Resource Type: Guide
Equality Means Business: Trainers’ Manual for Gender Equality in the Private Sector
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Equality Means Business: Trainers' Manual for Gender Equality in the Private Sector
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)
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Pursuing Gender Equality in the Workplace During COVID-19
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Pursuing Gender Equality in the Workplace During COVID-19
- 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.
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Global Reporting Standards
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Global Reporting 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.
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Embedding Gender in Sustainability Reporting: A Practitioner Guide
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Embedding Gender in Sustainability Reporting: A Practitioner Guide
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Workplace Gender Equality Indicators (Key Progress Indicators)
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Workplace Gender Equality Indicators (Key Progress Indicators)
This resource identifies eight key gender equality indicators and explains how to collect and measure the data:
- Ratio of men to women in workforce, overall and by teams.
- 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.
- 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.
- 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.
- Comparison of male and female staff and managers who use flexible work arrangements.
- 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.
- 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.
- Reported incidents of sex-based discrimination and harassment: Track numbers, patterns, and responses.
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How to Set Gender Diversity Targets – Guidelines for Setting and Meeting Targets to Increase Gender Diversity in the Workplace
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How to Set Gender Diversity Targets – Guidelines for Setting and Meeting Targets to Increase Gender Diversity in the Workplace
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:
- Establish a target setting project team
- Define your target group
- Clarify your assumptions: Consider the size of the organization, possible restructuring changes, specific interventions already in place, etc.
- Conduct a thorough analysis: Identify actions, activities, or changes needed to meet the targets.
- Review employee turnover and recruitment: Use longterm data, break down turnover and recruitment.
- Establish a timeframe for achieving of the target: Five years is an effective period.
- Clarify accountabilities: Assign accountabilities and measuring, monitoring, and reporting processes.
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Global Supplier Diversity & Inclusion – Reaching the Gold Standard
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Global Supplier Diversity & Inclusion – Reaching the Gold Standard
Gender Equality in Social Auditing Guidance
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Gender Equality in Social Auditing Guidance
The report highlights five reasons why addressing gender equality issues in global supply chains makes business sense:
- Helps to meet business targets
- Maintains a strong and stable workforce
- Increases productivity and cost saving
- Ensures compliance
- Encourages worker engagement
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Gender Equality in Codes of Conduct Guidance
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Gender Equality in Codes of Conduct Guidance
- 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.
- Wages and Benefits: Include language about equal remuneration for men and women for work of equal value, etc.
- 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.
- Harassment and Abuse: Define harassment and related policies, detail training sessions, and explicitly mention sexual harassment.
- 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.
- Freedom of Association and Collective Bargaining: Include language that stresses the rights of both women and men to freedom of association and collective bargaining.
- 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.
- Management Systems: Code of conduct, policies, procedures, training, and record-keeping should be designed to operationalize the specific gender considerations integrated.
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