empowerment

empowerment

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Odisha CM launches Subhadra Awareness van to promote women empowerment scheme ahead of September 17 rollout Sep 17 2024

Bhubaneswar (Odisha) [India], September 7 (ANI): Odisha Chief Minister Mohan Charan Majhi flagged off the ‘Subhadra Awareness Van’, along with Deputy CM and Minister of women and child development Pravati Parida on Saturday.

CM Majhi speaking on the occasion said, “Subhadra scheme to be launched on September 17, which will help financially and empower the women across Odisha.

Therefore, on the occasion of Ganesh Chaturthi, Subhadra Awareness Rath’ is being flagged-off in Bhubaneswar, and later across Odisha, in a bid to make the beneficiaries aware about the scheme.

more then 1 crore women will be benefited under the Subhadra scheme in the state. “

Earlier on Monday, Odisha Deputy Chief Pravati Parida launched the BJP Government’s ‘Subhadra Yojana is a major initiative by the Odisha government, benefiting over 1 crore women. She said,

women’s empowerment has five components: women’s sense of self-worth; their right to have and to determine choices; their right to have access to opportunities and resources; their right to have power to control their own lives, both within and outside the home; and their ability to influence the direction of social .

Women empowerment can be referred to as equality or free from discrimination. There should not be a set notion that girls cannot play a certain sport like basketball because it’s a man’s game which is very regressive and wrong..

Principle 1:
Leadership Promotes Gender Equality
a. Affirm high-level support and direct top-level policies for
gender equality and human rights.
b. Establish company-wide goals and targets for gender
equality and include progress as a factor in managers’
performance reviews.
c. Engage internal and external stakeholders in the
development of company policies, programmes and
implementation plans that advance equality.
d. Ensure that all policies are gender-sensitive – identifying
factors that impact women and men differently – and that
corporate culture advances equality and inclusion.

Principle 2:
Equal Opportunity, Inclusion and Nondiscriminiation
a. Pay equal remuneration, including benefits, for work of equal
value and strive to pay a living wage to all women and men.
b. Ensure that workplace policies and practices are free from
gender-based discrimination.
c. Implement gender-sensitive recruitment and retention
practices and proactively recruit and appoint women to
managerial and executive positions and to the corporate
board of directors.
d. Assure sufficient participation of women – 30% or greater –
in decision-making and governance at all levels and across
all business areas.
e. Offer flexible work options, leave and re-entry opportunities
to positions of equal pay and status.
f. Support access to child and dependent care by providing
services, resources and information to both women and men.

Principle 3:
Health, Safety and Freedom from Violence
a. Taking into account differential impacts on women and men,
provide safe working conditions and protection from exposure
to hazardous materials and disclose potential risks, including to
reproductive health.
b. Establish a zero-tolerance policy towards all forms of violence
at work, including verbal and/or physical abuse, and prevent
sexual harassment.
c. Strive to offer health insurance or other needed services –
including for survivors of domestic violence – and ensure equal
access for all employees.
d. Respect women and men workers’ rights to time off for medical
care and counseling for themselves and their dependents.
e. In consultation with employees, identify and address security
issues, including the safety of women traveling to and from
work and on company-related business.
f. Train security staff and managers to recognize signs of
violence against women and understand laws and company
policies on human trafficking, labour and sexual exploitation.