Special Target Group(s)

The report analyzed the disability practices and financial performance of the 140 companies participating in the Disability Equality Index (DEI) — a benchmarking tool that gives businesses an objective score on their disability inclusion policies and practices — over four years. A key finding of the report is that companies that embrace best practices for employing and supporting more persons with disabilities in the workforce have outperformed their peers.

This brief provides a roadmap to design, procure, and use AI to benefit and not discriminate against qualified individuals with disabilities, including a policy framework, discussion of challenges and opportunities regarding recruiting, hiring, and provision of reasonable accommodations guiding principles. 

This report connects different social and economic dimensions and looks at the key trends of the future of work from a disability perspective. It provides recommendations of action needed to shape the future of work in a more disability-inclusive way.

This report reviews the main challenges to the realization of ICT-enabled inclusive development and presents cost-beneficial policy and practice recommendations for governments and development practitioners.

The report shows the need for comprehensive and inclusive policies that address the demand and supply side of the labour market, working both with employers and persons with disabilities. Promoting the labour market inclusion of persons with disabilities requires mainstream and specialized services, as well as promoting an environment that is more conducive to decent work for persons with disabilities. Incentives need to be generated for persons with disabilities, employers and institutions to promote the entry and retention of persons with disabilities in the labour market.

This toolkit provides advice for young women who could become digital professionals and employers struggling to fill the job openings in their companies. The focus is on young women that are
Not in Education, Employment, or Training (NEETs) – hence they face various risks, problems, and negative orientations. 
 

Every year, 25 million young people in Africa enter the labor market, more than half of them (14 million) in rural areas. By the year 2030, 320 million new jobs will need to be created, which makes Rural Youth Employment one of the most pressing and challenging topics, but also presents an enormous opportunity for economic development in capitalizing on this “youth dividend”. This report aims at highlighting good practices and lessons from GIZ programs on rural youth employment. 

The report explores how entrepreneurship support organizations (ESOs) and other stakeholders can help youth move (refugees and other migrants and displaced youth) fulfill their entrepreneurial dreams and ambitions —creating decent work, driving inclusive economic growth, strengthening communities, and transforming prospects and livelihoods.

The blog highlights the World Bank's strategy aims at creating economic opportunities for MENA’s youth by opening-up business environments for young entrepreneurs to compete in free and fair markets for the provision of goods and services.
 

Young women in Africa are less likely to be employed than young men, as a result of gaps in access to resources such as skills, time, and capital, and due to underlying social norms. Adolescence is a particularly critical time to intervene, as teenage pregnancy or dropping out of school can have severe impacts on future employment and earnings with significant consequences on their lives. At the macroeconomic level, investing in adolescent girls is also crucial for Sub-Saharan Africa`s demographic dividend.