2011th On October 7, the Nobel Peace Prize awarded the Nobel Peace Prize to three great women: Tawakkul Karman, head of anti-government protests in Yemen; Ellen Johnson Sirleaf Liberian President, Africa's first democratically elected female president in 2005; and Leymah Gbowee in Liberia, who campaigned for the fight against sexual harassment.  Karman, 32, was the first Arab woman to win the peace prize. The award was acknowledged for the role of Yemen in peace activism long before the 2011 Arab Spring Revolution and the launch of a positive change in political oppression and the role of women in the rise of new democracies. The two Liberian women (Sirleaf, 72 and Gbowee, 32) were the first Sub-Saharan African winner in the peace press, as Wangari Maathai of Kenya won the 2004 campaign to combat deforestation by mobilizing women with plant trees. Maathai died in 2011 at the age of 71. Sirleafot was seen as a Reformist and peacekeeper for Liberia, for ending government corruption and 14 years after the Civil War for reconciliation. Liberal Gbowee has organized hundreds of female protesters in Monrovia to demand the decommissioning of warriors and force the warriors to be exploited by women warriors who are exploited and harassed by sexual harassment. The Nobel Committee was respected in order to mobilize women through ethnic and religious divisions to end the long war in Liberia and ensure women's participation in the elections. Sirleaf fought for peace within the government (as leader of the country's leadership) while Gbowee and Karman worked as individuals, with the limited support of the Karman government.
The Norwegian Nobel Committee was hoping that the three women would shed light on the great potential of democracy and peace that women could represent.
Pakistan has shown that in November 2011, in Islamabad, a four-day International Islamic Women's Conference was held, of which more than ten Islamists are building synergies and discussing context-specific gender issues. In 2010, Pakistan's female legislators accounted for less than one percent of legislators. By comparison, female officers form one third of the Australian federal police force. The Pakistani government now has a policy of integrating women into the main police police station, a growing international trend in Muslim countries. Research has shown that female police officers are making publicly friendly pictures of the police, as men are far less likely than extremist control methods, such as threats, physical restraint, search and arrest.
Richard Sennett, of the University of New York, and the London School of Economics, in his book "Together: the Ritual, the Joy and Co-operation Policy" (2012), states that "in the various ethnic, religious or economic sense living people – a challenge that is most urgent for today's civil society. "This is because people tend to avoid associating with people who are different from the tribal act that says" it involves the idea that you know others how they are, without really being able to "which is a" what's against us ". Sennett promotes social cohesion, which requires commitment to the community and empathy: from polite social audiences such as "please" and "thank you" for mutual communication. Do not just talk and listen; this is about sympathy, empathy, and above all, shared and familiar dialogue. This is a concept that women understand naturally and innately.
Women in governments and individual women can co-operate to influence, promote, and sustain local, national, regional and global peace. As governments are seeking to contribute to peace-building, there is no need to look at women in their own community. Without women being important in peace processes, lasting peace is less likely. Women as peace-makers often play a leading role in rehabilitation and rehabilitation activities such as post-conflict peoples such as South Sudan, transition to stability. The importance of women in peace dialogue and social cohesion can not be overstated not only in post-conflict countries but also in local communities.
Healthy economies support a peaceful existence. Investing in women can create a significant gender dividend through three basic instruments: (1) women as employees; (2) women as consumers; and (3) women as voters.
Women make up the majority of small businesses around the world, narrowing the gap between male and female employment rates. Women often influence up to eighty percent of household purchasing decisions. In addition, the proportion of women seeking six-salary salaries increased with the proportion of men with double income. Women can influence economic competitiveness, tax health and social policy stability. Therefore, governments that promote women's talents and decision-making may become more competitive and then accelerate economic growth – which is becoming increasingly urgent during the global financial crisis. Industries that understand women's buying preferences and how they are sold as consumers, through women in leadership positions, can significantly increase their market share. Women are therefore not market strata but market players.
According to McKinsey & Co.'s 2010 survey, most executives thought gender diversity improved their financial performance. Men have played a decisive role in the executive meeting room for years. In 2010, only fifteen percent of members of the Advisory Board were in forums, 13 percent in Australia and 10 percent in Europe. This is a flooded possibility. There is emerging evidence that mixed-sex bodies make better choices than monolithic men. With this in mind, European countries also adopt laws that would force companies to advertise more women in the executive suite. A new French law requires listed companies to maintain forty percent of the board of directors for women by 2017. Norway and Spain have similar laws; Germany takes one into account. Viviane Reding, European Commissioner for Justice, says that the European bodies want 30 percent women by 2015 and 40 percent by 2020.
Mandatory quotas are two main arguments. One is that men dominating corporate bodies promote people. The second argument is much finer. Talented leaders must be mentors to help climb the ladder. Men's directors are mentored young men, but reluctant to catch young women to avoid the connection being wrong. Quotas break this vicious circle. The lack of role models no longer means the main obstacle for women's career: children. One study found that two-thirds of American women shifted from full-time to part-time or flexible to balance work and family needs during their careers. This would, however, make it harder for women to gain the experience they need to get to the highest level and to appoint them to board members.
Some argue that quotas are too blurred to address the problem, as quotas may force companies to provide management boards with non-executive directors or distribute real power rather than gender maturity. Neither is it appropriate for corporate governance. In 2006, Norway started to enforce quotas for women. According to the University of Michigan study, this has led to a large number of inexperienced women being appointed to the bodies. However, companies that are gearing up the career of women to develop skills and promote gender diversity are more likely to enjoy financial benefits.
Economic gender dividends may be reflected in increasing sales, expanded markets, efficient staff recruitment and retention, and a marketing strategy that effectively responds to the market. That is why the different perspectives of men, women, youth, the elderly, the deprivation and the minorities can result in more effective economic growth, financial stability, social cohesion, leadership diversity and peace.