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Resource Type: Guide

When Work Works – Additional Resources

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ATTRIBUTES
  • Workplace Flexibility

SOURCE
  • When Work Works

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Development

TARGET UNIT
  • All Management, Human Resources

LINK TO RESOURCE

When Work Works – Additional Resources

When Work Works
When Work Works has created workplace flexibility guides tailored to specific industries:

Equality Means Business: Trainers’ Manual for Gender Equality in the Private Sector

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ATTRIBUTES
  • Capacity Building and Awareness Raising

SOURCE
  • UN Women Georgia

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Development

TARGET UNIT
  • Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Equality Means Business: Trainers' Manual for Gender Equality in the Private Sector

UN Women Georgia
This training manual provides organizations with an understanding of how to conduct training on issues of gender equality and corporate sustainability aligned with the UN Women and UN Global Compact’s Women’s Empowerment Principles (WEPS).

There are six modules included in the training module:

  • Module 1: Introduction to corporate sustainability, gender equality, and the WEPS
  • Module 2: Equality opportunity, inclusion, and non-discrimination (Principle 2)
  • Module 3: Health, safety, and freedom from violence (Principle 3)
  • Module 4: Gender equality and education (Principle 4)
  • Module 5: Community engagement, supply chain, and marketing practices (Principles 5 and 6)
  • Module 6: Leadership commitment and transparency in reporting (Principles 1 and 7)

To learn more, click here.

Pursuing Gender Equality in the Workplace During COVID-19

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ATTRIBUTES
  • Leadership
  • Organizational Culture

SOURCE
  • Global Compact Network Canada

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Employee Support, Implementation

TARGET UNIT
  • All Management, All Units, CEO, Senior Leadership

LINK TO RESOURCE

Pursuing Gender Equality in the Workplace During COVID-19

Global Compact Network Canada
This resource provides recommendations and resources specific to the Canadian Private sector on forwarding the pursuit of gender equality in the workplace during COVID-19. Diversity and inclusion and gender equality from the organizational perspective can be leveraged as a strength during the pandemic, allowing companies to recover faster while increasing their representation and inclusion. Some of the recommendations expanded on in the resource include:

  • Assess your organization’s response to COVID-19 using the Target Gender Equality Quiz.
  • Show empathy and compassion towards your employees during this time.
  • Ensure all genders are represented and included in all planning and decision making.
  • Adapt new measures to improve organizational culture.
  • Build capacity and raise awareness.
  • Be aware of unintentional harmful gender stereotypes in internal and external communications.
  • Maintain a diversity lens in talent management to ensure that diversity isn’t lost.
  • Support working parents, bearing in mind that the majority of unpaid care work falls on women.
  • Help address the unintended consequences and challenges of stay-at-home measures, especially for vulnerable groups such as victims of domestic violence.
  • Support women-owned businesses.
  • Partner with government and other organizations to tackle COVID-19.

To learn more, click here.

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.

Embedding Gender in Sustainability Reporting: A Practitioner Guide

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ATTRIBUTES
  • Outreach Initiatives and Partnerships
  • Reporting
  • Supply Chain

SOURCE
  • International Finance Corporation, Global Reporting Initiative

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Implementation

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

LINK TO RESOURCE

Embedding Gender in Sustainability Reporting: A Practitioner Guide

International Finance Corporation, Global Reporting Initiative
This guide seeks to help enterprises tap into emerging best practices in sustainability reporting, achieve bottom-line benefits, and create new opportunities for women in the private sector by better understanding and managing gender perspectives in their businesses. The guide comprises gender equality discussions around organizational governance and values, workplace, supply chain, community, consumers, and investment.

To learn more, click here.

Workplace Gender Equality Indicators (Key Progress Indicators)

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ATTRIBUTES
  • Measuring and Evaluating
  • Organizational Culture
  • Recruitment, Retention and Promotion
  • Workplace Flexibility

SOURCE
  • Our Watch

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Strategy

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

LINK TO RESOURCE

Workplace Gender Equality Indicators (Key Progress Indicators)

Our Watch
This resource was developed to help workplaces collect, review, and respond to data about gender and diversity. It specifically identifies a number of gender equality indicators that organizations should be measuring and evaluating over time, and it provides information about how to collect and analyze these indicators in order to “make the case” for gender equality in the workplace.

This resource identifies eight key gender equality indicators and explains how to collect and measure the data:

  1. Ratio of men to women in workforce, overall and by teams.
  2. Ratio of men to women in leadership and management positions, including board, executive, senior and middle management level: For indicators 1-2, workplaces should collect and compare the number and percentage of women and men in each category.
  3. Ratio of male and female new hires and internal promotions, by level and department: Collect the number of female and males who are applying, and who have been hired and promoted across the organization in different departments and at all levels of seniority.
  4. Average salary gap between female and male staff members across the organization and by department: Collect and compare salary information from female and male employees across the organization and in different departments and levels of seniority.
  5. Comparison of male and female staff and managers who use flexible work arrangements.
  6. Comparison of male and female staff who use and return from parental leave with continued employment for 12 months: For indicators 5-6, workplaces should collect formal and informal data on the use of flexible work options.
  7. Changes in staff perception of workplace culture as measured by annual staff survey: Review questions being asked on annual surveys to ensure there are specific questions about gender equality.
  8. Reported incidents of sex-based discrimination and harassment: Track numbers, patterns, and responses.

To read the resource, click here.

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.

Global Supplier Diversity & Inclusion – Reaching the Gold Standard

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ATTRIBUTES
  • Supply Chain

SOURCE
  • WEConnect International

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Standards and Certifications

TARGET UNIT
  • Procurement

LINK TO RESOURCE

Global Supplier Diversity & Inclusion – Reaching the Gold Standard

WEConnect International
The Gold Standard Checklist helps multinational corporations and multilateral organizations assess their global supplier diversity and inclusion programs and identify improvement areas. The checklist includes five sections and the goal is to reach 100 points – the Gold Standard. Learn more here

Gender Equality in Social Auditing Guidance

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ATTRIBUTES
  • Supply Chain

SOURCE
  • Business for Social Responsibility

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Implementation

TARGET UNIT
  • Diversity & Inclusion, Legal, Procurement

LINK TO RESOURCE

Gender Equality in Social Auditing Guidance

Business for Social Responsibility
This report provides guidance on how organizations can integrate gender equality considerations within social auditing methodologies and processes. It identifies several systemic barriers that prevent current social audits from being gender-sensitive and provides a variety of recommendations to overcome these barriers. It provides organizations with information, recommendations, and case studies on how gender equality can be integrated within current auditing practices, including existing auditing verification measures across the supply chain, and includes a series of worker interviews.

The report highlights five reasons why addressing gender equality issues in global supply chains makes business sense:

  1. Helps to meet business targets
  2. Maintains a strong and stable workforce
  3. Increases productivity and cost saving
  4. Ensures compliance
  5. Encourages worker engagement

To learn more, click here.

Gender Equality in Codes of Conduct Guidance

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ATTRIBUTES
  • Supply Chain

SOURCE
  • Business for Social Responsibility

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Development

TARGET UNIT
  • Diversity & Inclusion, Legal, Procurement

LINK TO RESOURCE

Gender Equality in Codes of Conduct Guidance

Business for Social Responsibility
This guide provides a framework for companies to integrate gender equality considerations into the standards they use to set supply chain ethical requirements. This guidance addresses nine Code of Conduct Principles and each principle looks into traditional code language, the principle through a women’s lens, case study examples, recommendations for gender-sensitive language revisions, and leadership actions related to the principle:

  1. Discrimination: It is recommended that language be included to specify that the principle of non-discrimination applies to both women and men and that roles and needs specific to women.
  2. Wages and Benefits: Include language about equal remuneration for men and women for work of equal value, etc.
  3. Working Hours: Working hours should be fixed according to national and international limits, and delivery targets should not be set unrealistically and as a way to avoid overtime pay.
  4. Harassment and Abuse: Define harassment and related policies, detail training sessions, and explicitly mention sexual harassment.
  5. Health and Safety: Focus on worker wellbeing and make provisions to guarantee workers access to health services and insurance that serve the distinctive concerns and needs of both women and men.
  6. Freedom of Association and Collective Bargaining: Include language that stresses the rights of both women and men to freedom of association and collective bargaining.
  7. Employment Relationship: Extend the application of the code of conduct principles to contracting, subcontracting, homeworking, and recruitment agencies. Considering women often have the most precarious or vulnerable employment status, include specific provisions to protect them.
  8. Management Systems: Code of conduct, policies, procedures, training, and record-keeping should be designed to operationalize the specific gender considerations integrated.

To learn more, click here.