限制她們進行綠色低碳轉型或提升氣候韌性的投資。這不僅削弱了女性應對氣候變化的能力，也使她們難以滿足政府氣候政策要求，錯失轉型發展的機會。納入性別視角推動企業氣候行動，有助于有效應對氣候危機。性別視角能夠幫助企業更全面地理解氣候變化的影響，為氣候行動提供多樣化的解決方案，創新開發更有效的氣候策略。當企業關注性別平等時，可以更有效地動員廣

29、大女性參與氣候行動，從而增強氣候項目的廣泛性和影響力。另外，女性在應對氣候變化時積累了豐富的知識和技能，通過支持女性的參與和能力建設，可以提高社區和組織的適應能力。促進性別平等。將性別視角融入氣候行動可以提升女性的參與度和話語權；通過氣候項目培訓和資源分配，女性能夠獲得新的技能和知識，從而增強其經濟獨立性和自信心；關注性別差異可以幫助企業識別女性在氣候適應和資源管理中的獨特需求，從而制定更具針對性的政策，改善女性的處境；納入性別視角有助于推動對女性的資源分配，包括資金、土地和技術；將性別平等與氣候行動結合起來，可以提高公眾對性別問題的關注，改變社會對女性角色的傳統認知。實現商業成功。在氣候行動

30、中賦能女性有助于提高企業生產力、穩定供應鏈、減少氣候損失、提高產品質量、擴大客戶群并提升品牌聲譽和客戶忠誠度。盡管氣候變化與性別不平等的關聯得到了廣泛認可，但將性別因素納入氣候政策仍面臨障礙，其中包括對性別平等缺乏重視和限制女性獲得機會、資源和參與決策的結構性障礙。決策者應確保減排目標與其他社會和環境目標并重，以避免增加女性脆弱性。同時，政策應避免簡單化的假設和刻板印象。提高性別數據的可用性將有助于制定更符合女性需求的氣候政策。數據亮點20 對中小企業和清潔能源價值鏈的試點研究發現，實施全面的性別包容戰略可使銷售額提高85%；如果就業和收入性別差距縮小到與接收國相同的水平，那么難民女性每年可以

31、為全球 GDP創造高達 1.4 萬億美元的收入；彌補女孩教育的資金缺口，從而縮小家庭規模，可減少預計高達 1029.6 億噸的二氧化碳排放量；女性董事會成員較多的公司更有可能提高能源效率并減少對環境的影響；董事會性別多元化的公司更有可能消耗更高比例的可再生能源，這也與財務業績改善和公司價值提高相關。女性農民缺乏與男性農民同等的資源獲取機會，如果能夠解決這一問題，農場產量可以提高 20-30%。納入性別視角的企業氣候行動13 企業賦能女性應對氣候變化實踐觀察（2024）12核心內容：按照“避害”“趨利”“向前一步”三個行動維度和原則將性別平等納入企業氣候行動。更具性別敏感的氣候方案強調在應對氣候

32、變化時考慮不同性別的需求和視角，以避免忽視或發生潛在風險和傷害，提高社會整體的韌性。為使女性平等參與綠色工作，需要提供適當的教育和技能培訓，特別是在女性代表性不足的理工科領域。企業在制定氣候戰略時，確保女性參與可以提高應對效果。女性在解決方案的制定和實施中往往能帶來創新思維。納入性別視角的企業氣候行動納入性別視角的企業氣候行動15 企業賦能女性應對氣候變化實踐觀察（2024）14關鍵問題示例：是否有具體承諾要減輕氣候變化給女性帶來的各類風險？是否將女性作為減緩/適應氣候變化產品和服務的消費者？是否承諾在轉型中要確?？紤]到女性？氣候政策中是否包含性別影響評估？是否確保通常由女性從事的工作不會被取

33、消？目標：提高政策制定流程對于女性脆弱性的識別與風險管理能力。關鍵問題示例：女性能否獲得低碳轉型創造的新工作機會？有無政策措施促進女性在綠色經濟中的參與？是否提供技能培訓支持女性參與低碳轉型？是否識別女性在獲得綠色創業和項目融資方面的障礙？是否采取措施來改善女性的融資渠道？是否考慮了以女性為重點的產品和服務？目標：在低碳轉型中，確保女性能夠參與并受益于相關機會。關鍵問題示例：氣候政策和決策中女性的參與比例如何？有無具體機制可增加女性在這些過程中的代表性？高級管理職位/董事會中是否有女性？如果沒有，是否存在阻礙女性參與領導層的障礙？是否采取措施培養女性在氣候領域的領導能力和決策能力？有無網絡或平

34、臺幫助女性在氣候決策中建立聯系和合作？目標：確保女性在氣候相關決策中擁有平等的參與和領導機會。行動框架越來越多的人認識到女性在應對氣候危機中的關鍵作用，企業也逐漸意識到將性別平等納入氣候政策的重要性。然而，許多企業仍面臨挑戰，缺乏對性別敏感政策的深刻理解，導致政策實施流于形式，未能充分重視女性的參與和聲音。提高女性參與和制定切實可行的政策是推動這一領域發展的關鍵。借鑒成功案例和加強內部意識，企業可以更有效地應對氣候變化，同時促進性別平等。為了更好地指導企業決策者行動，本報告按照“避害”“趨利”“向前一步”三個行動維度和原則提出了企業將性別平等納入氣候行動的行動框架，聚集的主要行動方向包括：制定

35、更具性別敏感的氣候方案；支持女性參與并受益于綠色經濟；促進女性參與決策，并強化女性領導力?！氨芎Α薄摆吚薄跋蚯耙徊健敝贫ǜ咝詣e敏感的氣候方案支持女性參與并受益于綠色經濟促進女性參與決策，并強化女性領導力123減輕氣候變化對女性不成比例的影響。氣候變化對女性的影響尤為嚴重，企業需審視其生產運營和價值鏈中因性別差異帶來的特有風險。在一些發展中國家，女性占農業勞動力的一半以上，但阻礙性別平等的結構性障礙限制了農業供應鏈的生產潛力，也削弱了企業應對氣候變化的能力。因此，企業在制定氣候方案時，應識別自然災害發生時女性員工及社區女性的安全、用水和衛生問題，并制定相應的應急響應措施，以確保她們在危機中的

36、安全和權益。例如，在非洲為了解決缺水給女孩帶來的挑戰（女孩不得不長途跋涉去取水，而這樣的經歷使得她們無法上學接受教育），Water.org 通過提供小額貸款幫助貧困家庭建設或改善家庭水源和衛生設施。這種模式不僅提高了水資源和衛生設施可及性，改善了生活條件，減少了水傳播疾病的發生，還提高了女孩的上學率，增強了女性的社會地位和經濟自主性。降低在氣候方案中不考慮性別因素的風險。從性別平等的視角規劃和實施企業轉型戰略，可以避免減碳目標凌駕于社會目標之上，促進真正的低碳轉型和可持續發展。例如，在農業企業中，如果氣候適應措施（如水資源管理、種植技術改進）僅針對男性農民，女性可能會失去獲取新技術和資源的機會

37、，從而加劇她們的邊緣化，影響收入和生活水平。此外，在災后重建中，缺乏女性專用衛生設施會增加她們的安全和衛生風險。如果企業在氣候行動中優先考慮男性員工的培訓和晉升，女性則可能在新興綠色經濟（如可再生能源、環保技術等）領域失去參與機會?？傊?，不考慮女性特殊情況的氣候方案不僅可能加劇性別不平等，還會對企業自身的可持續增長帶來負面影響。原則一：制定更具性別敏感的氣候方案更具性別敏感的氣候方案強調在應對氣候變化時考慮不同性別的需求和視角，以避免忽視或發生潛在風險和傷害，提高社會整體的韌性。而這類方案往往會關注社會服務和資源的再分配，有助于營造性別平等的社會氛圍。行動 承諾減少因性別視角缺失而帶來的性別不

38、平等問題。開展性別敏感的氣候風險評估，識別員工和供應鏈中不同性別群體的脆弱性，制定相應的適應策略。提供定制化的培訓課程，幫助女性員工了解氣候變化及其影響，提升其在應急管理和適應能力方面的技能。對氣候政策或方案進行性別因素評估，避免氣候政策或行動影響女性獲得工作的機會、收入等。組建多元化團隊，確保不同性別的觀點和經驗在氣候方案制定中得到體現。納入性別視角的企業氣候行動17 企業賦能女性應對氣候變化實踐觀察（2024）16女性在教育、就業和生產資源（如土地）方面的機會較少，并且承擔著不成比例的無償照料和家務勞動，這降低了她們的適應能力，使其難以把握可持續發展帶來的新經濟機會。根據 BCG 分析，如

39、果按照目前的發展軌跡，到2030 年女性將只占所謂綠色工作崗位（直接或間接有助于保護或恢復環境的工作）的 25%21。此外，由于炎熱條件下勞動生產率下降，女性更有可能被吸引到高暴露行業（如農業或建筑業）的低技能工作22。因此，需要重新分配資源，以應對女性面臨的多重社會經濟不利條件。同時，也需要將向氣候中和的過渡視成為減少系統性不平等的獨特機會。為使女性平等參與綠色工作，需要提供適當的教育和技能培訓，特別是在女性代表性不足的理工科領域。此外，需要消除阻礙女性參與經濟機會的障礙，例如提供負擔得起的托兒服務，消除資產所有權方面的性別差距等。例如，世界銀行集團通過開展諸如 WEPOWER 倡議等工作，

40、讓女性進入可再生能源價值鏈和計劃，擴大高等教育中女性的理工科技能，從而支持女性在綠色轉型中的經濟賦權23。再例如，歐洲投資銀行（EIB）在印度班加羅爾和浦那的地鐵項目中結合氣候緩解與性別平等班加羅爾地鐵設定 33%的崗位為女性保留，其中包括司機和綜控員。該項目還提供托兒所和獨立娛樂設施，確保女司機的工作靈活性。此外，地鐵項目還設有女性專用車廂、女性安保人員夜間巡邏，以及停車場和入口的閉路電視監控等，提高女性乘客的安全感和便利性24。根據國際勞工組織的數據，到 2025 年，向能源可持續轉型將需要為 2000 萬名新就業崗位提供再培訓工人。目前，在將進行重大綠色技能再培訓的行業中，女性所占比例較

41、低，例如能源行業（女性僅占勞動力的 23%）、建筑和材料行業（31%）、工業品行業（21%）和工程行業（25%）。例如，能源行業的石油和天然氣部門將有 600 萬個工作崗位需要再培訓，但只有 22%的再培訓工人將會是女性。如今，女性僅占全球 STEM 學生的 36%。如果女性參與 STEM 領域的程度與男性相同，那么綠色經濟（包括初創企業）將迎來工程師和創意人才的注入25。盡管女性在應對氣候變化中扮演關鍵角色，企業決策層的女性代表性仍然不足。根據世界經濟論壇（WEF）全球性別差距報告，女性在領導職位上的比例持續低于男性，尤其在能源和環境領域，2022 年女性在高級管理職位中的比例僅為 30%左

42、右。女性特別容易受到氣候變化的影響，如自然災害和資源短缺。因此，企業在制定氣候戰略時，確保女性參與可以提高應對效果。WEF 的研究表明，女性參與氣候治理能夠推動更具包容性的政策，這些政策通常更有效地減緩氣候變化并促進可持續發展。此外，女性在解決方案的制定和實施中往往能帶來創新思維，這對應對氣候變化至關重要。為了提高女性參與決策的機會，聯合利華（Unilever）在其可持續發展戰略中承諾提升女性在決策層的代表性，并設立了多項倡議，支持女性在可持續產品開發和環保項目中的領導角色。這些努力幫助公司更好地應對氣候變化，同時推動性別平等。bp 也在其氣候行動計劃中加強了女性在領導職位上的培養，設立了“女

43、性領導力計劃”，專注于提高女性在能源轉型項目中的參與度，推動可再生能源和低碳技術的發展。此外，IBM 在氣候戰略中強調員工多樣性和包容性，積極推動女性在科技和可持續發展領域的領導力，支持她們參與創新氣候技術和綠色解決方案。納入性別考量的氣候行動步驟在應對氣候變化的過程中，納入性別考量不僅能提升政策的有效性，還能確保所有群體尤其是女性都能平等地參與和受益。為了實現這一目標，企業或其他組織可以采取以下步驟：性別分析：進行全面的性別分析，以了解性別差異如何具體影響氣候風險以及氣候行動對性別平等的影響。政策制定與實施：制定包容的氣候政策，確保這些政策能反映和滿足女性特定需求。政策應涵蓋人力資源管理、氣

44、候適應策略、產品開發等方面。資源分配與融資：確保資源和融資的公平分配，支持女性在氣候行動中的參與。優先考慮女性主導的項目和初創企業。能力建設與培訓：提供相關培訓和發展機會，使其能夠在氣候行動中發揮積極角色，增強她們的適應和決策能力。監測與評估：定期評估性別敏感氣候行動的效果與影響，確保政策和措施能夠有效改善女性處境。溝通與報告：提高透明度，分享成果與經驗，鼓勵各方的參與和反饋。通過有效的溝通，推動社會對性別平等與氣候行動的認識，促進更廣泛的支持與合作。原則三：促進女性參與決策，并強化女性領導力原則二：支持女性參與并受益于低碳經濟最后，確保女性能夠積極參與并受益，關注她們的需求并發揮她們的知識和

45、技能，是實現應對氣候變化和性別平等雙贏的重要步驟，這樣做還有助于企業創新解決方案。例如，許多公司在競相實現凈零排放的過程中，正在開發新的可持續商業模式。消費品公司正在重塑業務，提供更可持續的食品，包括植物蛋白。家居用品公司正在采用循環商業模式來減少排放和環境影響。而食品零售商正試圖減少農業價值鏈中的排放，包括大幅減少食品浪費。如果忽視讓女性充分參與這些領域，就會讓大量人才被擱置，使整體成功變得更加困難和緩慢。行動：在實施氣候變化應對措施相關的部門和組織中，招聘、雇用和維持女性工作人員。提供培訓和發展機會，提升女性的領導能力；創建女性網絡，促進經驗分享和合作。確保女性在氣候政策和方案制定各階段都

46、有代表參與，包括設立女性代表委員會或顧問小組。定期審查女性在氣候治理中的參與情況，確保其意見和需求被重視并納入決策過程。行動：企業可以設立專項基金，支持女性創業者在綠色技術和可持續商業領域的發展，為其提供融資和技術等資源支持。為女性員工提供綠色經濟相關的職業發展機會，包括培訓、導師支持和晉升通道，鼓勵她們在可持續發展領域內成長。鼓勵企業與女性主導的企業合作，促進綠色產品和服務的采購，幫助她們拓展市場。利用女性對土地和社區的深入了解開發新的項目或投入新的生產技術。納入性別視角的企業氣候行動19 企業賦能女性應對氣候變化實踐觀察（2024）18為女性員工發展提供堅實保障，提升女性領導力典型案例位于

47、太湖之濱、運河之畔的國網無錫供電公司隸屬國網江蘇省電力有限公司，承擔著為無錫經濟社會發展和人民生活提供安全、經濟、清潔、可持續電力供應的基本使命。無錫電力工業起步于 1909 年，至今已走過百年的發展歷程。一直以來，國網無錫供電公司秉持“人民電業為人民”的企業宗旨，致力于提升人民群眾的用電獲得感和滿意度，這一“以人民為中心”的發展思想也為企業推動性別平等、建設家庭友好工作場所奠定了堅實基礎。國網無錫供電公司高度關注女性職工的成長成才，努力營造一個愛與尊重并在的女性發展空間。為給女性職工工作生活提供可靠的組織保障，國網無錫供電公司工會單獨成立了女職工委員會，從源頭上參與涉及女職工權益公司管理規定

48、的制定和修訂，預防和制止侵犯女員工權益的行為，同時還暢通女職工訴求表達渠道，及時回應女職工的重大利益關切。國網無錫供電公司還通過弘揚勞模精神，大力培育和選樹、宣傳先進典型，營造有利于女職工和女職工工作發展的社會環境，激勵更多女性勇闖技術高峰，綻放“她”力量。為深化關心關愛，為女職工辦實事，國網無錫供電公司還創立了女職工康乃馨服務站，廣泛開展建功、維權、關愛三項行動，進一步增強女職工的歸屬感、獲得感和幸福感?！翱的塑胺沼媱潯遍_展了以下主要工作：企業案例國網江蘇電力有限公司無錫供電分公司 建設女職工服務平臺。加強聯系服務女勞模工匠、技術帶頭人、新就業女性。積極拓展規范化、數字化服務平臺。開展服務

49、活動，實施健康互助計劃，提供特殊疾病互助保險。不斷探索職工子女照護服務模式。開展子女進企業、親子戶外拓展活動，提供特殊疾病互助保險。不斷加強女職工組織規范化、制度化建設。建設工會女職工組織工作體系，提升工會女職工組織和女職工工作“雙覆蓋雙推進”。持續開展女職工能力提升培訓。推進數字化賦能，深入基層開展調查研究，鞏固提升女職工特色項目成果，總結培育經驗。何光華：國網無錫供電公司電纜運檢中心主任；高級技師、研究員級高工2000 年，何光華從河海大學電氣工程及自動化專業畢業，進入國網無錫供電公司并很快就成為行業能手。2006 年起，何光華帶領團隊挑戰不可能，開始了電纜整段無損敷設技術研究。當時，電纜

50、整段無損敷設尚屬世界難題，她帶著團隊歷時八年，經過上千次試驗，于全球首創“高落差高壓電纜線路無損施工技術”。這項體系化成果填補了世界技術的空白，在 2019 年獲得了一線產業工人的最高榮譽國家科技進步二等獎。如今，這項技術不僅在全國電力、石油、鋼鐵、化工等各行業規?；瘧?，還成功輸出到德國、俄羅斯、新加坡及“一帶一路”沿線共 10 多個國家?！耙换í毞挪皇谴?，百花齊放春滿園?！倍嗄陙?，何光華積極總結創新技術經驗，編制了 10 部專業專著，發表論文 40 余篇，其中高壓電力電纜高落差敷設技術已作為全國電纜專業技能培訓教材；創新提出的“電纜現場模塊化 5S”操作法、“2+2”培訓操作法等已完成線上

51、線下萬余人次的技能培訓；研發出的電纜仿真培訓系統可以實現 300 余人次/年的實操培訓，在全國各地培養了超過 3 萬名電纜專項技能人才。員工故事國網江蘇電力有限公司無錫供電分公司為了培育更多創新鉆研的知識型、技術型人才，“何光華勞模創新工作室”成立后，何光華一方面帶領團隊攻克技術難題，一方面將自己的學識經驗與青年員工分享，把創新精神印刻到越來越多年輕人的心里。在她的著力培養下，工作室團隊成為新時代高學歷、創新型一線產業工人集群地。工作室已有核心成員 20 余人，一線技能骨干占比 70%，一線黨員占比 90%，獲省級以上技能人才占比 30%，培養出多名電力行業技術能手、江蘇省技術能手、無錫市青年

52、工匠等青年技能人才。2023 年，何光華當選為第十四屆全國人大代表，通過前期的企業走訪調研，了解市場需求，何光華高質量提交了進一步推動綠電綠證可持續發展、加大區外清潔電力入蘇兩項提案，為做好節能降碳，滿足人民群眾美好生活需求貢獻力量?！霸诰徑夂瓦m應氣候變化的全球行動中女性扮演著重要角色，但由于種種性別偏見，她們的優勢、潛力和貢獻并未得到充分的認識和應有的認可。因此，打破性別歧視和偏見、保障女性充分參與氣候行動，并為女性提供更多的資源、平臺和機會，就能夠讓她們充分發揮自身優勢和潛力，為氣候行動和能源轉型事業發展帶來更多驚喜?！?011 年，國網無錫供電公司支持電力電纜高級技師、研究員級高級工程師

53、、國家電網有限公司專業領軍人才何光華成立創新工作室，這是一支以技術和管理創新為手段，引領員工展開研究攻關的創新團隊。目前，何光華為了讓女性職工能夠自由、大膽地開拓創新，提升和充分發揮個人能力，國網無錫供電公司還勇于打破刻板印象女性不太適合能源工程類相關工作及技術創新，鼓勵并支持女性員工成為行業創新發展的“先行者”。創新工作室以優秀女性工程師為主導，以優秀女性職工為主要驅動力，已經逐步成為高技能產業工人培養、啟航、高飛的集聚地。在這里，很多優秀的女性技術能手與男性職工擁有同等的創新機會與資源，發揮優勢，創造價值。何光華工作照圖片來源：國網無錫供電公司納入性別視角的企業氣候行動21 企業賦能女性應

54、對氣候變化實踐觀察（2024）20杭州已躋身中國超大型城市行列，常住人口突破1200萬，經濟總量突破 2 萬億。國網浙江省電力有限公司杭州供電公司（以下簡稱國網杭州供電公司）承擔著杭州電力保障、綠色能源轉型發展等職責。伴隨著社會上對性別平等問題日益關注，作為浙國網杭州公司也一直積極推進職場性別平等，并且加強賦能女性，讓更多女性參與到推動全社會能源轉型的變革中來。首先，國網杭州公司致力于營造公平競爭的職場環境，在組織管理和人力資源管理中打破性別藩籬，將人才考察重點放在崗位職責和能力水平上，杜絕任何形式的性別歧視，維護“她”權益。在能力達標的前提下，公司會鼓勵更多女性進入管理層，培養女性多領域帶頭

55、人。賦能女性職業發展，釋放女性綠色力量企業案例國網浙江省電力有限公司杭州供電公司近年來，國網杭州供電公司致力于推動綠色能源發展和電力科技創新，大力推動清潔電力走進千家萬戶，投運國內首座電氣油綜合供能站；積極服務鄉村振興，推廣建設全電民宿，實施民宿“低碳入住計劃”。在這些工作推進中，女性職工發揮了不可或缺的重要價值。另外，國網杭州供電公司高度認可女性在推動能源綠色轉型中的獨特優勢。在應對氣候變化，推進企業以及社會的可持續發展進程中，眾多女性職工被委以重任，并且通過女性賦能有效推動了相關工作。例如，女性在洞察社會需求、打造公司內部創新模式和創新氛圍，以及組織內外協同方面，都擁有先天優勢。在經濟社會

56、全面綠色轉型中，女性可以更好地抓住時代發展的綠色潮流，架起產品創新研發同客戶需求之間的橋梁紐帶。為此，國網杭州供電公司積極創造機會支持女性職工參與并領導綠色能源革命。例如，作為新時代電力產業工人的杰出女性代表，徐川子等人在公司的資源、平臺等支持下，勇于創新，帶領團隊推出全國首個“電子碳單”；建設全省首個低碳數智園區，創新亞運村“綠色入住”計劃，助力杭州打造首屆“碳中和”亞運會等等。不僅如此，國網杭州公司還不斷探索，努力為女性員工提供更多的發展機會和空間。國網杭州公司深化黨委聯系專家人才制度，組建了由徐川子領銜的勞模融合創新中心，通過平臺融合、智力融合、資源融合，打造勞模精神傳承、青年人才培養、

57、科技創新研發和服務雙碳實踐的“四大基地”，團隊先后完成國家級創新成果 5 項、申請發明專利 21 項，涌現出以國網勞模、“十佳服務之星”倪萍為代表的國網公司、省公司技術能手 5 名、高級技師 6 名、技師 16 名。建筑節能減排咨詢師、青年創新者陳奕及其團隊陳奕是國網杭州供電公司濱江供電分公司創新發展部的一名青年創新者。在全國勞模徐川子的帶領下，深耕數智節能建筑、電動汽車有序充電等綠色低碳領域。憑借女性敏銳的洞察力和共情的溝通力，陳奕及團隊發現在建筑節能領域，商業樓宇的單位面積能耗是民宅的 10 倍，其節能改造落地的關鍵在于“以短周期、小成本實現良好的節能效果”。于是 2022 年，她們提出了

58、一套數智低碳樓宇輕量化解決方案，給樓宇裝備即插即用的設備，通過分層分區分時段分設備的柔性調控策略，精細化管控每個房間、每個人的用電量，節能率達到 10%以上。施工中發現網絡覆蓋費時費力，陳奕和團隊設計了一款同時支持串聯和網口供電的樓宇物聯網關；運維中發現人工管理不便，陳奕和團隊打造了低碳樓宇數智管控平臺，通過人工智能決策分析技術，自動對各區域實施不同的柔性調控策略；此外，他們還聯合產業單位研發多功能探測器、空調集控器和照明集控器等即插即用的設備 研發產品、精進算法、升級系統、方案落地近兩年來，陳奕和同事們已陸續在浙江杭州海外高層次人才創業園、阿聯酋沙迦大學等國內外 30 余個樓宇完成了節能降碳

59、改造。2023 年，為了緩解電動汽車爆發式增長所帶來的充電供需矛盾，推動綠色出行，陳奕聯同杭州新能源汽車服務公司的何雨微博士，再次憑借女性心思細膩，意志頑強的特點，深入挖掘了數十萬條歷史數據，并且與電動汽車、充電樁企業的技術骨干緊密合作，一遍遍地修改設計，一遍遍地聯調測試。經過不懈努力終于研發出了有序充電成套裝備。這套裝備以家家戶戶都有的智能電表為核心節點，實現電動汽車充電時間和功率的最優調控，利用夜間低谷時段充電，既滿足了居民的用電需求，減少了充電費用，又緩解了高峰時段的供需矛盾。據悉，陳奕及其團隊的青年電力工程師們，未來將繼續以女性獨特視角和優勢，探索一系列“0”碳解決方案，助力城市和社區

60、可持續發展。員工故事國網浙江省電力有限公司杭州供電公司陳奕（左二）及其團隊圖片來源：國網杭州供電公司加速將性別納入氣候行動的主流23 企業賦能女性應對氣候變化實踐觀察（2024）22加速將性別納入氣候行動的主流核心內容：將性別考量納入到政府、企業的氣候政策的努力仍面臨一些廣泛的障礙，其中包括普遍缺乏對性別平等的優先考慮，以及限制女性獲得機會、資源和決策權的根深蒂固的結構性障礙。依托商業優勢，企業在推動性別平等的氣候行動方面大有可為。推動性別平等不僅是道德責任，更是實現長期可持續發展的戰略選擇。企業可以通過建立性別敏感的氣候政策、提升女性領導力和促進多樣性，加速企業自身和社會的綠色低碳轉型。加速

61、將性別納入氣候行動的主流25 企業賦能女性應對氣候變化實踐觀察（2024）24共創零碳、包容未來在全球價值鏈上，性別平等與氣候變化密切交織，彼此影響。國際社會越來越重視將性別平等納入氣候變化應對的核心位置。女性不僅是氣候變化的脆弱群體，更是推動變革的重要力量。為了實現性別平等與應對氣候變化的雙贏目標，企業需要在自身運營中制定性別平等的氣候行動方案，最大程度減少氣候變化和低碳轉型可能對女性產生的負面影響。此外，企業應通過女性賦能增強她們的韌性，提高她們在社會零碳轉型中的獲得感和參與感。同時，企業應利用各種資源和伙伴關系，與政府、社區及非政府組織建立廣泛聯系，共同倡導將性別因素納入氣候減緩和適應行

62、動。展望未來，企業應更加注重在氣候行動中融入性別視角，確保所有利益相關方的聲音都能被聽到。推動性別平等不僅是道德責任，更是實現長期可持續發展的戰略選擇。企業可以通過建立性別敏感的氣候政策、提升女性領導力和促進多樣性，加速企業自身和社會的綠色低碳轉型。只有當企業真正將女性的力量納入氣候行動時，我們才能在應對氣候變化的同時，實現社會、環境和經濟的多重收益。讓我們共同努力，構建一個更加包容和有韌性的未來，讓每個人都能在這場變革中發揮自己的作用。收集和分析性別相關氣候數據。企業可以建立指標系統，監測和評估氣候行動對不同性別群體的影響。這種數據驅動的方法不僅能幫助企業了解性別差異，還能優化決策，以確保氣

63、候行動更加公平和有效。在投融資中融入性別視角。企業應優先投資于女性主導的可持續項目和初創企業。通過為這些項目提供資金支持，企業能夠幫助女性在氣候行動中發揮更大作用，創造可持續的社會和經濟影響。確保綠色經濟就業崗位的性別平等。企業可以通過提供針對綠色職業的培訓和發展機會，幫助女性獲得必要的技能，使其能夠在可再生能源、環境保護和可持續發展領域找到合適的工作。這不僅有助于提升女性的經濟獨立性，也能促進整個行業的多樣性。積極參與政策倡導。企業可以通過與政府、非政府組織和其他企業合作，推動將性別平等納入氣候行動的相關政策制定和出臺。通過聯合努力，可以形成更具影響力的政策，確保女性在氣候應對策略制定中擁有

64、發言權和參與權。采取性別平等的氣候行動，不僅有助于建設更加包容、低碳的未來，同時也有助于企業更有效地識別和管理與氣候變化相關的風險，從而實現更可持續的商業運營；樹立良好的社會形象，進而吸引更加忠誠的消費者和投資者，提升企業在市場中的競爭力；增強員工的歸屬感和滿意度，減少離職率；促進更具創造性的解決方案，開發出更符合消費者期待的產品和服務。同時，投資女性主導的項目可以幫助企業進入新的市場，獲取新的商業機會。依托商業優勢，企業在推動性別平等的氣候行動方面大有可為領先一步加強女性賦權和氣候韌性需要的不僅僅是一個個孤立的行動。只有能夠解決阻礙性別平等的結構性障礙，讓女性平等地參與和領導氣候行動，才能真

65、正地實現性別平等和和有效應對氣候變化。盡管在性別平等與氣候變化的關聯問題上人們的共識越來越多，但將性別考量納入到政府、企業的氣候政策的努力仍面臨一些廣泛的障礙，其中包括普遍缺乏對性別平等的優先考慮，以及限制女性獲得機會、資源和決策權的根深蒂固的結構性障礙。這些障礙包括文化價值觀和社會規范、教育和培訓機會的不平等、以及在職場中面臨的性別歧視等。由于這些因素，女性在參與氣候行動的機會上處于劣勢，影響了她們在決策層的代表性。這不僅限制了女性個人的發展，也削弱了氣候政策的全面性和有效性。企業賦能女性應對氣候變化實踐觀察（2024）26參考文獻1.Wu,X.,Fu,B.,Wang,S.et al.Dec

66、oupling of SDGs followed by re-coupling as sustainable development progresses.Nat Sustain 5,452459(2022).https:/doi.org/10.1038/s41893-022-00868-x2.連接人類和地球健康：對 Christiana Figueres 的采訪。https:/doi.org/10.1080/14747731.2020.18663913.https:/www.un.org/sustainabledevelopment/zh/gender-equality/4.TURNING

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71、-findingsGender Equality for a Low-carbon FuturePractice Observations on Business Empowerment of Women in Tackling Climate Change(2024)Efforts to combat climate change currently overlook women.Engaging women fully in climate action can create a win-win outcomeaccelerating climate action while promot

72、ing gender equality.It is essential for all organizations and sectors to develop and implement action plans for gender equality in advancing green transition and enhancing climate resilience.31 China Sustainability Tribune(hereinafter referred to as CST,formerly named China WTO Tribune)supervised by

73、 Ministry of Commerce of the Peoples Republic of China(MOFCOM),and hosted by China International Center for Economic and Technical Exchanges(CICETE),is founded in 2002.It is an upgrade of China WTO Tribune in the field of social responsibility and sustainability.As the only domestic media named afte

74、r sustainable development,CST has been actively contributed to global sustainable development based on the motto of“Global Perspective,Competition and Win Together”.It promotes various fields,industries and organizations,especially those who have a huge influence on economy,society and environment,t

75、o be sustainable,to take actions for sustainable development,and to support the achievement of UN Sustainable Development Goals(SDGs).CSTs main audiences are from central and local government departments(policy makers),research institutions(experts and scholars),associations(Industry builder),large

76、and medium-size enterprises(business leaders and managers).Besides the journal,as a pioneer,promoter,advocator and communicator of Chinas social responsibility,we take the lead in CSR researching,consulting,training and responsible brand building services.About the ReportBased on a thorough explanat

77、ion of the connection between gender equality and climate change,the report proposes that companies develop and implement climate strategies and actions from a gender perspective.With practical examples,it offers directions and specific recommendations for companies on this topic.The report aims to

78、inform corporate decision-makers,spark further discussion and awareness on climate change and gender issues,and advocate for the inclusion of gender analysis in broader corporate climate policies,programs,and investments.It encourages the mainstreaming of gender equality and female empowerment withi

79、n climate action and environmental policies.Launched in October 2020,GoldenKey SDG Solutions is aimed at implementing the notion that sustainable development is the golden key to solving todays global issues and supports the UN SDG Decade of Action agenda.Through nomination,showcasing,presentation,a

80、nd voting processes,the GoldenKey event seeks to identify and set benchmarks for Chinas actions toward SDGs,sharing stories and experiences of corporate sustainability efforts in China to contribute to both Chinese and global sustainable development.In 2021,the GoldenKey event won the United Nations

81、 SDG Good Practices award and has become one of Chinas most influential and internationally recognized platforms for corporate sustainability dialogue and showcase.To date,it has been held for five sessions so far.It has gathered nearly a thousand exemplary sustainable development solutions,showcasi

82、ng action capabilities of Chinese companies contributing to the SDGs and their innovation in solving problems.All research analysis in the report are based on information that we consider reliable or publicly available.We cannot guarantee that the data,information,opinions,or statements will remain

83、unchanged.All data,information,opinions,or statements in the research analysis are for information exchange,sharing,and reference purposes only.Given the limitations of available materials and other constraints,the report content may be incomplete.For questions or suggestions,please contact huwenjua

84、nsdg-.All rights reserved by China Sustainability Tribune.DisclaimerAbout China Sustainability TribuneAbout GoldenKey SDG SolutionsIntroduction33 Practice Observations on Business Empowerment of Women in Tackling Climate Change(2024)32Introduction:Vulnerable Populations and Change Agents.33Women,Cli

85、mate Change,and Business.34Why Address Climate Change with a Focus on Gender Equality?.38Why Should Corporate Climate Action Include a Gender Perspective?.40Corporate Climate Action with a Gender Perspective.42Action Framework.44Case Studies.48Accelerating the Mainstreaming of Gender in Climate Acti

86、on.52Leading the Way.54Co-Creating a Zero-Carbon Inclusive Future.55Reference.56ContentsVulnerable Populations and Change AgentsGender equality and climate change are closely intertwined,with a complex relationship.Studies show that women are not only more severely affected by climate change,and als

87、o lack equal access to green development opportunities.Additionally,their potential to participate in and lead climate change initiatives has yet to be fully recognized and harnessed.Climate change and gender equality are two core themes of the United Nations 2030 Agenda for Sustainable Development.

88、Effectively addressing climate change and building an inclusive,shared sustainable future requires considering womens unique needs and strengths.Businesses play an important role in addressing the climate crisis and social inequality.Businesses are making significant efforts to advance climate actio

89、n and gender equality.However,corporate decision-makers rarely consider the connection between these two aspects and seldom design and implement climate strategies and actions from a gender equality perspective.The absence of a gender equality lens not only fails to alleviate and prevent gender ineq

90、uality in climate change but also misses the opportunity to leverage womens knowledge,skills,and leadership to tackle climate change effectively.Moreover,including a gender perspective in climate action can also help businesses improve resilience and develop innovative climate solutions.In recent ye

91、ars,there has been a growing recognition within the international community of the importance of gender equality in advancing climate action.Platforms like the UN Climate Change Conference increasingly highlight womens voices,and an increasing number of climate policies emphasize gender sensitivity.

92、Similarly,more companies are recognizing the value of gender equality in climate action.Leading companies are funding,training,and providing resources to empower women to build climate resilience and participate equally in the low-carbon economic transition.This not only elevates womens status and e

93、nhances the effectiveness of climate solutions but also strengthens corporate social responsibility images and market competitiveness.To promote gender mainstreaming in corporate climate action,the report,based on a detailed explanation of the relationship between gender equality and climate change,

94、proposes a new approach for companies to integrate gender equality into their climate strategies and actions.It includes related corporate case studies,providing companies with guiding principles and directions on this topic.The report aims to raise awareness,especially among the business community,

95、of the importance of considering gender equality in climate action.It also attempts to offer recommendations to protect women and unleash their potential in combating climate change,urging society to recognize that women are not only vulnerable groups in the face of climate change but also key agent

96、s of change.IntroductionWomen,Climate Change,and Business35 Practice Observations on Business Empowerment of Women in Tackling Climate Change(2024)34The United Nations 2030 Agenda for Sustainable Development(SDGs)is a global blueprint for sustainable development that addresses challenges in economic

97、,social,and environmental sectors through 17 goals and 169 targets.These goals are interconnected.For example,using coal to improve energy access(SDG 7)accelerates climate change(SDG 13)and affects health through air pollution(SDG 3)1.Understanding the interrelationships among SDGs is crucial for de

98、signing effective sustainable development solutions.Women,Climate Change,and BusinessInvesting in gender equality and empowering all women and girls not only achieves Sustainable Development Goal 5 but also supports progress across all 17 Sustainable Development Goals,including poverty eradication,c

99、limate change mitigation and adaptation,biodiversity protection,and sustainable economic growth(Ivanova,2021)2.Women,Climate Change,and Business37 Practice Observations on Business Empowerment of Women in Tackling Climate Change(2024)36Gender equality is a catalyst for achieving all Sustainable Deve

100、lopment Goals(SDGs).Achieving gender equality and empowering all women and girls is not only one of the SDGs(SDG 5:Gender Equality)but also a critical theme embedded across other goals and influencing their success3.Recognizing the interconnections between gender equality and various goals,such as p

101、overty,health,education,and climate change,and incorporating gender considerations into integrated implementation strategies is crucial.Indeed,the United Nations has placed gender equality at the core of achieving all SDGs,emphasizing the need to review progress and challenges of the other 16 goals

102、from a gender equality perspective.It is vital to acknowledge womens contributions and encourage greater female participation to harness their strengths4.Globally,there are 122 women aged 25-34 living in extreme poverty for every 100 men of the same age group.Women are up to 11 percentage points mor

103、e likely than men to report food insecurity.Globally,303,000 women died from pregnancy-related causes in 2015.The rate of death is declining much too slowly to achieve Target 3.1.Women and girls are responsible for water collection in 80%of households without access to water on premises.Women repres

104、ent 28.8%of researchers worldwide.Only about 1 in 5 countries have achieved gender parity in this area.Up to 30%of income inequality is due to inequality within households,including between women and men.Women are also more likely than men to live below 50%of the median income.The contamination of f

105、reshwater and marine ecosystems negatively impacts womens and mens livelihoods,their health and the health of their children.Between 2010 and 2015,the world lost 3.3 million hectares of forest areas.Poor rural women depend on common pool resources and are especially affected by their depletion.The 2

106、030 Agenda promises to put an end to barriers that prevent women and girls from realizing their full potential.But significant challenges lie ahead:5.1 In 18 countries,husbands can legally prevent their wives from working;in 39 countries,daughters and sons do not have equal inheritance rights;and 49

107、 countries lack laws protecting women from domestic violence.5.2 19%of women and girls aged 15 to 49 have experienced physical and/or sexual violence by an intimate partner in the past 12 months.5.3 Globally,750 million women and girls were married before the age of 18 and at least 200 million women

108、 and girls in 30 countries have undergone FGM.AT A GLANCE:GENDER EQUALITY IN THE 2030 AGENDA110042_UNWOMEN_Rev1_3-22.pdf 41/30/18 1:49 PM15 million girls of primary-school age will never get the chance to learn to read or write in primary school compared to 10 million boys.Indoor air pollution from

109、using combustible fuels for household energy caused 4.3 million deaths in 2012,with women and girls accounting for 6 out of every 10 of these.The global gender pay gap is 23%.Womens labour force participation rate is 63%while that of men is 94%.Women living in urban slums endure many hardships,with

110、basic needs such as access to clean water and improved sanitation facilities often going unmet.Investment in public transportation yields large benefits for women,who tend to rely on public transport more than men do.Climate change has a disproportionate impact on women and children,who are 14 times

111、 as likely as men to die during a disaster.In times of conflict,rates of homicide and other forms of violent crime increase significantly.While men are more likely to be killed on the battlefield,women are subjected during conflict to sexual violence and abducted,tortured and forced to leave their h

112、omes.In 2012,finances flowing out of developing countries were 2.5 times the amount of aid flowing in,and gender allocations paled in comparison.5.5 Women hold just 23.7%of parliamentary seats,an increase of 10 percentage points compared to 2000 but still way below parity.5.6 Only 52%of women marrie

113、d or in a union freely make their own decisions about sexual relations,contraceptive use and health care.5.a Globally,women are just 13%of agricultural land holders.5.b Women are less likely than men to own a mobile phone,and their internet usage is 5.9 percentage points lower than that of men.5.c M

114、ore than 100 countries have taken action to track budget allocations for gender equality.5.4 Women do 2.6 times the unpaid care and domestic work that men do.5110042_UNWOMEN_Rev1_3-22.pdf 51/30/18 1:49 PMFor example,approximately 36%of women and 38%of men globally are employed in the agricultural fo

115、od system,but women are often marginalized,undertaking informal,low-skill,and low-wage jobs.Women in paid agricultural roles earn only 82%of what men earn.They have fewer opportunities for land ownership,credit,and training and must adapt to technology designed primarily for men.Studies show that cl

116、osing the gender pay gap in the agricultural food system could increase global GDP by nearly$1 trillion and lift 45 million people out of food insecurity.If half of the development interventions in the agricultural food system focused on empowering women,it would lead to income growth for 58 million

117、 people and build resilience for 235 million people5.Why gender equality matters to achieving all 17 SDGs?Image Source:TURNING PROMISES INTO ACTION:GENDER EQUALITY IN THE 2030 AGENDA FOR SUSTAINABLE DEVELOPMENTWomen,Climate Change,and Business39 Practice Observations on Business Empowerment of Women

118、 in Tackling Climate Change(2024)38Why Address Climate Change with a Focus on Gender Equality?Climate change is one of the greatest environmental challenges of our time.To avoid climate disaster,humanity has begun to take extensive action,but current climate solutions often neglect people,especially

119、 women.The Paris Agreement recognizes the importance of gender in the planning and implementation of climate-related policies and projects.The agreements preamble states that Parties should,when taking action to address climate change,respect,promote and consider their respective obligations on huma

120、n rights,as well as gender equality,empowerment of women.Article 7,Paragraph 5 of the Paris Agreement emphasizes the need for gender-sensitive climate adaptation action,and Article 11(2)calls for gender-sensitive capacity building.The United Nations Framework Convention on Climate Change(UNFCCC)acti

121、on plan for 2020-2022 urges public and private entities to consider gender in financing climate projects.The UNFCCC has issued over 50 gender-and climate-related decisions covering climate adaptation,mitigation,capacity building,and,to some extent,technology and financing.In 2016,about half of the n

122、ational climate action plans referenced women or gender issues.However,only a few countries recognized women as key decision-makers and drivers of change.Women play a critical role in addressing climate change.Despite being at the forefront of the climate crisis,women possess unique knowledge and ex

123、periences,positioning them as drivers of green transformation.Knowledge(experience)Advantage:Women have long been at the forefront of environmental protection,learning to use sustainable agriculture practices,drought-resistant seeds,and organic soil management to combat climate change.Indigenous wom

124、en,in particular,are pioneers in environmental conservation,adept at using traditional knowledge to protect biodiversity and seed varieties.Leadership:Studies show that increasing womens representation in national parliaments helps pass stricter climate policies,reducing carbon emissions11.In the pr

125、ivate sector,companies with higher proportions of women on their boards are more likely to improve energy efficiency,reduce overall environmental impact,and invest in renewable energy12 13.Core to Building Resilience:Women perform most unpaid domestic and caregiving work.During climate disasters,the

126、y are often the first responders,supporting community recovery and rebuilding.They play a critical role in post-disaster recovery,yet are frequently excluded from disaster risk reduction and recovery policymaking.Actively involving women in decision-making can more effectively identify disaster risk

127、s and build resilient communities.Placing gender equality at the heart of climate action.To ensure effective climate action,policymakers must prioritize the meaningful and effective participation of women,acknowledging them as agents of change with unique perspectives,expertise,and problem-solving a

128、bilities15.For example,women play an essential role in agricultural production,yet are often excluded from agricultural consultation processes.Its estimated that if all female smallholder farmers had equal access to productive resources,their agricultural output could increase by 20-30%,alleviating

129、hunger for 100-150 million people,and potentially reducing carbon emissions by 2.1 billion tons by 205016.Womens unique knowledge and experience in fields such as agriculture,conservation,and natural resource management,especially at the local level,mean that involving them in climate action and dec

130、ision-making processes is not only a legal and moral imperative but is also crucial for informed and effective action.When women are involved in decisions related to resource use and social investments,they often make choices based on the best interests of children,families,and communities17.By ensu

131、ring equal opportunity and gender parity as fundamental objectives from the outset,climate action has the potential to foster low-carbon development and an economy beneficial for both men and women,advance inclusive societies,reshape gender norms,increase womens participation in economic activities,

132、and contribute to achieving sustainable development goals(SDGs),where women are essential actors in achieving these goals18.Gender and Climate Change14The climate crisis has a gender bias.It is increasingly recognized that women are more vulnerable to the impacts of climate change because they make

133、up the majority of the worlds poor and have a greater dependence on natural resources6.In rural areas,women are responsible for sourcing food,water,and heating fuel,requiring extra effort when faced with drought and erratic rainfall.Climate change exacerbates conflicts and inequalities,increasing th

134、e risk of gender-based violence.During extreme weather disasters,women and children are 14 times more likely to die than men due to limited access to information and resources7.A report by UN Women at COP28 highlighted that by 2050,climate change could push 158 million women and girls into poverty8.

135、The United Nations Environment Programme states that 80%of those displaced by climate change are women or girls,who face higher risks of poverty,violence,and unintended pregnancies during migration9.In addition,current climate change responses can also disadvantage women.Analysis by Boston Consultin

136、g Group(BCG)indicates that if trends in education and employment continue,current climate mitigation and adaptation strategies could delay gender equality by 15-20 years.This is primarily due to the underrepresentation of women in the rapidly growing green economy,putting them at a disadvantage in a

137、ccessing new jobs,participating in retraining,and securing funding for green tech startups10.WHY FEMINIST CLIMATE JUSTICE?Gender inequalities intensify vulnerability to climate change impacts,which in turn jeopardize hard-won gains on womens rightsGlobally,every day,women spend 2.8more hours than me

138、n on unpaid care and domestic work.c Climate change is exacerbating water scarcity,which increases the burden of water collection and treatment on women and girls.c Feminist climate justice aims for a world where women,girls and gender-diverse people can flourish on a healthy and sustainable planet.

139、Sources:a UNEP 2022a;b UNDRR 2022;c UN-Women and UNDESA 2023;d UN-Women and UN-Water undated.In the past the number of climate-related disasters has nearly doubled.bIn Somalia,episodes of intimate partner violence and rape increased by 20 per cent.d+20%The 2022 drought in the Horn of Africa resulted

140、 in a nearly fourfold increase in child marriage in afected areas of Ethiopia.dX4Today,10 per cent of women live in extreme poverty.c 10%By 2050,under a worst-case climate scenario,up to 158.3 million more women and girls may be pushed into poverty globally.c by the end of this century and an increa

141、singly unliveable planet.aof global heating 3Cyears20Without bold action,the world is headed for Gender-based violence increases in times of crisis,and the climate crisis is no diferent.a For example,Women,Climate Change,and Business41 Practice Observations on Business Empowerment of Women in Tackli

142、ng Climate Change(2024)40Why Should Corporate Climate Action Include a Gender Perspective?Businesses play an important role in addressing the climate crisis and social inequalities.Companies have historically taken significant steps in both climate action and gender equality;however,the link between

143、 the two is rarely considered,and climate strategies and actions are seldom framed from a gender equality perspective.Gender is a critical dimension that businesses must address to respond effectively to climate change.Climate solutions that overlook gender equality may lead to several issuesWhen bu

144、sinesses fail to incorporate gender considerations into climate policies,it can impact productivity and operational efficiency.Extreme weather events,such as floods and heatwaves,intensify the pressures on women balancing work and family,and the lack of flexible work arrangements can lead them to le

145、ave the workforce,increasing employee turnover in sectors like agriculture,textiles,and manufacturing.Additionally,male-dominated economic decision-making in agriculture often disregards the specific needs of women,resulting in agricultural resources that are mismatched to their usage requirements.A

146、 lack of training and development opportunities for women limits their ability to effectively adopt new technologies,reducing technology acceptance and constraining sustainable agricultures potential.Gender inequality in the workplace leaves women more vulnerable to the risks associated with climate

147、 transition.While high-carbon industries tend to have a higher proportion of men,women often occupy administrative and lower-skilled roles,with fewer representations in management and technical positions.This gender gap leaves women with less influence in corporate climate transition discussions and

148、 exposes them to higher risks of job losses and benefit reductions,especially as high-carbon roles are cut and low-carbon jobs increase.Furthermore,around 80%of emerging economy jobs are currently held by men,limiting womens access to transition development opportunities19.Gender disparities in acce

149、ss to financial resources also weaken womens ability to respond to climate change.Women face significant inequalities in accessing financial resources,including financial services,inheritance rights,and asset ownership.These gaps limit womens ability as entrepreneurs or farmers to secure affordable

150、financial support,restricting their investments in low-carbon transitions or climate resilience measures.This not only undermines womens adaptive capacity to climate change but also hampers their ability to meet government climate policies,resulting in missed development opportunities.Incorporating

151、a gender perspective in corporate climate action can help toEffectively address the climate crisis.A gender perspective enables businesses to better understand the impacts of climate change,leading to more diverse solutions and innovative,effective climate strategies.When businesses focus on gender

152、equality,they can more effectively mobilize the broad participation of women in climate action,enhancing the inclusiveness and impact of climate projects.Additionally,women have accumulated a wealth of knowledge and skills in responding to climate change;supporting their involvement and capacity-bui

153、lding can strengthen the resilience of communities and organizations.Promote gender equality.Integrating a gender perspective into climate action can increase womens participation and voice;through climate project training and resource allocation,women can gain new skills and knowledge,bolstering th

154、eir economic independence and confidence.Addressing gender differences helps companies identify womens unique needs in climate adaptation and resource management,enabling more targeted policies to improve womens well-being.Including gender perspectives supports resource distribution for women,such a

155、s access to funding,land,and technology.Combining gender equality and climate action also raises public awareness of gender issues and challenges traditional views of womens roles in society.Achieve business success.Empowering women in climate action contributes to improved productivity,supply chain

156、 stability,reduced climate-related losses,enhanced product quality,expanded customer base,and increased brand reputation and customer loyalty.Although the connection between climate change and gender inequality is widely acknowledged,barriers remain to incorporating gender considerations into climat

157、e policies,including a lack of emphasis on gender equality and structural barriers limiting womens access to opportunities,resources,and decision-making.Decision-makers should ensure emission reduction goals are balanced with other social and environmental objectives to avoid increasing womens vulne

158、rability.Policy should also avoid oversimplified assumptions and stereotypes.Enhancing the availability of gender-disaggregated data will facilitate the development of climate policies that better meet the needs of women.Highlights20 Pilot studies of SMEs and clean energy value chains,found that imp

159、lementing a holistic gender inclusion strategy could impact sales by up to 85%Refugee women(who make up the majority of climate refugees)could generate up to$1.4 trillion to annual global GDP if employment and earnings gender gaps were closed to meet the national levels of hosting countries Closing

160、the financing gaps for girls education,leading to smaller family sizes,could draw down projected carbon dioxide emissions by as much as 102.96 gigatons,reports Project Drawdown Companies with high numbers of female board members are more likely to improve their energy efficiency and reduce their env

161、ironmental impact Firms with gender diverse boards are more likely to consume higher proportions of renewable energy,which also correlates with improved financial performance and increased company value.Research published 2020,Journal of Corporate Finance Women farmers lack the same access to resour

162、ces as men which,if redressed,could increase on-farm yields by 20 30%.Corporate Climate Action with a Gender Perspective43 Practice Observations on Business Empowerment of Women in Tackling Climate Change(2024)42Growing recognition of womens key role in addressing the climate crisis has led companie

163、s to increasingly understand the importance of integrating gender equality into climate policies.However,many businesses still face challenges due to a lack of deep understanding of gender-sensitive policies,leading to tokenistic policy implementation that fails to give womens voices and participati

164、on the attention they deserve.Increasing womens participation and formulating feasible policies are essential to advancing this field.By drawing on successful case studies and raising internal awareness,businesses can effectively address climate change while promoting gender equality.Corporate Clima

165、te Action with a Gender PerspectiveCorporate Climate Action with a Gender Perspective45 Practice Observations on Business Empowerment of Women in Tackling Climate Change(2024)44Example Key Questions:Are there specific commitments to mitigate various risks climate change poses to women?Are women cons

166、idered as consumers of climate mitigation/adaptation products and services?Is there a commitment to ensuring women are taken into account during transitions?Do climate policies include gender impact assessments?Is there assurance that jobs traditionally held by women will not be eliminated?Goal:Impr

167、ove policy-making processes for identifying and managing womens vulnerabilities and risks.Example Key Questions:Can women access new job opportunities created by the low-carbon transition?Are there policies to promote womens participation in the green economy?Is skill training available to support w

168、omens participation in the low-carbon transition?Are barriers to women obtaining financing for green entrepreneurship and projects identified?Are steps taken to improve womens access to financing?Are female-focused products and services considered?Goal:Ensure women have access to opportunities creat

169、ed by the low-carbon transition.Example Key Questions:What is the percentage of womens participation in climate policy and decision-making?Are there specific mechanisms to increase womens representation in these processes?Is there a presence of women in senior management positions/board of directors

170、?If not,are there barriers preventing womens participation in leadership roles?Are there measures to cultivate womens leadership and decision-making capacity in climate?Are there networks or platforms that support women in climate decision-making to build connections and collaborations?Goal:Ensure w

171、omen have equal opportunities for participation and leadership in climate-related decisions.Action FrameworkTo better guide corporate decision-makers,the report proposes a framework with three action dimensions and principles to integrate gender equality into corporate climate action:Avoid Harm,Purs

172、ue Benefit,and Take a Step Forward.Major directions include developing more gender-sensitive climate strategies,supporting womens participation and benefit in the green economy,and promoting womens involvement in decision-making and leadership.Avoid HarmPursue BenefitTake a Step ForwardDevelop More

173、Gender-Sensitive Climate StrategiesSupport Womens Participation and Benefit in the Green EconomyPromote Womens Participation in Decision-Making and Strengthen Womens Leadership123They aim to reduce the disproportionate impact of climate change on women.Climate change has particularly severe effects

174、on women,and businesses need to consider gender-specific risks within their production operations and value chains.In some developing countries,women make up over half of the agricultural workforce,yet structural barriers to gender equality limit agricultural supply chain productivity and weaken bus

175、iness climate resilience.Therefore,companies should identify the safety,water,and sanitation needs of female employees and community women during natural disasters and develop emergency response measures to protect their safety and rights during crises.For instance,in Africa,to address challenges th

176、at girls face due to water scarcity(e.g.,having to travel long distances to fetch water,limiting their access to education),Water.org provides microloans to impoverished families to establish or improve household water sources and sanitation facilities.This approach not only increases access to wate

177、r and sanitation facilities,improves living conditions,and reduces waterborne disease incidence but also enhances school attendance rates for girls,raising womens social status and economic independence.Reducing risks of excluding gender considerations in climate strategies.Planning and implementing

178、 corporate transformation strategies from a gender equality perspective can prevent carbon reduction goals from overshadowing social goals and promote a genuine low-carbon transition and sustainable development.For example,in the agricultural sector,if climate adaptation measuressuch as water resour

179、ce management or improved planting techniquesare targeted only at male farmers,women might lose access to new technology and resources,exacerbating their marginalization and impacting their income and quality of life.Additionally,in post-disaster reconstruction,a lack of sanitation facilities specif

180、ically for women increases their safety and hygiene risks.If corporations prioritize male employees for training and promotion in climate action,women could lose opportunities to participate in emerging green sectors,such as renewable energy and eco-friendly technologies.In summary,gender-blind clim

181、ate strategies could not only exacerbate gender inequality but also negatively impact the companys sustainable growth.Developing More Gender-Sensitive Climate StrategiesGender-sensitive climate strategies emphasize considering the needs and perspectives of different genders in addressing climate cha

182、nge to prevent oversight or potential risks and harms while strengthening societal resilience.Such strategies often focus on redistributing social services and resources,contributing to a gender-equal societal environment.Actions:Commit to reducing gender inequalities caused by a lack of gender pers

183、pective.Conduct gender-sensitive climate risk assessments to identify vulnerabilities among different gender groups within the workforce and supply chain and create appropriate adaptation strategies.Provide customized training programs to help female employees understand climate change and its impac

184、t,and enhance their skills in emergency management and resilience.Conduct gender impact assessments on climate policies or strategies to prevent them from limiting womens employment opportunities and income.Form diverse teams to ensure that perspectives and experiences from different genders are ref

185、lected in climate strategy formulation.Corporate Climate Action with a Gender Perspective47 Practice Observations on Business Empowerment of Women in Tackling Climate Change(2024)46Women have fewer opportunities in education,employment,and productive resources(such as land)and disproportionately sho

186、ulder unpaid care and household work,which reduces their adaptive capacity and makes it harder to seize new economic opportunities arising from sustainable development.According to a BCG analysis,if the current trajectory continues,by 2030 women will hold only 25%of green jobsroles that directly or

187、indirectly help to protect or restore the environment21.Moreover,as productivity declines in extreme heat conditions,women are more likely to work in lower-skill roles in highly exposed sectors(e.g.,agriculture or construction)22.Thus,its essential to redistribute resources to address the multiple s

188、ocioeconomic disadvantages women face and to view the transition to climate neutrality as a unique opportunity to reduce systemic inequalities.To facilitate equal participation of women in green jobs,appropriate education and skill trainingespecially in STEM fields where female representation is low

189、are needed.Additionally,obstacles to womens participation in economic opportunities,such as affordable childcare and closing the gender gap in asset ownership,need to be addressed.For example,the World Bank Group has supported the economic empowerment of women in the green transition through initiat

190、ives like WEPOWER expanding STEM skills among women in higher education to help them enter renewable energy value chains and programs23.Similarly,the European Investment Bank(EIB)combines climate mitigation and gender equality in its metro projects in Bangalore and Pune,India.Bangalore Metro,for exa

191、mple,reserves 33%of its positions for women,including drivers and control room operators.The project also offers daycare facilities and recreational areas to ensure flexibility for female drivers.In addition,female-only carriages,female security guards for night patrols,and CCTV surveillance in park

192、ing lots and entrances improve safety and convenience for female passengers24.Actions:Companies can establish special funds to support female entrepreneurs in green technology and sustainable business sectors,providing financial and technical resources.Offer female employees career development oppor

193、tunities related to the green economy,including training,mentorship,and promotion channels,encouraging them to grow within sustainable development areas.Encourage partnerships with women-led businesses,promote green product and service procurement,and help expand their markets.Leverage womens deep u

194、nderstanding of land and communities to develop new projects or implement new production technologies.According to the International Labour Organization,by 2025,the sustainable transition in energy will require 20 million new jobs to be retrained.Currently,womens representation is low in industries

195、that will undergo substantial green skills retraining,such as the energy industry(where women make up only 23%of the workforce),construction and materials(31%),industrial products(21%),and engineering(25%).For example,in the energy sector,six million jobs in oil and gas will need retraining,yet only

196、 22%of these workers are expected to be women.Today,women make up only 36%of global STEM students.If women participated in STEM fields as much as men,the green economy,including startups,would see an influx of engineers and creative talent25.Although women play a key role in combating climate change

197、,their representation at the corporate decision-making level remains low.According to the World Economic Forums(WEF)Global Gender Gap Report,women continue to hold fewer leadership positions than men,especially in the energy and environmental sectors.In 2022,women made up only about 30%of senior man

198、agement positions.Women are particularly vulnerable to climate change,such as natural disasters and resource shortages.Thus,ensuring womens participation in climate strategy formulation can enhance the effectiveness of responses.WEF research indicates that female involvement in climate governance ca

199、n drive more inclusive policies,which are often more effective in mitigating climate change and promoting sustainable development.Furthermore,women often bring innovative thinking to the creation and implementation of solutions,which is crucial for combating climate change.Actions:In departments and

200、 organizations related to climate action,recruit,employ,and retain female staff.Provide training and development opportunities to enhance womens leadership skills;create womens networks to promote experience sharing and cooperation.Ensure that women are represented at all stages of climate policy an

201、d strategy formulation,including establishing female representative committees or advisory groups.Regularly review womens participation in climate governance,ensuring that their opinions and needs are considered and incorporated into decision-making.To increase opportunities for womens participation

202、 in decision-making,Unilever has committed to improving female representation in decision-making positions within its sustainable development strategy,establishing various initiatives that support womens leadership roles in sustainable product development and environmental projects.These efforts hel

203、p the company better address climate change while promoting gender equality.BP has also strengthened female leadership in its climate action plan by setting up a Womens Leadership Program,focusing on increasing female participation in energy transition projects and promoting renewable energy and low

204、-carbon technology.IBM emphasizes employee diversity and inclusion in its climate strategy,actively promoting female leadership in the tech and sustainable development sectors and supporting them in contributing to innovative climate technologies and green solutions.Steps for including gender consid

205、erations in climate actionIn the process of addressing climate change,integrating gender considerations can enhance policy effectiveness and ensure that all groups,especially women,can equally participate and benefit.To achieve this goal,companies or other organizations can take the following steps:

206、Gender Analysis:Conduct comprehensive gender analysis to understand how gender differences specifically impact climate risk and how climate action affects gender equality.Policy Formulation and Implementation:Develop inclusive climate policies that reflect and meet womens specific needs.Policies sho

207、uld cover human resources management,climate adaptation strategies,and product development.Resource Allocation and Financing:Ensure equitable allocation of resources and financing to support womens participation in climate action,with a priority for women-led projects and startups.Capacity Building

208、and Training:Provide relevant training and development opportunities,empowering women to take on more active roles in climate action and enhancing their adaptability and decision-making abilities.Monitoring and Evaluation:Regularly evaluate the effectiveness and impact of gender-sensitive climate ac

209、tions to ensure policies and measures are effectively improving womens conditions.Communication and Reporting:Increase transparency by sharing outcomes and experiences to encourage participation and feedback from all stakeholders.Effective communication can foster broader support and cooperation,rai

210、sing social awareness of gender equality in climate action.Promoting Womens Participation in Decision-Making and Strengthen Womens LeadershipSupporting womens participation and benefits in a low-carbon economyUltimately,ensuring womens active participation and benefits,addressing their needs,and lev

211、eraging their knowledge and skills is crucial for achieving a win-win outcome in addressing climate change and gender equality,which also aids companies in innovating solutions.For example,many companies are reshaping their businesses to achieve net-zero emissions by developing sustainable business

212、models.Consumer goods companies are providing more sustainable food options,such as plant-based proteins.Home goods companies are adopting circular business models to reduce emissions and environmental impact.Food retailers are aiming to reduce emissions within the agricultural value chain,including

213、 significantly reducing food waste.If womens full participation in these fields is ignored,much talent is sidelined,making overall success more difficult and slower.Corporate Climate Action with a Gender Perspective49 Practice Observations on Business Empowerment of Women in Tackling Climate Change(

214、2024)48Providing strong support for development of female employees,and improving womens leadershipCase StudiesState Grid Wuxi Power Supply Company,located besides Taihu Lake and Grand Canal,a subsidiary of State Grid Jiangsu Electric Power,undertakes the essential mission of providing safe,economic

215、al,clean and sustainable power supply for the economic and social development and peoples life in Wuxi,Jiangsu Province.Since its establishment in 1909,Wuxis electric power industry now has a history of over a century.Over the years,State Grid Wuxi Power Supply Company,with its tenet of A power util

216、ity by the people and for the people,has been dedicated to improving the peoples sense of fulfillment and satisfaction in the use of electric power.This people-centered development concept has laid a solid foundation for promoting gender quality and building a family-friendly workplace.State Grid Wu

217、xi Power Supply Company attaches great importance to the growth and cultivation of female employees,striving to create a development space full of love and respect for women.To provide reliable organizational guarantee for the work and life of female employees,the Labor Union of the company has spec

218、ially set up the Women Employee Committee,fundamentally participating in the formulation and revision of corporate management regulations related to the rights and interests of female employees.Besides,it can prevent and stop behaviors in violation of the rights and interests of women employees,and

219、provide a channel for them to express appeals,so that the company can respond to their major interests and concerns in a timely manner.Moreover,by advocating the spirit of model employees,the company has vigorously fostered,selected and publicized advanced models,and created a social environment ben

220、eficial to women employees and their vocational development,inspiring more women to achieve technological advancements and demonstrate her power.To show more care and love,and practically help women employees,State Grid Wuxi Power Supply Company has also established the Carnation Service Station for

221、 Women employees,dedicated to further enhancing the sense of belonging,fulfillment and happiness of female staff by carrying out campaigns in making achievements,safeguarding rights and showing care and love.The Carnation Service Program has carried out the main work as follows:Building service plat

222、forms for women employees.Offering more services to female model workers,technical leaders and new women workers.State Grid Power Wuxi Power Supply Company Actively expanding standardized and digital service platforms.Carrying out service activities,implementing health mutual benefit plans,and provi

223、ding mutual insurance for special diseases.Constantly exploring care service models for children of workers.Inviting children of workers to visit the enterprise,organizing family outdoor activities,and providing mutual insurance for special diseases.Improving the organizational standardization and i

224、nstitutionalization of women workers.Establishing a working system for women workers organizations under the Labor Union,and achieving the coverage and promotion of both women workers organizations and their work.Constantly offering capacity improvement training for women workers.Advancing digital e

225、mpowerment,conducting surveys and research at grassroots levels,consolidating the achievements of featured projects for women workers,and summarizing training experience.In order to let women workers freely and boldly innovate,improve and fully exert their personal abilities,State Grid Wuxi Power Su

226、pply Company He Guanghua,director,cable inspection center,State Grid Wuxi Power Supply Company,senior technician&senior engineer at research fellow levelIn 2000,He Guanghua graduated from Hohai University,majoring in electrical engineering and automation,and joined State Grid Wuxi Power Supply Compa

227、ny,where she became an industrial master soon.Starting 2006,she led the team to tackle many challenges,and conducted research on the non-destructive laying technology of entire-section cables.At that time,the research was still a global challenge,but she led her team to develop the worlds first non-

228、destructive construction technology of high-drop and high-voltage cable lines through thousands of tests in eight years.In 2019,this technology,filling the technical gap in the world,was granted the top honor for first-line industrial workers-the second prize of Chinas National Science and Technolog

229、y Progress Award.Nowadays,the technology has been widely applied in electric power,petroleum,steel,chemical and other industries across the country,and also marketed to Germany,Russia,Singapore and more than ten countries along the Belt and Road.A single flower does not make spring;while one hundred

230、 flowers in full blossom bring spring to the garden.Over the years,by actively summing up innovative technology experience,He Guanghua has compiled ten professional monographs and issued over 40 papers,of which the High-drop Laying Technology of High-Voltage Power Cables has been selected as a textb

231、ook for national professional cable skill training.Her innovative Field Cable Modular 5S operation method and 2+2 training operation method have completed online and offline skill training for more than 10,000 people.Besides,she has developed a cable simulation training system capable of practical t

232、raining for over 300 people per year,which has cultivated more than 30,000 cable skilled talents across the country.Her Story-State Grid Jiangsu Electric Power Wuxi Power Supply CompanyTo foster more innovative knowledge-based and skills-based talents,He Guanghua has led the team of He Guanghua Mode

233、l Worker Innovation Studio to tackle technical difficulties,and shared her knowledge and experience with youth workers,promoting the spirit of innovation among young people.With her leadership,the studio team has grown into a gathering place for highly educated and innovative first-line industrial w

234、orkers in the new era.The studio has over 20 core members,with the number of first-line skilled professionals representing 70%,that of first-line Party members representing 90%,and that of skilled professionals above provincial level representing 30%.Besides,the studio has cultivated a number of tec

235、hnical masters in electric power,technical masters in Jiangsu Province,youth craftsmen in Wuxi City and other young skilled talents.In 2023,He Guanghua was elected as a deputy to the 14th National Peoples Congress.By visiting enterprises,conducting surveys and making clear the market demand previous

236、ly,she submitted two high-quality proposals-Further promoting the sustainable development of green electricity and green certificates and Introducing more clean electric power from outside Jiangsu,contributing to the realization of energy conservation and emissions reduction,and meeting peoples dema

237、nd for a better life.Women play an important role in global actions to mitigate and adapt to climate change,but their advantages,potential and contributions have not been fully understood and recognized due to various gender biases.Therefore,if we eliminate gender discrimination and prejudices,make

238、sure women can fully participate in climate actions,and provide them with more resources,platforms and opportunities,women can give full play to their advantages and potential,and bring more surprises to climate actions and energy transformation undertakings.and professional top-notch talent of Stat

239、e Grid,to set up an innovation studio.This is an innovation team that leads the staff to conduct research and tackle key problems by means of technology and management innovation.Currently,He Guanghua Innovation Studio,led by excellent women engineers and driven by outstanding female workers,has gra

240、dually developed into a hub for the training,selection and application of highly has broken the stereotype that women are not suitable to work in energy engineering and conduct technical innovation,and encouraged and supported women workers to become innovation pioneers in the industry.In 2011,State

241、 Grid Wuxi Power Supply Company supported He Guanghua,senior technician in power cables,senior engineer at research fellow level skilled industrial workers.Here,many excellent women technical masters can enjoy equal innovation opportunities and resources with male workers,give full play to their str

242、engths,and create value.Corporate Climate Action with a Gender Perspective51 Practice Observations on Business Empowerment of Women in Tackling Climate Change(2024)50Hangzhou,with a population of over 12 million,has become one of the megacities in China.Its GDP has surpassed 2 trillion yuan.Guarante

243、eing power supply,promoting the transformation and the development of green energy are the main responsibility of State Grid Hangzhou Power Supply Company.As the society pays more attention to gender equality,State Grid Hangzhou Power Supply Company,as a key enterprise in Zhejiang Province,has been

244、actively advancing gender equality at the workplace,and further empowering women,allowing them to participate in the revolution of promoting the energy transformation in the whole society.First,State Grid Hangzhou Power Supply Company has been committed to creating a workplace environment with fair

245、competition by eliminating gender barriers in organizational and human resources management,prioritizing job duties and abilities during talent assessment,by eradicating any form of gender discrimination to safeguard womens rights and interests.The company always encourages more competent women to e

246、nter the management,and cultivates female leaders in many fields.Promoting vocational development of women employees,and unleashing womens green power State Grid Hangzhou Power Supply CompanyIn the past few years,State Grid Hangzhou Power Supply Company has been devoted to boosting the development o

247、f green energy and innovation in power technology,and promoting clean power into thousands of households.It invested in and operated Chinas first electricity-gas-oil integrated energy supply station.To further implement rural revitalization,the company promoted the building of all-electric homestays

248、,and launched the low-carbon stay program for homestays.While pushing forward these jobs,women employees have played an irreplaceable role.Besides,State Grid Hangzhou Power Supply Company has highly recognized the unique advantages of women in promoting the green transformation of energy.A growing n

249、umber of women employees have been entrusted with important posts in the process of responding to climate change and advancing corporate and social sustainability,and effectively pushed forward the related work with womens empowerment.For instance,women have inherent advantages in observing the soci

250、al needs,creating an innovation model and atmosphere inside a company,and achieving internal and external coordination of an organization.During the comprehensive green transformation of the economy and society,women can better grasp green development trends of the times,and serve as a bridge betwee

251、n the innovation and R&D of products and customer needs.Therefore,State Grid Hangzhou Power Supply Company actively creates opportunities and supports women employees to participate in and lead the green energy revolution.For example,Xu Chuanzi,as an outstanding female representative of power employ

252、ees in the new era,has led her team to develop Chinas first electronic carbon emissions list with the support of the companys resources and platform and through innovation;built Zhejiangs first digital and intelligent low-carbon park,and innovated the green stay program of Asian Games Village,helpin

253、g Hangzhou create the first Asian Games with carbon neutrality.Additionally,State Grid Hangzhou Power Supply Company is seeking to provide women employees with more development opportunities and spaces.The company has deepened a system in which the Party committee contacts experts,and established an

254、 integrated innovation center for model workers represented by Xu Chuanzi.Through platform,intelligence and resource integration,the company has built four bases for the inheritance of the spirit of model workers,cultivation of youth talents,technological innovation and R&D,and implementation of dua

255、l-carbon goals.The team has successively completed five national innovation achievements,applied for 21 invention patents,and fostered five technical masters at State Grid and provincial levels represented by Ni Ping,a model worker of State Grid and one of Top 10 Service Stars,six senior technicians

256、 and 16 technicians.Chen Yi,consultant of building energy conservation and emissions reduction and young innovator,and her teamChen Yi is a from the Innovation Department of the Binjiang Branch of State Grid Hangzhou Power Supply Company.Under the leadership of Xu Chuanzi,a national model worker,Che

257、n has been engaged in digital and intelligent energy-saving buildings,orderly charging of electric vehicles,and other green and low-carbon fields.By virtual of womens keen insight and strong communication,Chen Yis team has found that the energy consumption per unit area of commercial buildings is te

258、n times that of civil buildings in the building energy conservation sector,and that the energy-saving renovation of commercial buildings should be aimed to achieve good energy-saving results with a short cycle and low costs.Therefore,in 2022,they proposed a lightweight solution for the digital,intel

259、ligent and low-carbon development of buildings.By equipping plug-and-play devices and adopting a flexible control strategy for different floors,zones,periods and devices,the solution can precisely control the electricity consumption of every room and person,and achieve energy conservation by over 10

260、%.After finding that network coverage would take time and effort during construction,Chen and her team designed a building IoT gateway that supports both series connection and port power supply.When finding that manual management is inconvenient during operation and maintenance,they built a digital

261、and intelligent management and control platform for low-carbon buildings,which can automatically implement a flexible control strategy for different zones with AI-based intelligent decision-making analysis technology.Besides,they joined hands with industrial enterprises to develop multifunctional de

262、tectors,air-conditioning centralized controllers,lighting centralized controllers and other plug-and-play devices.Through product development,algorithm evolution,system upgrading and plan implementation,Chen and her team have successively completed the energy conservation and carbon emission reducti

263、on renovation of over 30 buildings at home and abroad,including the overseas high-level talent innovation park in Hangzhou,Zhejiang Province,and the University of Sharjah in United Arab Emirates.In 2023,in order to alleviate the contradiction between the charging supply and demand arising from the e

264、xplosive growth of electric vehicles,and promote green mobility,Chen Yi joined hands with Dr.He Yuwei from Hangzhou New Energy Vehicle Service Co.,Ltd.to deeply dig hundreds of thousands of pieces of historical data with their dedicated minds and strong wills,and closely collaborated with technical

265、backbones from electric vehicle and charging pile enterprises to revise the design and conduct joint debugging for many times.Through unremitting efforts within two years,they have finally developed a complete set of orderly charging equipment.The equipment,with the household smart electric meter at

266、 its core,can achieve the optimal control over the charging time and power of electric vehicles.The off-peaking charging at night has addressed residents electricity demand,reduced charging expenses,and mitigated the supply and demand contradiction during peak hours.Its learnt that Chen Yi along wit

267、h young power engineers in her team will continue to explore a number of zero carbon solutions with womens unique perspectives and advantages,contributing to the sustainable development of the city and communities.Her Story-State Grid Zhejiang Electric Power Hangzhou Power Supply CompanyAccelerating

268、 the Mainstreaming of Gender in Climate Action53 Practice Observations on Business Empowerment of Women in Tackling Climate Change(2024)52Accelerating the Mainstreaming of Gender in Climate ActionEmpowering women and strengthening climate resilience require more than isolated actions.Only by address

269、ing the structural barriers to gender equality and enabling women to equally participate in and lead climate action can true gender equality and effective climate change mitigation be achieved.Accelerating the Mainstreaming of Gender in Climate Action55 Practice Observations on Business Empowerment

270、of Women in Tackling Climate Change(2024)54Co-Creating a Zero-Carbon Inclusive FutureIn global value chains,gender equality and climate change are closely intertwined.The international community increasingly emphasizes integrating gender equality into the core of climate change response.Women are no

271、t only a vulnerable group affected by climate change but also an essential force for driving change.To achieve the dual goals of gender equality and climate action,companies need to develop gender-equal climate action plans in their operations,minimizing the negative impacts of climate change and lo

272、w-carbon transitions on women.Additionally,companies should empower women to enhance their resilience and increase their sense of belonging and participation in societys carbon-neutral transition.By leveraging various resources and partnerships,companies should establish broad connections with gover

273、nments,communities,and NGOs to advocate for incorporating gender factors into climate mitigation and adaptation efforts.Looking ahead,companies should focus more on integrating gender perspectives into climate actions,ensuring that the voices of all stakeholders are heard.Advancing gender equality i

274、s not only a moral responsibility but also a strategic choice for achieving long-term sustainable development.Companies can expedite the green,low-carbon transformation of themselves and society by establishing gender-sensitive climate policies,enhancing womens leadership,and promoting diversity.Onl

275、y when companies genuinely harness the power of women in climate action can we achieve multiple social,environmental,and economic benefits in response to climate change.Let us work together to create a more inclusive and resilient future,enabling everyone to contribute to this transformation.Collect

276、 and analyze gender-related climate data.Companies can establish indicator systems to monitor and evaluate the impact of climate actions on different gender groups.This data-driven approach can help companies understand gender differences and optimize decision-making,ensuring fairer and more effecti

277、ve climate actions.Incorporate gender perspectives in investment and financing.Companies should prioritize investments in women-led sustainable projects and startups.By providing funding for these projects,companies can help women play a greater role in climate action,creating sustainable social and

278、 economic impact.Ensure gender equality in green economy employment.Companies can help women acquire the necessary skills to find suitable work in renewable energy,environmental protection,and sustainable development by offering training and development opportunities for green jobs.This not only enh

279、ances womens economic independence but also promotes diversity across industries.Actively participate in policy advocacy.Companies can collaborate with governments,NGOs,and other businesses to advocate for policies that incorporate gender equality into climate action.Collective efforts can result in

280、 more impactful policies,ensuring that women have a voice and presence in climate strategies.Taking gender-equal climate action not only helps build a more inclusive,low-carbon future but also allows companies to better identify and manage risks associated with climate change,promoting more sustaina

281、ble business operations.It enhances their social image,attracting more loyal consumers and investors,and improves their competitiveness in the market.It also boosts employee satisfaction,reducing turnover rates,and fosters innovative solutions to develop products and services that better meet consum

282、er expectations.Additionally,investing in women-led projects can help companies enter new markets and capture new business opportunities.Leveraging business advantages,companies have significant potential to promote gender-equal climate action:Leading the WayDespite the growing consensus on the link

283、 between gender equality and climate change,efforts to incorporate gender considerations into the climate policies of governments and companies still face common challenges,such as the lack of prioritization of gender equality and entrenched structural barriers that limit womens access to opportunit

284、ies,resources,and decision-making power.These barriers include cultural values and social norms,unequal access to education and training,and gender discrimination in the workplace.Consequently,women are disadvantaged in accessing opportunities to participate in climate action,impacting their represe

285、ntation in decision-making roles.This not only restricts womens personal development but also weakens the comprehensiveness and effectiveness of climate policies.Practice Observations on Business Empowerment of Women in Tackling Climate Change(2024)56Reference1.Wu,X.,Fu,B.,Wang,S.et al.Decoupling of

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292、ture-key-findings企業賦能女性應對氣候變化實踐觀察（2024）282024年11月 巴庫November,2024 Baku企業賦能女性應對氣候變化實踐觀察（2024）Gender Equality for a Low-carbon FutureInsights and corporate practices of womens empowerment in climate action(2024)企業賦能女性應對氣候變化實踐觀察（2024）Gender Equality for a Low-carbon FuturePractice Observations on Busin

293、ess Empowerment of Women in Tackling Climate Change (2024)Good practices and suggestions on using business power to protect womens rights and interests and give full play to womens role to alleviate and adapt to climate change.Good practices and suggestions for leveraging business power to protect a

294、nd promote womens roles in mitigating and adapting to climate change運用商業力量保護和發揮女性角色，緩解和適應氣候變化的良好實踐與建議。運用商業力量保護和發揮女性角色，緩解和適應氣候變化的良好實踐與建議。性別平等共創低碳未來性別平等共創低碳未來掃描二維碼了解“金鑰匙面向SDG的解決方案”Scan the QR Code to learn more about GoldenKeySDG Solutions關注可持續發展經濟導刊Follow China Sustainability Tribune關注可持續發展網Follow sdg-