Target Area: Development
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)
To learn more, click here.
Meaningful Metrics for Diversity and Inclusion
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Meaningful Metrics for Diversity and Inclusion
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:
- Define which diversity dimensions you will monitor: Organizations can extend measurements beyond gender to other relevant metrics: such as race, ethnicity, and age.
- Review data policies: Ensure that data policies follow legal and ethical requirements.
- Select Metrics
- Identify bias blind spots: Representation, retention, recruitment, selection, promotion, development, pay and benefits, employee engagement, employee focus groups, etc.
- Track progress: Membership of ERGs, participation rates in formal mentoring programs or sponsorship schemes, participation rates in D&I training programs, etc.
- Measure return on investment: Revenue generated by new products or services, market share, cost savings, etc.
- Establish baseline measures: Use baseline measures to track impact/progress of an initiative by comparing results with the baseline measure.
- Set targets that are ambitious enough to encourage effort but realistic enough to avoid resistance.
- Assign responsibility and establish accountability at top levels (CEO, Board of Directors) through scorecards and other performance management tools.
- Track and analyze results: Have a formal plan for measuring progress and assign responsibility for reporting and responding to the findings.
- 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.
- Review metrics regularly and change them as needed as the D&I program matures and business goals change.
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Vital Signs
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Vital Signs
Vital Signs helps an organization examine the following components:
- Representation
- Hiring
- Promotions
- Voluntary turnover
- Involuntary turnover
- Key metrics comparison
For more information, click here.
Target Setting Calculator
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Target Setting Calculator
The calculator is composed of four tables:
- Table 1 collects data to understand gender compositions and key assumptions for the target groups (in raw numbers).
- 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.
- Table 3 shows the baseline data and allows for adjusting three key variables:
- Variable 1: variation of overall staff numbers
- Variable 2: turnover of women in target group
- Variable 3: percentage of women recruited (internally and externally).
- 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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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.
Learn more here.
The Gender Audit Handbook – A Tool for Organizational Self-Assessment and Transformation
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The Gender Audit Handbook – A Tool for Organizational Self-Assessment and Transformation
The handbook’s self-assessment tool has four steps:
- Prepare the organization to carry out a gender audit
- Survey staff to uncover their perceptions regarding gender equality in the organization and programs
- Conduct focus groups to develop an organizational vision of gender equality
- Create a gender action plan
To learn more, click here.
Participatory Gender Audit – A Tool for Introducing and Managing Institutional Change
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Participatory Gender Audit – A Tool for Introducing and Managing Institutional Change
The PGA is carried out by a facilitation team which uses secondary and primary data collection methods. First, data compilation through desk research, then direct observation and dialogue within the organization. After facilitating group participation and collective discussion, a report is produced that describes the organization’s capacity to promote gender equality and diversity.
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The Gender Equality Mainstreaming (GEM) Framework – Gender Equality Mainstreaming for Business Growth and Impact
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The Gender Equality Mainstreaming (GEM) Framework – Gender Equality Mainstreaming for Business Growth and Impact
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.
The Women’s Empowerment Principles Gender Gap Analysis Tool
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The Women's Empowerment Principles Gender Gap Analysis Tool
For more information, click here.