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attribute: Goal Setting

Global Reporting Standards

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ATTRIBUTES
  • Goal Setting
  • Reporting

SOURCE
  • Global Reporting Initiative

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Standards and Certifications

TARGET UNIT
  • Corporate Reporting

LINK TO RESOURCE

Global Reporting Standards

Global Reporting Initiative
Global Reporting Initiative (GRI) Standards help reporting organizations understand and communicate the impact of their business on critical sustainability issues. GRI Standards can be used to report on social impact related to gender measurements using the following standards:

GRI 401: Employment 2016:This Standard sets out reporting requirements on the topic of employment and it highlights hiring, recruitment, retention, and working conditions both within the company and throughout the supply chain. To learn more, click here.

  • GRI 401-1 provides a company with information about its efforts and results when implementing inclusive recruitment practices – not only gender (i.e. new hires and turnover)
  • GRI 401-3 deals with parental leave policies (e.g. number of employees that took parental leave – by gender, number of employees that returned to work after parental leave)

GRI 405: Diversity and Equal Opportunity 2016: This Standard addresses the company’s approach to diversity and equal opportunity at work and it highlights management approach to the topic, diversity of governance bodies and employees, and ration of basic salary and remuneration of women to men. To learn more, click here.

GRI 404: Training and Education 2016: This Standard provides insight into the scale of an organization’s investment in training, and the degree to which the investment is made across the entire employee base. To learn more, click here.

To learn more, click here.

SASB Standards

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ATTRIBUTES
  • Goal Setting
  • Reporting

SOURCE
  • Sustainability Accounting Standards Board

TYPE OF RESOURCE
  • SStandard

TARGET AREA
  • Standards and Certifications

TARGET UNIT
  • Corporate Reporting

LINK TO RESOURCE

SASB Standards

Sustainability Accounting Standards Board
The Sustainability Accounting Standards Board (SASB) Foundation establishes and maintains disclosure standards on sustainability matters to help facilitate communication between companies and investors. SASB has developed over 70 industry-specific standards, and its framework is organized into five sustainability dimensions: environment, social capital, human capital, business model and innovation, and leadership and governance. Human capital and social capital dimensions are key areas for businesses to examine while reporting on gender equality in the workplace.

Human Capital: This dimension addresses the management of a company’s human resources as key assets for delivering long-term value, including:

  • Labour relations
  • Fair labour practices
  • Diversity and inclusion
  • Employee health, safety, and wellbeing
  • Compensation and benefits
  • Recruitment, development, and retention

Social Capital: This dimension relates to the expectation that a business will contribute to society in return for a social license to operate. The dimension includes:

  • Human rights and community relations
  • Customer welfare
  • Fair disclosure and labelling
  • Fair marketing and advertising

To learn more about SASB standards, click here.

SASB also offers a number of helpful tools and resources. To identify the materiality of gender equality in different sectors and industries using SASB’s Materiality Map, click here. To download the current standards for your industry, click here.

Integrating the SDGs into Corporate Reporting: A Practical Guide

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ATTRIBUTES
  • Goal Setting
  • Reporting

SOURCE
  • UN Global Compact, Global Reporting Initiative

TYPE OF RESOURCE
  • RReport

TARGET AREA
  • Strategy

TARGET UNIT
  • Corporate Reporting, Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Integrating the SDGs into Corporate Reporting: A Practical Guide

UN Global Compact, Global Reporting Initiative
This guide was developed by the UNGC to help companies establish or further improve their reporting mechanisms related to the SDGs. It does not propose a new reporting framework; instead, it outlines a three-step process designed to entrench the SDGs into a pre-existing reporting framework.

Step 1: Define priority SDG targets

  • 1.1: Understand the SDGs and their targets
  • 1.2: Conduct principled prioritization of SDG targets
  • 1.3: Define your SDG-related report content

Step 2: Measure and analyze

  • 2.1: Set business objectives
  • 2.2: Select appropriate disclosures
  • 2.3: Collect and analyze data

Step 3: Report, integrate, and implement change

  • 3.1: Consider general features of good practice when reporting on the SDGs
  • 3.2: Consider data users’ information needs
  • 3.3: Report and implement change

To read the guide, click here.

Measuring Progress

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ATTRIBUTES
  • Goal Setting
  • Intersectionality
  • Measuring and Evaluating

SOURCE
  • Project Include

TYPE OF RESOURCE
  • AArticle

TARGET AREA
  • Implementation

TARGET UNIT
  • Diversity & Inclusion, Human Resources, Senior Leadership

LINK TO RESOURCE

Measuring Progress

Project Include
Project Include is a non-profit that uses data and advocacy to accelerate diversity and inclusion solutions by offering recommendations about measuring diversity and inclusion progress in an organization.

Some recommendations include:

  • Set employee, leadership, board, and investor demographic diversity goals
  • Regularly conduct thoughtfully designed employee engagement surveys and demographic data
  • Regularly review and update data policies
  • Use inclusive demographic breakdowns, such as race, gender, and family status
  • Use existing metric definitions and surveys that have been effective in the past
  • Use metrics that are consistent across the industry
  • Be transparent about data findings internally and share some data externally
  • Ensure all sensitive data is stored and handled appropriately

To learn more, click here.

Meaningful Metrics for Diversity and Inclusion

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ATTRIBUTES
  • Goal Setting
  • Measuring and Evaluating

SOURCE
  • Include Empower

TYPE OF RESOURCE
  • AArticle

TARGET AREA
  • Development

TARGET UNIT
  • Diversity & Inclusion, Human Resources, Senior Leadership

LINK TO RESOURCE

Meaningful Metrics for Diversity and Inclusion

Include Empower

This resource provides a series of steps to help organizations set, evaluate, and analyze meaningful diversity and inclusion progress.

There are nine steps in the series:

  1. Define which diversity dimensions you will monitor: Organizations can extend measurements beyond gender to other relevant metrics: such as race, ethnicity, and age.
  2. Review data policies: Ensure that data policies follow legal and ethical requirements.
  3. Select Metrics
    1. Identify bias blind spots: Representation, retention, recruitment, selection, promotion, development, pay and benefits, employee engagement, employee focus groups, etc.
    2. Track progress: Membership of ERGs, participation rates in formal mentoring programs or sponsorship schemes, participation rates in D&I training programs, etc.
    3. Measure return on investment: Revenue generated by new products or services, market share, cost savings, etc.
  4. Establish baseline measures: Use baseline measures to track impact/progress of an initiative by comparing results with the baseline measure.
  5. Set targets that are ambitious enough to encourage effort but realistic enough to avoid resistance.
  6. Assign responsibility and establish accountability at top levels (CEO, Board of Directors) through scorecards and other performance management tools.
  7. Track and analyze results: Have a formal plan for measuring progress and assign responsibility for reporting and responding to the findings.
  8. Report results and outline new initiatives: All results and rectification plans should be transparent internally for employee access and selected metrics should be disclosed externally.
  9. Review metrics regularly and change them as needed as the D&I program matures and business goals change.

To learn more, click here.

Target Setting Calculator

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ATTRIBUTES
  • Goal Setting
  • Recruitment, Retention and Promotion

SOURCE
  • Workplace Gender Equality Agency (Australia)

TYPE OF RESOURCE
  • TTool

TARGET AREA
  • Development

TARGET UNIT
  • Diversity & Inclusion, Human Resources, Senior Leadership

LINK TO RESOURCE

Target Setting Calculator

Workplace Gender Equality Agency (Australia)
The Australian WGEA created this target-setting calculator for organizations to test a range of propositions to enable setting realistic, achievable gender targets. The approach involves developing two possible scenarios: 1) assuming no significant changes happen in the organization, and 2) assuming changes happen that decrease female turnover and/or increase female recruitment.

The calculator is composed of four tables:

  1. Table 1 collects data to understand gender compositions and key assumptions for the target groups (in raw numbers).
  2. Table 2 is populated automatically based on the data entered in table 1. This table shows the assumption of turnover and recruitment remaining constant and helps see the key variables that will impact gender composition of the target group over time.
  3. Table 3 shows the baseline data and allows for adjusting three key variables:
    1. Variable 1: variation of overall staff numbers
    2. Variable 2: turnover of women in target group
    3. Variable 3: percentage of women recruited (internally and externally).
  4. Table 4 allows testing alternative propositions of aspirational and ambitious targets. It is important to note that setting any type of targets requires conducting a thorough analysis to understand the feasibility of any target.

Here you can find a complete guide and an example of the calculator, and here you can download the calculator.

How to Set Gender Diversity Targets – Guidelines for Setting and Meeting Targets to Increase Gender Diversity in the Workplace

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ATTRIBUTES
  • Goal Setting
  • Measuring and Evaluating

SOURCE
  • Workplace Gender Equality Agency (Australia)

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Development

TARGET UNIT
  • Diversity & Inclusion, Human Resources, Senior Leadership

LINK TO RESOURCE

How to Set Gender Diversity Targets – Guidelines for Setting and Meeting Targets to Increase Gender Diversity in the Workplace

Workplace Gender Equality Agency (Australia)
This guide will assist your organization in setting realistic targets to improve the gender diversity of your workforce. If your organization has already achieved a desired gender balance, this guide may help in monitoring and maintaining that balance. Similar to setting financial or other operational targets within an organization, establishing realistic gender targets based on rigorous analysis and baseline data will significantly increase your chances of achieving the target. This guide includes a checklist of organizational elements required to support the achievement of targets and step-by-step instructions for target setting.

Checklist before you start target setting (the first three are a must):

  • Leadership commitment – from all levels of management
  • Strategic intent – gender equality has a strategy and plan
  • Stakeholder management – internal and external communication
  • Accountability – identifiable accountabilities
  • Measurement and reporting – commitment to embed targets into business units’ goals
  • Organizational culture and systems – reviewed policies and processes that impact gender equality

The seven-step target setting process outlined in the guide is as follows:

  1. Establish a target setting project team
  2. Define your target group
  3. Clarify your assumptions: Consider the size of the organization, possible restructuring changes, specific interventions already in place, etc.
  4. Conduct a thorough analysis: Identify actions, activities, or changes needed to meet the targets.
  5. Review employee turnover and recruitment: Use longterm data, break down turnover and recruitment.
  6. Establish a timeframe for achieving of the target: Five years is an effective period.
  7. Clarify accountabilities: Assign accountabilities and measuring, monitoring, and reporting processes.

Learn more here.

Gender Parity: Closing the Gap Between Commitment and Action

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ATTRIBUTES
  • Goal Setting
  • Recruitment, Retention and Promotion

SOURCE
  • LinkedIn

TYPE OF RESOURCE
  • AArticle

TARGET AREA
  • Strategy

TARGET UNIT
  • Diversity & Inclusion, Human Resources, Senior Leadership

LINK TO RESOURCE

Gender Parity: Closing the Gap Between Commitment and Action

LinkedIn
In this blog, Bill Morris, retired president and senior managing director of Accenture Canada, shares the metrics that the company tracks and uses to set targets. These metrics are directly related to the ones found in the report “Advancing Women as Leaders in the Private Sector” from the Canada-US Council for Advancement of Women.

Accenture’s eight overall metrics are:

  1. Initial Recruitment of Women: Measured for each of their business units. According to Morris, this is what has made the difference.
  2. Attrition Rates of Women Relative to Men:Measured by business unit and level. According to Morris, the attrition gap data by level helps Accenture focus on maintaining gender parity as women advance.
  3. Advancement Rates of Women Relative to Men: Comparison between the percentages of women vs. men getting promoted from a cohort. Measured by business unit for each leader to reflect on the in-year promotion decisions. It is also tracked long-term to assess promotion patterns of the units.
  4. Pay by Gender: Currently Accenture doesn’t report on an aggregate average payroll for men vs. women. Accenture does a review prior to starting their annual compensation cycle, and then after rewarding decisions.
  5. Retention of Women after Becoming a Mother: Another metric to complement this one can be the retention of women and men when they anticipate starting a family.
  6. Representation of Women at Management Level: Business unit leaders are accountable for this metric.
  7. Representation of Women at Executive Level: Business unit leaders are accountable for this metric.
  8. Representation of Women at Senior Leadership Level: The CEO or the senior managing director is accountable for this metric.

Read more here.

The Gender Equality Mainstreaming (GEM) Framework – Gender Equality Mainstreaming for Business Growth and Impact

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ATTRIBUTES
  • Baseline Assesment
  • Capacity Building and Awareness Raising
  • Goal Setting
  • Measuring and Evaluating

SOURCE
  • Mennonite Economic Development Associates

TYPE OF RESOURCE
  • TTool

TARGET AREA
  • Development

TARGET UNIT
  • Diversity & Inclusion, Human Resources, Investors

LINK TO RESOURCE

The Gender Equality Mainstreaming (GEM) Framework – Gender Equality Mainstreaming for Business Growth and Impact

Mennonite Economic Development Associates
The Gender Equality Mainstreaming (GEM) Framework has two components:

The GEM Self-assessment: This assessment is composed of three surveys that allow companies to measure their own gender equality and inclusion performance across a series of environmental, social, and governance(ESG) criteria. After providing a gender score for each component of ESG, MEDA then offers a series of recommendations on ways that the business can mainstream gender within operations.

The GEM Framework: This comprehensive framework is presented as a manual and can be used by investors and capacity builders to assess gender equality and measure gender mainstreaming strategies within a business.

The six steps of the GEM Framework are:

Step 1: Identification: Determine whether a business is an appropriate candidate for GEM.

Step 2: Scoping assessment: Complete a high-level assessment of business performance in GEM and business practices and policies.

Step 3: Full assessment: Conduct an in-depth assessment of business performance in GEM and identify areas of improvement. Businesses can also complete this step to conduct a self-assessment.

Step 4: Strategy development: Develop GEM strategies that align with business growth.

Step 5: Implementation, monitoring, and learning: Monitor and learn from GEM implementation.

Step 6: Impact measurement: Measure the long-term impact of GEM implementation initiatives.

To read the full guide, click here.

Guide to Gender Pay Equity

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ATTRIBUTES
  • Closing Gender Wage Gaps
  • Goal Setting

SOURCE
  • Workplace Gender Equality Agency (Australia)

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Strategy

TARGET UNIT
  • Human Resources, Legal

LINK TO RESOURCE

Guide to Gender Pay Equity

Workplace Gender Equality Agency (Australia)
This document provides step-by-step guidance to understand the gender pay gap, identify gender-related pay gaps within your organization, and establish goals, strategies, and actions to improve gender pay equity.This guide acknowledges that organizations will be at different stages in the journey towards gender pay equity so the use of the steps will vary accordingly. Emphasis is placed on acknowledging that pay equity strategies should be developed in accordance with an overall gender equality strategy.
The steps in the guide are:

  1. Awareness and Understanding: Develop a basic understanding of key issues surrounding pay equity.
  2. Build a Business Case:Determine why pay equity is important for the organization.
  3. Gain Leadership Commitment: Secure buy-in from leadership to encourage them to evaluate and address pay equity issues.
  4. Data Analysis: Identify any gender pay gaps and investigate the causes.
  5. Strategy and Action:Build a clear set of goals and action plans.
  6. Review and Refine: Monitor and review pay equity continuously.

 

The steps in this guide resemble actions needed to address gender equality in the organization. Given that the gender pay gap is one of the biggest contributors to gender inequality, the need for taking these or similar steps is clear. Companies need to be aware that addressing gender inequality as a whole will not necessarily close the gender pay gap; this issue requires specific action.

To learn more, click here.