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spaces and new buildings, aim for barrier-free access and accessibility for citizens within walking

distance of their homes.
● Facts about reduced inequalities

• “Evidence from developing countries shows that children in the poorest 20 per cent
of the populations are still up to three times more likely to die before their fifth birthday
than children in the richest quintiles”. (UN, 2022)
• “Social protection has been significantly extended globally, yet persons with

disabilities are up to five times more likely than average to incur catastrophic health
expenditures. Of the one billion population of persons with disabilities, 80per cent live
in developing countries. One in ten children is a child with a disability. Only 28 per
cent of persons with significant disabilities have access to disability benefits globally,
and only 1per cent in low-income countries.” (UN, 2022)

• “Up to 30 per cent of income inequality is due to inequality within households,
including between women and men. Women are also more likely than men to live
below 50 per cent of the median income.” (UN, 2022)
• “COVID-19 has deepened existing inequalities, hitting the poorest and most
vulnerable communities the hardest. On the economic front, the COVID-19 pandemic
has significantly increased global unemployment and dramatically slashed workers’
incomes.” (UN, 2022)

● Selected objectives and strategies for reducing inequalities:

• Social assistance, family centres.
• Affordable housing in all price ranges, fewer homeless people, social housing.
• Integration, inclusion - Closing social gaps, equal access to education and labour
market, policy for people with disabilities.

• Citizen participation.
● Related issues with corporate practice (Examples of good practice):

• To inspire practice and show examples of how business can support and help
achieve goals (finding inspirational cases).
• Respect the human rights of workers, allow collective bargaining, remedy in case
of violations.
• Ensure equal remuneration in the organization irrespective of gender, colour,
caste, creed, religion and other aspects. The pay gap metric is considered as a

potential indicator of structural inequality and under-representation in the
organization - disadvantaged groups in managerial and better paid positions.
• Examples of good practice: https://www.spolecenskaodpovednost.cz/sdg/mene-
nerovnosti/

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