The EQUALS Global Partnership launched its 2025 Research Report, titled “Evidence to Impact: Advancing Gender Empowerment in the Digital Age,” at the WSIS Forum 2025. The report focuses on providing fresh global insights into gender and digital transformation, and emphasizes the urgent need for gender-inclusive digital development. The report is the result of a collective effort to advance the global conversation on digital gender equality, featuring exploratory research, case studies, and evidence-based initiatives from EQUALS partners worldwide. The EQUALS Research Report 2025 is organized into four thematic sections: Digital Skills, Digital Inclusion and Education, Digital Economy, and AI and Cybersecurity. This report serves as a valuable resource for policymakers, researchers, and practitioners seeking the most up-to-date evidence and tools for closing the gender digital divide across multiple levels. 
The EQUALS Global Partnership launched its 2025 Research Report, titled “Evidence to Impact: Advancing Gender Empowerment in the Digital Age,” at the WSIS Forum 2025. The report focuses on providing fresh global insights into gender and digital transformation, and emphasizes the urgent need for gender-inclusive digital development. The report is the result of a collective effort to advance the global conversation on digital gender equality, featuring exploratory research, case studies, and evidence-based initiatives from EQUALS partners worldwide. The EQUALS Research Report 2025 is organized into four thematic sections: Digital Skills, Digital Inclusion and Education, Digital Economy, and AI and Cybersecurity. This report serves as a valuable resource for policymakers, researchers, and practitioners seeking the most up-to-date evidence and tools for closing the gender digital divide across multiple levels.
South Asia has some of the lowest female labor force participation (LFP) rates in the world, second only to the Middle East. Employment flexibility, also known as workplace flexibility, flexi-work, among other terms, has long been argued as an enabler of women’s increased and sustained participation in the labor market.
If you Google images for “CEO” you’ll get images of men, predominantly. And this is considered ‘normal’, backed by statistics about the ‘leaking pipeline’ when the numbers of women in the workplace start dwindling as they get into more senior roles. Family commitments is often cited as the cause irrespective of where you are in your career. At a junior level, starting a family means that you either stay at home to look after your family because you can’t afford it, or pass-through pretty much your entire salary on to childcare. When you’re in middle-management you pass on opportunities that can get you to the next level because that means more hours or time away from family or you’re not offered that promotion because you’re seen as unreliable or not really part of the team (as a result of tough choices made by placing one’s family first).