The Global Report

The signature Global Health 50/50 Report drives gender equality in global health in three domains

Image: Markevich Volha Fedarauna poses at the house, Andrei Liankevich (Belarus)

Through its flagship report and Gender and Health Index, Global Health 50/50 provides the only birds-eye view of gender and equality in the global health system today. The report reviews the gender-related policies and practices of 200 organisations. These are global organisations (operational in more than three countries), that aim to promote health and/or influence global health policy. The sample covers organisations from 10 sectors, headquartered in 33 countries across seven regions and which, together, employ an estimated 4.5 million people. We insist on transparency that places organisation’s policies and practices under the spotlight to incentivise action and enable accountability.

If you are not included in the report sample, but wish to take our self-assessment to review your organisation’s policies and practice, you can do so here. Find out more about the report methodology and inclusion criteria here.

Our Global Reports

2018
Th Global Health 50/50 Report

The inaugural GH5050 report presented data on 140 organisations across seven core variables. Read the report.

2019
Equality Works

The 2019 Report reviewed 198 organisations across the core variables alongside an in-depth look at gender in the workplace, including sexual harassment policies, family-friendly and flexible working policies and gender pay gaps. Find the related How-To Guides hereRead the report. 

2020
2020
Power, Privilege and Priorities

The 2020 Report reviews 200 organisations and complements the seven core variables with a diversity lens, alongside an in-depth look at the priorities of the global health ecosystem. 

Our variables assess policies and practice across three domains

1) Workplaces that promote gender equality and diversity

To promote gender equality in health, organisations must first get their own houses in order. This means leadership which is diverse in gender and geography. It means policies which promote diversity and advance women’s careers, family-friendly workplaces that support caregivers and strive to achieve a work-life balance, and workplaces that are safe for all. 

2) Addressing the role of gender in health outcomes and health inequities

Gender affects the health of all people: men, women, non-binary and transgender populations. To address this, organisations and funders must put gender at the heart of their work by ensuring that their policies, programmes and approaches are fully gender-responsive. 

3) Shifting the discourse

For long-term change to happen, it must be accompanied by change in discourse and narratives. The resurgence of a political backlash against the the concept of ‘gender’ and the rise of interest groups who argue that gender is an “ideology”, or who deny that achieving gender equality means realising sexual and reproductive health and rights for all, has made definitions and commitments more important than ever. Organisations must step up to define what they mean by gender and publicly commit to promoting equality as a core priority.