Bioresource technology for supporting green industry (Prof. Ni Nyoman Tri Puspaningsih)

Green Industry is part of sustainable industrial development. The main focus of developing a green industry is to increase the efficiency of natural resources, reduce pollution and industrial waste, and minimize the risk of using chemicals. Biocatalyst engineering play an important role to support the green industrial process based on biomass by-product conversion. The main component of biomass consists of cellulose, hemicellulose, and lignin. These valuable components can be converted as source of energy. Enzymatic degradation of biomass needs consortium enzyme of cellulolytic, hemicellulolytic, and lignolytic, enzyme that produce monosaccharides and oligosaccharides. This biocatalyst is classified into Glycoside Hydrolase (GH) families from 1 until 164. The diversity of GH families also indicated the unique and novelty groups. Biomass acting enzymes from Indonesian hot spring bacteria have successfully isolated and indicated the novel xylanolytic enzymes either as bifunctional or single single activity.

Keywords: Green industry, Biocatalyst engineering, Biomass, Glycoside Hydrolase families.

Women in Science and Technology in the 4th Industrial Revolution Era  Within the Islamic World (Prof. Hanan Malkawi)

The Presentation deals with the following important issues: The Status of Women in Science, Technology & Innovation (STI) and in the areas of STEM globally with particular emphasis in the Islamic World, including women in STI from the Golden Age of Muslim Civilization.  Also challenges that Women face in STI, and what are the Reform Actions to overcome such challenges. Then ways to Enabling girls and women in STI and Promoting Leadership role models in the Islamic World. What are the major Smart Technological Drivers for the 4th Industrial Revolution Era & Their Applications, Women Scientists in the Digital Technology Era & Gender Bias, Transforming innovation for Women Scientists with Digital Skills in a digital Society, and some Success initiatives in STI & 4th Industrial Revolution in the Muslim World.

How does a young woman navigate her career in Environmental Sustainability in an Airline? (The case of Qatar Airways) (Aldana Al-Zainal)

How does a young woman navigate her career in Environmental Sustainability in an Airline? (The case of Qatar Airways). Ms. Aldana Zainal joined Qatar Airways Group as part of the Nationalization Scholarship Program, with the Aeropolitical and Corporate Affairs Department as an intern in 2018 and 2019; later on, joining full-time in 2020 which for her, was a dream come true. Aeropolitical and Corporate Affairs department operates as the focal point for the company’s relations with international and national governmental authorities. Aeropolitical also coordinates Qatar Airways Groups’ environmental sustainability initiatives and ensures compliance to various national and international environmental regulations. As the aviation industry works together for a slow recovery from the effects of the COVID-19 pandemic, Qatar Airways wants to ensure a green recovery that will have a lasting positive impact. The Airline has committed to tackle climate change, in its effort to achieving net zero emissions by 2050 and promote a sustainable air transport in accordance with the UN Sustainable Development Goals. Qatar Airways drives environmental sustainability across ground operations and flight operations, to put it in other words from waste management all the way to air space management. All in alignment with the Qatar National Vision to “transform Qatar into an advanced society capable of achieving sustainable development by 2030”.

Gender equity to equality: an overview of females, biological strengths (Prof. Dalia M Kamel)

For every job, both body and mind are needed with different contribution based on the nature of the tasks to be accomplished. Research reveals major distinguishers in the brain between male and female. The differences are mainly in connectivity, lateralization and activity. The same applied to the females’ body as compared to male counterparts. Furthermore, females are exposed to hormonal changes since birth until puberty, reproductive years then reaching the menopause. These hormones affect the females, mind especially during the puberty.  So based on this difference, women have many strengths to excel when coming to work tasks such as linguistic skills, multitasking, and cognitive intelligence. Job planning and selection, should be aware of those gender differences to elaborate the  equity which will lead to equality and in the same time better job fitting and job performance.

Why does Gender Equality and Women’s Empowerment matter for inclusive and sustainable growth? (Prof. Seema Joshi) 

The beginning of the UN Decade for Women (1976–85) generated a great deal of interest in gender issues amongst researchers, policymakers, and international organizations throughout the world. Several initiatives have been undertaken at global, national, and regional levels to improve the status of women. These initiatives have come to be linked with the twin concepts of equality and empowerment. The author argues that empowering women by transforming the structures and institutions is a must to ensure and promote gender equality. A review of literature brings out alternative pathways to empower women via reducing gender gaps in human capital endowments by spending on education and health of women; giving them control over assets; by way of removal of socio-cultural barriers; and by way of releasing women’s time. However, the author argues that economically empowering women by ensuring their labor market participation can have several spillover effects. Greater labor market participation of women can play an important role in bringing in macroeconomic gains from the development of women’s full labor-market potential and help make the workforce, workplaces and economies more diverse, equitable, and inclusive.

The Shadow Pandemic Unmasked: Assessing the Efficacy of the Global Response (Dr. Gale T C Rigobert)

The paper assesses the impact of COVID-19 on women and children in already vulnerable situations. One of the unforeseen impacts of the COVID-19 pandemic was the exacerbated conditions of women and children living in unsafe homes with abusive partners and parents. That concern reverberated across the international community earning the dubious title of “the shadow pandemic”. While there was much dialogue on this recent mutation of a perennial issue of abuse of women, stemming from the compulsory lock-downs instituted by many countries, the paucity of data meant that advocates were reliant on anecdotal accounts with very little information to support claims of an emerging “shadow pandemic”. The paper makes a vociferous call for urgent research into this burgeoning scourge. The author argues, that if we are to continue to advocate for and ensure the safety of women and their families, we cannot continue to rely on passionate accounts of harrowing stories, without undertaking the relevant research. Any response/intervention by local Government, CSOs or International Organizations must be inspired by data.

African women in legal education and impact on the attainment of SDG 4 and 5 (Prof. Emilia Onyema)

The SDGs 4 and 5 focus on inclusive education and gender equality and empowerment of women. A cursory assessment of available data shows that (apart from the impact of COVID) the vast majority of African states are still very far from attaining these goals. Some African states have made some progress on these but I want to explore some ideas on how each educated African woman can do practically in their own sphere of influence to help support the attainment of these goals in real time.

Practice of Gender Equality in China: an unprecedented attempt? (The cases of Watson Institute’s alumni) (Lallas Chen)

The presentation aims to introduce innovative practices of female empowerment in China by case studies of Watson Institute’s Chinese alumni. Watson Institute is an international revolutionized higher education model, cultivating next generation of young social entrepreneurs and change-makers. As part of the Watson global network, Watson alumni in China are dealing with a pressing global issue: gender equality with a unique local approach, tailoring to local needs while still promoting universal values. For example, the first Chinese Watson alum Chenxi Ouyang started a non-profit organization called Bright & Beautiful to empower teenage girls in rural parts of China, by providing them with an embodiment curriculum. Art therapy, group healing, rites of passage, social emotional learning and other advanced methodologies can be found in their programs too. There are other attempts similar to Bright & Beautiful, pioneered by youth leaders like Chenxi. Lallas will explore those cases with the audience to shed some light on China’s local experience and learnings.

Strategizing women empowerment, a key to sustainable development (Prof. Jamila Alaktif)

This research explores the effectiveness of CSR policies in state-owned enterprises. Particular attention is paid to the role of women, whether they lead CSR projects or benefit from CSR policies. The results indicate that corporations, including those that have promoted women in their top management and executive boards, fail to meet their commitments despite the growing awareness of sustainability and the wide range of CSR standards. We argue that corporations must rethink CSR policies and strategize women’s empowerment and leadership for a sustainable future.

Keywords: Corporate Social Responsibility, Women, Empowerment, Strategy, Leadership, State-owned enterprises.

Fintech Woman Pay Gap (Dr. Malgorzata Sulimierska)

In the United Kingdom in 2021, the Finance and Insurance industry had the largest gender pay gap for gross hourly earnings sitting at 30 percent.  And the same time, Fintech became one of the male-dominated sectors in which the pay gap is worse than other financial sectors. In 2017, Starling and Monzo respectively paid women 51p and 52p for every £1 they paid men. The aim is to ascertain the factors contributing to the pay gap and seek to evaluate the possible reasons behind these trends. The investigation of these reasons begins with an analysis of UK firm-level data and the Government on the Gender Pay Gap (GPG) of 2020-2021.

Keywords: Gender Gap, Financial Inclusion, Fintech.