Gender-Inclusive Workplace Policies and Childcare Infrastructure in Amman

Programme Overview

Female labour force participation remains one of the most pressing developmental priorities across the Middle East and North Africa.⁣​‌​‌​​‌​​‌‌​‌​‌‌​‌‌​​‌‌​​‌‌‌‌​‌​​​‌​‌‌‌​​​‌‌​​​‌​‌‌‌‌​​​​‌‌​‌​​‌⁣ In Jordan, institutional, regulatory, and structural obstacles continue to prevent qualified women from entering and remaining in the formal workforce. This four-day professional programme equips policymakers, regulators, and development specialists with the tools needed to design and implement targeted policy mechanisms. Participants examine legal frameworks, employer compliance instruments, and institutional incentives required to transform workplace environments and create equitable opportunities for female professionals.

The curriculum addresses the critical operational pillars of gender-inclusive economic policy, with a core focus on childcare infrastructure, safe transit, and workplace protection. Participants explore national childcare models, licensing standards, and subsidised operational frameworks that reduce caregiving burdens on working families. Through comparative analysis of regional and international practices, the programme demonstrates how public investment in social infrastructure directly unlocks economic productivity, safeguards decent work standards, and supports the operationalisation of modern labour inspection regimes across public and private employment sectors.

Delivered in Amman, this course combines regulatory analysis with practical reform implementation strategies for public institutions and donor-funded operations. Officials examine employer equity frameworks, non-discrimination compliance, equal remuneration guidelines, and gender-responsive procurement. By connecting legislative design with grassroots monitoring, the training ensures that participants can formulate enforceable, evidence-based policies that directly address the daily logistical and social constraints faced by female workers, ultimately fostering resilient, gender-inclusive labour markets aligned with international conventions.

Public institutions across the region are accelerating policy actions that remove barriers to female economic inclusion, directly addressing structural gaps in care provision, safe mobility, and workplace equality.⁣​‌​‌​​‌​​‌‌​‌​‌‌​‌‌​​‌‌​​‌‌‌‌​‌​​​‌​‌‌‌​​​‌‌​​​‌​‌‌‌‌​​​​‌‌​‌​​‌⁣ In Jordan, this momentum aligns with national economic modernisation strategies and structural reforms supported by multilateral development programmes, such as operations covering: enhancing women's economic opportunities. Establishing robust childcare infrastructure, transparent labour inspection mechanisms, and secure transport corridors is now essential to convert legislative commitments into measurable, sustainable workforce participation across governorates.

Delivered by Risalat Consultants International in Amman, Jordan, it combines expert-led sessions, real cases and group work, so that participants can apply what they learn in their own institution.

The Programme Strengthens Institutional Capability

• International labour standards: ILO Conventions 100, 111, and 183 on equality and maternity protection
• Jordanian labour law provisions on female employment: analysis of legal reforms, gaps, and enforcement
• Institutional barriers: mapping cultural, logistical, and economic impediments to female workforce entry
• Preventing workplace harassment and discrimination: developing enforceable enterprise-level codes of conduct
• Practical exercise: review and redrafting of institutional non-discrimination policy clauses
• Legislative mandates for employer-provided childcare: national requirements and compliance options
• National licensing standards for crèches and nurseries: space, safety, staffing ratios, and early learning curricula
• Financial viability models: public subsidies, mixed-financing pools, and voucher schemes for low-income parents
• Environmental and social risk screening
• Assessment instruments and management plans
• Stakeholder engagement planning
• Grievance mechanisms that work

It is designed for social development policy specialists from central ministries and regional directorates, labour inspection managers and senior workplace compliance officers, national gender committee officers and equality focal points and others who want practical, current skills in environmental, social and stakeholder management.

The Growing Importance of Gender-Inclusive Workplace Policies and Childcare Infrastructure in Amman

Financiers now require projects to identify and manage environmental and social risks from the start, and to involve the people affected. Weak safeguards management causes delays, suspended disbursements and lasting harm to communities.

Good practice in stakeholder engagement, grievance handling, inclusion and resettlement protects people and keeps projects on track. Teams who understand the standards and apply them early save time and build trust.

Organisations increasingly require professionals capable of:

• Screen and classify environmental and social risks
• Prepare and implement management plans
• Engage stakeholders meaningfully throughout the project
• Run grievance mechanisms that resolve issues
• Monitor and report on commitments to financiers

Strong environmental, social and stakeholder management systems help organisations:

• Avoid delays and suspended disbursements
• Protect communities and workers
• Meet financier standards and commitments
• Build trust with affected people and the public

This Gender-Inclusive Workplace Policies and Childcare Infrastructure in Amman programme brings these elements together in a practical format, so that participants understand not only what good practice looks like but also how to introduce it in their own setting, with the people and resources they have.

Who Should Attend This Gender-Inclusive Workplace Policies and Childcare Infrastructure in Amman Training?

This programme is designed for:

• Social development policy specialists from central ministries and regional directorates
• Labour inspection managers and senior workplace compliance officers
• National gender committee officers and equality focal points
• Ministry of Labour legal advisors and regulatory drafting officers
• Social security corporation analysts and family policy planners
• Municipal planning officers managing public transit and urban infrastructure
• Project management unit directors implementing multilateral development bank programmes
• Early childhood development regulators and licensing authority managers
• Public sector human resource directors and civil service reform leads
• Environmental and social specialists
• Safeguards officers in PIUs
• Project and programme managers

The programme suits experienced professionals as well as those moving into new responsibilities. Groups that mix institutions and countries are encouraged, because participants learn a great deal from each other’s experience.

Gender-Inclusive Workplace Policies and Childcare Infrastructure in Amman Training Objectives

Upon successful completion of this Gender-Inclusive Workplace Policies and Childcare Infrastructure in Amman Training, participants will be able to:

• Analyse national labour legislation against international labour standards on equal remuneration and non-discrimination
• Formulate regulatory models for public, private, and community-based childcare facilities
• Design institutional financing mechanisms and employer subsidy schemes for operational childcare networks
• Develop gender-responsive public transit frameworks and safe mobility guidelines for female workers
• Establish inspection protocols and compliance checklists to enforce decent work conditions in formal enterprises
• Integrate gender equity principles into national civil service regulations and private sector workplace policies
• Draft monitoring and evaluation matrices for donor-financed women's economic inclusion operations
• Explain the environmental and social standards that apply to their projects
• Screen and classify risks and impacts
• Prepare the key instruments and management plans

Each objective is practised during the programme through exercises, cases or group work, so that participants leave able to do it, not only to describe it.

Programme Contents and Structure

The programme runs over 4 days. Each day combines expert input, practical work and a closing workshop or case study:

• First Day: Legal Frameworks, Decent Work Standards, and Institutional Barriers
• Second Day: Childcare Infrastructure, Regulatory Standards, and Subsidy Models
• Third Day: Safe Transit Initiatives and Inclusive Workplace Environments
• Fourth Day: Labour Inspection, Programme Implementation, and M&E

Full day-by-day contents

First Day | Legal Frameworks, Decent Work Standards, and Institutional Barriers

• International labour standards: ILO Conventions 100, 111, and 183 on equality and maternity protection
• Jordanian labour law provisions on female employment: analysis of legal reforms, gaps, and enforcement
• Institutional barriers: mapping cultural, logistical, and economic impediments to female workforce entry
• Preventing workplace harassment and discrimination: developing enforceable enterprise-level codes of conduct
• Practical exercise: review and redrafting of institutional non-discrimination policy clauses

Workshop: Legal Frameworks, Decent Work Standards, and Institutional Barriers: Applying It to Your Institution

Working in small groups, participants apply the day's methods to examples from their own institutions and agree practical next steps.

Second Day | Childcare Infrastructure, Regulatory Standards, and Subsidy Models

• Legislative mandates for employer-provided childcare: national requirements and compliance options
• National licensing standards for crèches and nurseries: space, safety, staffing ratios, and early learning curricula
• Financial viability models: public subsidies, mixed-financing pools, and voucher schemes for low-income parents
• Community and home-based childcare models: quality assurance and decentralised oversight mechanisms
• Case study workshop: structuring a sustainable municipal childcare facility plan

Workshop: Childcare Infrastructure, Regulatory Standards, and Subsidy Models: Applying It to Your Institution

Working in small groups, participants apply the day's methods to examples from their own institutions and agree practical next steps.

Third Day | Safe Transit Initiatives and Inclusive Workplace Environments

• Transport as an economic enabler: identifying gender-specific safety and connectivity bottlenecks
• Regulatory interventions for public transport: safety audits, reporting mechanisms, and fleet standards
• Family-friendly workplace design: flexible working arrangements, lactation rooms, and paternity leave frameworks
• Gender-responsive wage policies: tools for auditing the gender wage gap and establishing equal pay benchmarks
• Group breakout: designing a safe transit action plan for suburban industrial clusters

Case Study: Safe Transit Initiatives and Inclusive Workplace Environments in Practice

Participants analyse a realistic case, compare the choices made with good practice and draw lessons they can use in their own setting.

Fourth Day | Labour Inspection, Programme Implementation, and M&E

• Modernising labour inspection: protocols for inspecting gender provisions and childcare obligations
• Developing gender equality certification and recognition schemes for compliant employers
• Designing donor-financed operational components under women's economic opportunity operations
• Results frameworks: selecting indicators to measure female labour force retention and facility quality
• Action planning: participant presentations of institutional reform blueprints for home ministries

Capstone Exercise: Gender-Inclusive Workplace Policies and Childcare Infrastructure in Amman Action Plan for Your Institution

Participants bring the week together in an action plan for their own institution, with priorities, owners and first steps, and present it for feedback from peers and facilitators.

Gender-Inclusive Workplace Policies and Childcare Infrastructure in Amman Training Methodology

The training employs an applied adult-learning methodology suited to senior civil servants and development practitioners.⁣​‌​‌​​‌​​‌‌​‌​‌‌​‌‌​​‌‌​​‌‌‌‌​‌​​​‌​‌‌‌​​​‌‌​​​‌​‌‌‌‌​​​​‌‌​‌​​‌⁣ Delivery blends interactive lectures on regulatory design with practical legal-drafting exercises, institutional case studies, and policy simulation labs. Working in facilitated syndicates, participants evaluate real-world workplace inspection challenges, review childcare facility operational budgets, and critique public transport safety designs. Peer-to-peer review sessions and technical clinics ensure that attendees adapt global standards and regional best practices directly to their national administrative and legal contexts.

The programme combines:

• Expert-led sessions on current practice
• Regional and international case studies
• Group work and practical exercises
• Simulations and role plays where relevant
• Discussion of participants' own challenges
• Peer learning across institutions and countries
• Practical tools and templates to take back to work
• Daily reflection and action planning

Before the programme, a short pre-assessment helps the facilitators understand each participant’s role and priorities, so that examples and exercises can be adjusted to the group. Each day ends with a short reflection in which participants note what they will apply at work.

Expected Outcomes

Upon completion of this Gender-Inclusive Workplace Policies and Childcare Infrastructure in Amman Training, participants will be able to:

• Improved capacity to align national workplace regulations with international gender equality standards
• Practical competence in drafting licensing, safety, and operational standards for workplace crèches
• Ability to design scalable subsidy and financing models for national childcare expansion
• Enhanced skills in conducting gender audits of public transport routes and workplace environments
• Operational capability to execute gender-focused labour inspections using standard operating procedures
• Ready-to-implement institutional action plans addressing care economy barriers to female employment
• Screen and classify environmental and social risks
• Prepare and apply management plans

Participants leave with a personal action plan and practical tools they can use in their institution from the first week back. Institutions that send several participants can use the programme to agree shared methods and templates across teams, which makes improvements easier to sustain.

Institutional Application of Gender-Inclusive Workplace Policies and Childcare Infrastructure in Amman Training

This programme supports organisations in strengthening:

• Environmental and social risk management
• Stakeholder engagement
• Grievance redress
• Contractor management
• Inclusion of vulnerable groups

Participants return with practical tools to improve:

• Management plans
• Engagement plans
• Grievance logs
• Monitoring reports
• Incident reporting

The programme is built so that learning moves from the classroom into the institution. Participants work on their own processes and documents where possible, and leave with an action plan that their managers can review and support.

Regional Relevance & Application

Europe

European institutions apply environmental, social and stakeholder management within detailed regulatory frameworks and reform agendas. Participants from Europe can compare their practice with colleagues from other regions and test how established methods work under different conditions.

Africa

Across Africa, ministries, agencies and project teams working in environmental, social and stakeholder management increasingly operate alongside donor-financed programmes that expect clear systems and evidence. The programme helps participants adapt good practice to the institutions and resources they work with.

Middle East

In the Middle East, national development strategies and diversification plans place growing demands on environmental, social and stakeholder management. Participants explore how to build the capability these plans need inside public bodies and companies.

Asia

Institutions across Asia combine rapid growth with ambitious modernisation programmes. Participants from Asia can share their experience of scaling systems quickly and learn from approaches used elsewhere.

Pacific

Small island and Pacific states face particular constraints of size, distance and capacity. The programme highlights practical, proportionate approaches to environmental, social and stakeholder management that suit smaller institutions.

Holding the programme in Amman, Jordan brings participants together away from their daily pressures, so they can compare how environmental, social and stakeholder management is handled in different settings. The same programme can also be delivered in-house for one institution, in its own country or online, with cases taken from its current work.

Host Country Profile – Jordan

Programmes, Workshops, Exposures, Training Courses in Amman, Jordan by Risalat Consultants International

Studying away from their own country gives participants time to focus, a fresh view of their own institution and the chance to build a network with colleagues from other countries.

Gender-Inclusive Workplace Policies and Childcare Infrastructure in Amman Training Deliverables

Participants receive support before, during and after the programme, so that preparation, learning and follow-up form one continuous experience.

Before the Programme

• Participant Pre-Assessment
• Gender-Inclusive Workplace Policies and Childcare Infrastructure in Amman Readiness Assessment
• Gender-Inclusive Workplace Policies and Childcare Infrastructure in Amman Resource Pack
• Preparatory Reading Materials
• Complimentary Visa Support & Advisory

During the Programme

• Airport Pickup & Welcome Assistance
• Accommodation with Breakfast
• Welcome Networking Dinner
• Risalat Training Kit (Bag, Bottle, Mug, T-Shirt, Cap, Passport Cover, Pens, Notebook, Magnet & Keychain)
• Comprehensive Gender-Inclusive Workplace Policies and Childcare Infrastructure in Amman Training Manual
• Risk Screening Checklist
• Stakeholder Engagement Plan Template
• Grievance Log Template
• Environmental and Social Monitoring Template
• Practical Workshops & Simulations
• Group Discussions & Peer Learning
• Daily Lunch and Refreshments
• Full Access to Training Venue Facilities
• Mini Pad / Tablet with Digital Learning Materials
• Field Visit (where applicable)
• Entertaining City Tour

After the Programme

• Certificate of Completion
• Risalat Programme Participation Recognition Award
• Post-Training Reference Materials
• Commitment Tracking Sheet
• Contractor Compliance Checklist
• Post-Training Support & Follow-Up Guidance
• Programme Report

Institutions can also request a tailored in-house version of this programme, delivered at their premises or online. Request a proposal.

Common Challenges in Gender-Inclusive Workplace Policies and Childcare Infrastructure in Amman, And How This Training Helps

How can institutions screen and classify environmental and social risks?

The programme addresses this directly on the first day (Legal Frameworks, Decent Work Standards, and Institutional Barriers), where participants practise the methods involved and adapt them to their own institution, then build it into their action plan.

How can institutions prepare and implement management plans?

The programme addresses this directly on the second day (Childcare Infrastructure, Regulatory Standards, and Subsidy Models), where participants practise the methods involved and adapt them to their own institution, then build it into their action plan.

How can institutions engage stakeholders meaningfully throughout the project?

The programme addresses this directly on the third day (Safe Transit Initiatives and Inclusive Workplace Environments), where participants practise the methods involved and adapt them to their own institution, then build it into their action plan.

How can institutions run grievance mechanisms that resolve issues?

The programme addresses this directly on the fourth day (Labour Inspection, Programme Implementation, and M&E), where participants practise the methods involved and adapt them to their own institution, then build it into their action plan.

How can institutions monitor and report on commitments to financiers?

The programme addresses this directly on the first day (Legal Frameworks, Decent Work Standards, and Institutional Barriers), where participants practise the methods involved and adapt them to their own institution, then build it into their action plan.

Frequently Asked Questions

When and where does the Gender-Inclusive Workplace Policies and Childcare Infrastructure in Amman programme take place?

It runs from 10 May 2027 to 13 May 2027, in Amman, Jordan. The registration deadline is shown at the top of this page.

Who should attend?

The programme is designed for social development policy specialists from central ministries and regional directorates, labour inspection managers and senior workplace compliance officers, national gender committee officers and equality focal points, ministry of Labour legal advisors and regulatory drafting officers, and others who want practical skills in environmental, social and stakeholder management.

Will I receive a certificate?

Yes. Participants who complete the programme receive a Certificate of Completion from Risalat Consultants International.

Can this programme be delivered for our institution only?

Yes. We can deliver a tailored in-house version at your premises, in another city or online, built around your own cases. Use the proposal request on this page.

Do I need prior experience in environmental, social and stakeholder management?

No specialist background is required beyond experience in a related role. A short pre-assessment helps the facilitators adapt the sessions to the group.

Training courses in AmmanInfrastructure, Planning, and Development training courses

More training courses in Jordan · All programmes in Middle East · Full training calendar

Plan this programme in a roadmap: why it matters, why to approve it, the dates to plan and the career it builds.