Human capital and equality of opportunity

Overview
Skills, employment and livelihoods
Inclusive financial systems
Inclusive infrastructure
Crisis response and human capital resilience

The EBRD believes that an unequal distribution of economic opportunities in a country – when circumstances beyond an individual’s control constrain their access to economic opportunities throughout life – has a significant detrimental impact on the growth potential of economies as well as their social cohesion and, ultimately, political stability.  Equal access to economic opportunity is integral to sustainable market development.

Equality of Opportunity Strategy  2021-25

The EBRD's EOS 2021-25 is designed based on the recognition that characteristics that can lead to inequality of opportunity can change throughout a person’s life. These are shaped by external events such as long-term stressors and shocks, as well as by changing social norms, biases and legal frameworks. These characteristics overlap and intersect across factors such as gender, place of birth or residence, age, disability, skills types and levels, displacement, sexual orientation and identity, as well as life events triggered by other external factors.

Megatrends shaping our world and work

Climate change, digitalisation, urbanisation, regional disparities and migration, and large-scale shocks and fragility

Contact the team

Barbara Rambousek, Director, Gender & Economic Inclusion

Email:

RambousB@ebrd.com

Gender and Economic Inclusion team

Email:

genderandinclusion@ebrd.com

Overview

In many economies, the efficient flow of human capital is constrained by rigidities embedded within labour markets, education and skills-matching institutions as well as through persistent social norms. At every life stage, such rigidities systematically disadvantage (or exclude outright) particular social groups, impacting upon: their career entry-points and the extent to which they are able and incentivised to participate in work; their career trajectories, in terms of the fairness and transparency with which their professional efforts and contributions are recognised and rewarded; and, ultimately, the quality of their livelihoods in terms of how productive and shock-resistant their economic roles may be. Some such rigidities are embedded in national laws and business practices that exclude or neglect particular social groups. Others are the products of unforeseen or unforeseeable structural changes that strand particular skills and suspend human capital. Others still are prolonged through conscious or unconscious biases within society that systemically disadvantage particular groups and curtail their human capital. Whatever their roots or drivers, such rigidities should be addressed in order to promote equal access to employment, learning opportunities and ultimately human capital.

The EBRD supports corporate clients, small and medium-sized enterprises and public-service providers in addressing their core business challenges related to human capital development – including skills mismatches, a lack of workforce diversity and the transition to the future of work – in order to increase productivity and empower growth. At the same time, the Bank helps enhance gender equality and equality of opportunity across the economy, leading to more resilient labour markets capable of weathering shocks and challenges such as climate change, pandemics, war or fragility. The EBRD consequently opens up economic opportunities to a wide range of groups with intersectional characteristics – including women, young people, older workers, people with disabilities, migrants, refugees, LGBTQI+ people and other minority groups. We promote a "just" transition for people who find their skills "stranded" due to changes in the labour market or whose livelihoods are rooted in declining sectors or regions. In particular, we focus on strengthening women’s employment, specifically in high-skill and green jobs, such as in STEM-related occupations, supporting their advancement into meaningful leadership positions, their retention or re-entry into work and equipping them with the skills for the future.  

Examples of such approaches include:

access to quality local training and work-based learning
improved national skills standards and equitable access to jobs, and skill-inclusive (public) procurement and supply chains
equal opportunities HR policies and practices.

Case studies

Advancing transport infrastructure and human capital development in Egypt

In 2015, the EBRD provided a sovereign loan to the government of Egypt for the procurement of train sets for the Cairo Metro. This initiative also included an outsourced maintenance contract focusing primarily on spare parts and equipment crucial to the project’s success. As part of the project's inclusive approach, Hyundai Rotem Company was entrusted with delivering a key component: specialised training programs for young, unemployed individuals. This initiative aimed to provide certified, high-quality training opportunities, equipping young people with both classroom-based knowledge and practical, on-site skills in rolling-stock maintenance. The comprehensive training programme was designed to empower Egypt's youth, enhancing their employability and facilitating their access to sustainable employment opportunities within the country’s growing infrastructure sector. By providing these crucial skills, the project contributed not only to the development of the Cairo Metro but also to the broader effort of improving livelihoods and fostering inclusive growth across the nation.

Supporting human capital development in Georgia's nursing and midwifery occupations

In the context of a US$ 25 million loan to the Georgia Healthcare Group signed in September 2022, the EBRD furthered its work on improving skills for nursing and midwifery occupations in Georgia.  The EBRD's engagement with the company's subsidiary, Evex Hospitals, and its local training partners under the David Tvildiani Medical University aimed to address critical skills gaps within Georgia's healthcare workforce. In collaboration with international higher-education partners at Italy's Bocconi University, the EBRD's technical support to the client has helped establish an accredited training programme and new occupational standards for respiratory therapists in Georgia. This specialised category of nurses is combatting Georgia's poor healthcare outcomes – relative to EU standards – for patients in respiratory care, which has emerged as a critical need following the Covid-19 pandemic. The Bank's previous engagements with Evex Hospitals have delivered national skills standards for nursing and midwifery occupations, approved by Georgia's Ministry of Education, alongside the country's first local-language nursing textbooks, covering a range of clinical and non-clinical learning topics.

Closing skills gaps through inclusive tourism with Egypt hospitality school

The Sawiris Foundation for Social Development (SFSD) and the EBRD have collaborated to share experiences and build on efforts in Egypt's tourism industry to develop human capital, particularly in the technical and vocational education and training (TVET) sector. With SFSD’s history in managing the dual-learning German Hotel School (GHS) in El Gouna, a renowned TVET provider in Egypt's Red Sea region, the parties worked together on establishing a state-of-the-art educational kitchen/workshop combining soft skills and hands-on experience. This partnership has also helped the school to expand the services it offers, with a new specialisation for hotel management added to the curriculum, and empowered it to conduct a good governance analysis and upgrade. To ensure inclusivity, the partnership included a gender-responsive marketing campaign built on robust analysis of the tourism industry and GHS, designed to enable women's access to employment in the sector.

Overview

Access to financial services remains critical for economic growth and inclusive development. Yet it remains unequal across the economies where the EBRD operates and correlates with circumstances such as gender, place of birth, legal/immigration status, age, education and income level. For women entrepreneurs, obtaining a loan can be challenging due to their relative company size or sector (often lower growth, low capital-intensity), limited credit history, lack of collateral (often due to unequal ownership and inheritance laws) and gender-biased credit scoring and stereotyping in investment evaluations. Young entrepreneurs may be disadvantaged due to their age-correlated limited credit history and managerial track record. At the same time, entrepreneurs running small and medium-sized businesses in underdeveloped financially underserved regions may find it more difficult to access traditional banking networks and to build relationships with lenders, while migrants are often constrained by an inability to provide adequate documentation and credit histories. For all these groups, these constraints may come to the fore specifically in relation to financing for green and digital investments. These underserved groups also typically do not have broad access to information and networking opportunities and are less likely to seek or benefit from training, advisory services or coaching and mentoring. Fintech creates an opportunity to boost access to financial services, but risks exacerbating existing inequalities if intersectional inclusion issues are not carefully addressed.

The EBRD supports its partner financial institutions through many mechanisms – including direct financing, advisory and peer-to-peer networking opportunities – to unlock the potential of underserved business segments and build inclusive financial systems. Flagship programmes such as Women in Business expand access to finance by providing local banks with credit lines that are dedicated to women-led small and medium-sized enterprises (SMEs), as well as offering advice to help businesses become more competitive.

The EBRD also supports financial institutions in their digital transformation journey and use of digital finance to deepen the financial inclusion of “under-banked” customers in a profitable way. The Bank also aims to help these institutions narrow the gap on their more advanced peers by leveraging non-financial data, channels and tools. The EBRD's Morocco and Central Asia Women in Business programmes have been augmented with a digital component to support the digital transformation of women-led businesses through incentive payments.

In addition to working directly with financial institutions, the EBRD is engaging governments, financial-sector regulators, business associations and civil society to review and design gender-responsive economic policies to support women-led SMEs and build a gender-responsive inclusive financial system. As such, the Bank is at the forefront of policy dialogues in its countries of operation, bringing together public and private stakeholders to deliver inclusive policy reform and remove barriers to women’s entrepreneurship.

These interventions are based on the Bank’s own and other relevant research on microfinance and financial inclusion, as well as the EBRD’s Financial Institutions Sector Strategy to:

strengthen and advance new programmes such as Youth in Business (YiB) and Skills in Business (SiB)
expand the geographic focus of credit lines and advice to micro, small and medium-sized enterprises in financially underserved regions
strengthen and expand the Bank’s Women in Business programmes and broaden access to finance for women entrepreneurs
integrate the availability of local-currency SME lending into gender, regional and youth credit lines.

Case studies

Providing finance for a gender-responsive green and digital transition in Tajikistan

The EBRD is financing Tajik microlender HUMO with loans of more than €10 million and technical collaborations under EBRD's Women in Business, YiB, Green Economy Financing Facility (GEFF) and Financial Intermediaries Framework programmes.

Ms. Baymuradova, a GEFF sub-borrower and loan beneficiary, with her new fuel-efficient tractor

These comprehensive programmes help to narrow the gap in access to finance facing women and other underserved population groups in Tajikistan, and to facilitate a gender-responsive and inclusive digital and green transition. With EBRD support, HUMO is emerging as a progressive and innovative digital financial institution in Tajikistan. It has created a digital lab, HUMO Lab, that has led to the successful development of digital products and services now accessible through mobile phones, enabling the company to reach segments of the population that have been underserved financially. As a result, HUMO today serves young sub-borrowers (42% under the age of 35 years) and women (44%), primarily based in rural areas (73%). As part of HUMO Lab, the company has also introduced the HUMO Digital Academy, which aims to train more than 200 young people in digital skills to support business growth. In addition, HUMO is successfully reaching low-income rural households and smallholder farmers who are vulnerable to the effects of climate change (with 197 women out of a total 716 sub-borrowers reached to date).

The EBRD's transformative impact on female entrepreneurship and the shift towards a green, digital future shines through stories like that of Ms. Baymuradova. Seeking to modernise her business and reduce its environmental impact, she approached an EBRD partner bank and secured a US$ 19,700 GEFF loan. With this support, she invested in a fuel-efficient MTZ 82.2 tractor, boosting her productivity and sustainability efforts. Her journey is just one example of how the EBRD empowers women entrepreneurs to embrace greener solutions, driving lasting change in their businesses and communities.

Uzbekistan: building a gender-responsive entrepreneurial ecosystem

The EBRD introduced an extensive programme of policy dialogues in Uzbekistan as a part of the Central Asia Women in Business programme, aiming to build a supportive and inclusive entrepreneurial ecosystem for women entrepreneurs.

These policy dialogues have helped tackle various barriers facing women-led businesses by leading to the introduction of tested solutions, such as the collection of sex-disaggregated SME data and the use of gender-responsive regulatory impact assessments. 

In 2022-23, a total of 10 legal and regulatory reforms were formally enacted across Uzbekistan in support of women's entrepreneurship, working across seven different public-sector institutions. 
Extensive work on sex-disaggregated SME data has beencompleted in the country. A draft law on a unified definition of women's entrepreneurship was introduced to parliament, the statistics agency began to collect and report on sex-disaggregated entrepreneurship data for women who hold 100 per cent managerial or ownership control of companies, and several other public-sector bodies, including the central bank and business registry, have improved their capacity to begin collecting data that is disaggregated by sex.
In addition, 78 government officials in Uzbekistan have received training on the implementation of gender-responsive regulatory impact assessments (GRRIAs). As of July 2023, GRRIAs had been used to assess four new laws for their differential impact on men and women.

Moreover, as one of the crucial implementing partners of the Women Entrepreneurs (WE) Finance Code initiative, the EBRD signed a memorandum of understanding with Uzbekistan in January 2024 to jointly enhance gender equality and promote women's entrepreneurship in the country through investments, capacity building and policy engagement. The WE Finance Code is a tool to enhance the quality of data to help identify regulatory bottlenecks and specific challenges that women face in setting up and growing businesses, and which may stop them fully participating in the economy. This data then enables the design of evidence-based policy solutions to tackle theses barriers.

Overview

Service infrastructure and the built environment are often designed based on the needs and perspectives of dominant population groups, reflecting existing power dynamics and unequal access to decision-making. However, services such as water, transport, digital connectivity and energy provision are crucial for enabling everyone to participate in the economy fully and equally – especially where access to economic opportunities is restricted due to an individual’s location or inability to work away from home. The built environment can equally create insurmountable barriers for people with restricted mobility or pose risks in terms of safety and security, especially for women and girls, but also for young men or people from an ethnic minority group. With a focus on the development of green infrastructure and the extension of digital services, inclusivity considerations need to be built in from the start to avoid perpetuating or even explicitly aggravating existing inequalities, and to create access to infrastructure, the public realm and, with that, wider public goods for all.

The EBRD promotes human capital development and economic growth by supporting inclusive and gender-responsive access to sustainable infrastructure. Improving the quality and efficiency of infrastructure goods and services increases the number of users and enables households and individuals to integrate into the economy through employment, education, training and entrepreneurship. For example, the EBRD works with clients to increase public transport use through the integration of safety measures such as adequate lighting (which lowers the risk of violence and harassment for women and girls) and accessible access for people with disabilities and the elderly (such as low platforms for boarding). Similarly, the Bank supports the expansion of broadband infrastructure in a way that increases subscriptions by underserved populations, enabling them to access economic opportunities. Inclusive infrastructure investments are underpinned by policy-level dialogue to promote inclusive access, for example through national water and irrigation strategies or urban planning.

The EBRD also promotes human capital and growth by addressing unemployment and skills gaps in infrastructure, enabling the creation of economic opportunities for underserved groups such as youth, women, refugees and internally displaced people. By working with an array of stakeholders, including government ministries, municipal companies, contractors and employment agencies, the EBRD supports inclusive construction procurement strategies, with contracts including clauses for training and on-the-job learning for out-of-work groups such as youth and women. 

Examples of projects include:

increasing connectivity through transport services and road infrastructure to substantially enhance access to jobs, markets, education or skills, and healthcare services for populations in rural and underserved regions
enhancing the connectivity of information and communication technology to create or substantially improve access to markets, jobs or skills
improving water and wastewater connections and access to reliable power supplies
improving access to irrigated land for commercial use by population groups in less-developed regions
introducing inclusive and green urban designs and transport networks.

Case studies

Promoting equal opportunities in Tunisia’s energy sector

The EBRD financed STEG, the central player in the Tunisian energy sector, with a €300 million emergency and restructuring loan. This was linked to an ambitious Reform Roadmap aiming to enhance financial management and support equal opportunities and career development for women and young professionals.  The EBRD's support enabled STEG to develop for the first time a comprehensive Equal Opportunities Action Plan aimed at strengthening its HR policies on gender. The implementation included setting up a Gender Committee, training 110 employees on diversity practices, starting a mentorship programme for women in technical occupations and promoting capacity-building measures on how to integrate a gender lens into strategic workforce management solutions. This also included introducing gender targets as part of the youth inclusion activities implemented with partner universities. At a national level, a series of policy recommendations were outlined that focused on promoting flexible and remote working arrangements for civil servants, including STEG employees, to support women and men with care responsibilities in maintaining a work-life balance. This issue was highlighted as the primary barrier to gender equality in a survey of STEG employees. 

Renewables framework in Kazakhstan

The Gender Action Plan is focusing on strengthening equal opportunities in Kazakh infrastructure projects, with a significant impact on increasing the number of low-carbon investors and renewable energy source (RES) developers who promote women's economic empowerment. The desired outcome is to improve access to energy efficiency and renewable energy skills and employment for both women and men. To achieve this, the plan includes several key outputs: 75 per cent of loan clients across the fund will contribute to enhancing women's access to employment in energy efficiency and renewable energy sectors; gender equality will be promoted through vocational training and accreditation programmes in these fields; households and individuals, both male and female, will benefit from improved access to low-emission energy sources; and knowledge-management products, along with gender-awareness workshops, will be developed and shared to emphasise equal access to RES skills and employment.

Women in construction in Bosnia and Herzegovina – Corridor VC

As part of its support for the development and modernisation of road infrastructure in Bosnia and Herzegovina, the EBRD provided a sovereign loan to Motorways of the Federation of Bosnia and Herzegovina (FBH Motorways) and Motorways of Republika Srpska (RS Motorways) in 2019 for the construction of an approximately 14 km motorway section of the Corridor VC. The Bank also seeks to provide advisory services to FBH Motorways and RS Motorways to develop and adopt equal opportunities policies and practices. In addition, the project will develop outreach strategies to encourage women’s participation in the construction sector in Bosnia and Herzegovina, given the low proportion of women working in this industry.

Gender-responsive road development and inclusive transport policies in Tajikistan

The EBRD together with other international financial institutions provided financing to the Ministry of Transport in Tajikistan to construct a 75 km alternative alignment for the existing M41 highway connecting the northeast region of Tajikistan and the Kyrgyz Republic between Obigarm and Nurobod. As part of its engagement, the Bank supported the ministry in developing an inclusive transport strategy and a review of the labour code in order to unlock new economic opportunities for women in the transport sector. The project aims to increase women's economic empowerment by improving access to transport in underserved areas and boosting employment opportunities. EBRD support is designed to promote inclusive procurement in order to advance gender equality in road construction and maintenance, targeting at least 5 per cent female employment during the construction phase. Lastly, the project is working to introduce an Inclusive Transport Strategy that will incorporate gender equality and social inclusion into transport policies, operations and investments.

Overview

Human capital and equality are a strong focus of the Bank's crises response in countries such as Ukraine, Türkiye, Morocco and Armenia. Armed conflict and natural disasters have severely impacted the lives and livelihoods of people, businesses and communities in these economies, with an increasing number of internally displaced persons. At the same time, neighbouring countries are seeing increasing inflows of refugees.

The EBRD regions were still recovering from the impact of Covid-19 when the Equality of Opportunity Strategy (EOS) was prepared and launched. The strategy recognised that shocks can exacerbate existing inequalities, threaten people's livelihoods and create new barriers that prevent individuals and enterprises from accessing economic opportunities. In the case of the pandemic, it set back the achievement of gender parity by a generation, disrupted education systems and young people's entry into the labour market and amplified regional disparities in access to vital services. Since then, the EBRD regions have witnessed more shocks of different nature – including armed conflict and natural disasters – imposing lasting harm on people, communities and livelihoods. Going beyond the strategy’s original operational response, the Bank has operationalised the EOS approach to these shocks not only by providing prompt liquidity support and capacity building to protect livelihoods, but by enhancing human capital resilience throughout the recovery period through three channels:  

livelihood preservation and recovery through workforce crisis management, skills forecasting and reintegration and retraining programmes for crisis-affected people
maintaining people’s access to vital services and infrastructure
providing liquidity and capital expenditure financing to small and medium-sized enterprises (SMEs) and corporates to preserve entrepreneurial capital and the economic activity of employees and supply chain partners, and to support economic restoration through investments in situations of economic uncertainty.

The EBRD will continue to scale up this approach as it deepens its engagements in Ukraine and expands into sub-Saharan Africa, promoting the application of a human capital lens to all investments and policy engagements, and seeking to build back better. This evolving focus area is expected to become one of the key pillars of the next EOS and part of the EBRD Strategic and Capital Framework’s prioritisation of human capital.

The Resilience and Livelihoods Framework (RLF) was approved in 2022 to support Ukraine and neighbouring countries in counteracting the economic shock imposed by Russia's full-scale invasion of Ukraine. In 2023 alone, the EBRD invested €2.1 billion in Ukraine, of which €1.3 billion encompassed a human capital focus under the Bank's Inclusive Transition Impact and Gender SMART portfolio, explicitly helping to maintain and restore livelihood opportunities and access to vital services and financing opportunities for millions of people across the country. 
The EBRD actively supported Ukraine’s first Charter on Financial Inclusion and Reintegration of Veterans, launched by the Bank and the National Bank of Ukraine (NBU) in April 2024. In partnership with the NBU and financial institutions, the EBRD supports:
- inclusive employment opportunities and workplace support
- access to financial services and finance
- building the capacity of SMEs to reintegrate veterans. As a result, the EBRD’s SME Competitiveness Programme for partner financial institutions (PFIs) was upgraded to incorporate additional inclusive impact achieved in the specific cases of crisis-response activities, providing dedicated technical and financial support for PFIs to support acutely war-affected vulnerable groups in Ukraine, such as war veterans, internally displaced persons, women and youth.

In Croatia, Lithuania, Romania and elsewhere, EBRD investments and support programmes have helped to connect and integrate Ukraine refugee workers with livelihood opportunities within their host economies.
The Bank's Disaster Relief Framework was approved in 2023 to support €600 million of on-lending to individuals and businesses affected by that year's earthquake in Türkiye. In addition, the EBRD carried out a rapid workforce assessment in the affected region to identify workforce gaps and challenges for the private sector and municipalities to maintain their business operations and service delivery. In the corporate sector, the Bank has provided investments: (i) in retail to refurbish destroyed outlets and support job preservation; and (ii) in energy, to provide electricity to container towns temporarily hosting workers.
In Morocco, two credit lines were approved in 2023 supporting women-led micro, small and medium-sized enterprises (MSMEs) located in the region of an earthquake that took place that year.

Case study: reintegrating veterans into Ukraine’s workforce

The war on Ukraine is having a dramatic effect on the lives and livelihoods of people in the country. Over 9 million Ukrainians (especially women and children) have become refugees or been displaced within their country.

As of 2024, more than 1.54 million veterans had been registered, significantly reducing the country’s already diminished workforce due to internal displacement and outward migration. Living standards have fallen, with 75 per cent of the population experiencing a reduction in income and the unemployment rate rising to 20 per cent. Skills are eroding and there is an urgent need to reskill and upskill people to fill the gaps in the labour market.

People are central to Ukraine’s ability to continue to defend itself and to ensure a sustainable future recovery. The EBRD has developed a distinct approach to supporting human capital resilience and protecting jobs and livelihoods, as well as offering access to vital services and infrastructure during these challenging times. Linked to its investments, the Bank offers targeted technical assistance to build the capacity of clients to manage the complex challenges related to workforce attrition, widening skills gaps and the need to reintegrate veterans returning from the front lines. Without this support, companies may not be able to offer the psychological and clinical expertise these veterans need, leaving the veterans themselves, their families and their co-workers exposed to longer-lasting difficulties and significant risks.

In this context, the EBRD’s Action for Equality and Gender Multi-Donor Fund (A4EG) provides direct support to two of Ukraine’s largest employers – MHP Group, a leading agribusiness company, and Naftogaz, the country’s national oil and gas company. Both companies have seen thousands of their staff recruited into the armed forces and are now facing the challenge of reintegrating them into the workforce. A4EG funds help build the capacity of both businesses to deploy advanced practices for the reintegration of demobilised staff, people with disabilities and others affected by the war. The technical support provided by the A4EG specifically focuses on:

establishing the role of Chief Veterans Officer to lead a review of HR policies and workplace practices, as well as supporting the recruitment an internal team of psychologists
introducing return-to-work protocols for health and working capacity assessments and immediate support for the professional reintegration of veterans (or the identification of alternative working roles)
supporting workplace adjustment measures to create environments that are physically accessible and "trigger free" for those with trauma and psychological injuries
offering additional management training to senior staff to help them understand key risks and manage complex workplace reintegration issues
providing ongoing psychological support and counselling to veterans, co-workers and affected families
establishing training programmes for the upskilling and reskilling of veterans in line with their (new) roles, in partnership with local training providers.

As a result, each company will reintegrate at least 2,000 veterans into jobs in the first instance. The support measures are also set to be continued beyond the project implementation period, benefting many more veterans over the longer term. Given the levels of demand for this type of support from clients across a broad range of sectors, including from SMEs, the EBRD plans to deploy A4EG funds for similar projects in 2025.

Furthermore, in cooperation with the National Bank of Ukraine, the EBRD has developed advanced standards for inclusive measures and services for Ukrainian financial institutions (UFIs) in support of war veterans in Ukraine. As part of this effort and in alignment with the Charter on Financial Inclusion and Reintegration of Veterans, a Guidance Note and an accompanying Toolkit were designed to assist UFIs with the reintegration and financial inclusion of veterans within the financial sector, but also to support their sub-borrowers (such as MSMEs) in building capacity to better reintegrate their veteran employees. Through this Guidance Note and dedicated technical capacity building, the EBRD will support UFIs and MSMEs in applying the best standards when working with veterans as clients and employees, and in following the recommendations and principles of the Charter on Financial Inclusion and Reintegration of Veterans.

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Human capital and equality of opportunity

Megatrends shaping our world and work

Contact the team

Overview

Case studies

Advancing transport infrastructure and human capital development in Egypt

Supporting human capital development in Georgia's nursing and midwifery occupations

Closing skills gaps through inclusive tourism with Egypt hospitality school

Overview

Case studies

Providing finance for a gender-responsive green and digital transition in Tajikistan

Uzbekistan: building a gender-responsive entrepreneurial ecosystem

Overview

Case studies

Promoting equal opportunities in Tunisia’s energy sector

Renewables framework in Kazakhstan

Women in construction in Bosnia and Herzegovina – Corridor VC

Gender-responsive road development and inclusive transport policies in Tajikistan

Overview

Case study: reintegrating veterans into Ukraine’s workforce

Human capital and equality of opportunity

Megatrends shaping our world and work

Overview

Case studies

Advancing transport infrastructure and human capital development in Egypt

Supporting human capital development in Georgia's nursing and midwifery occupations

Closing skills gaps through inclusive tourism with Egypt hospitality school

Overview

Case studies

Providing finance for a gender-responsive green and digital transition in Tajikistan

Uzbekistan: building a gender-responsive entrepreneurial ecosystem

Overview

Case studies

Promoting equal opportunities in Tunisia’s energy sector

Renewables framework in Kazakhstan

Women in construction in Bosnia and Herzegovina – Corridor VC

Gender-responsive road development and inclusive transport policies in Tajikistan

Overview

Case study: reintegrating veterans into Ukraine’s workforce

Supporting human capital development in Georgia's nursing and midwifery occupations

Promoting equal opportunities in Tunisia’s energy sector