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Target Area: Development

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.

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.

Vital Signs

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ATTRIBUTES
  • Measuring and Evaluating
  • Recruitment, Retention and Promotion

SOURCE
  • Catalyst

TYPE OF RESOURCE
  • TTool

TARGET AREA
  • Development

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

LINK TO RESOURCE

Vital Signs

Catalyst
This resource includes several tools to help organizations use a diversity and inclusion lens, and better understand and measure their workforce. These tools include case studies, a guidebook, Excel template, and PowerPoint template. By using these tools, an organization will be able to identify, track, measure, and visualize patterns surrounding the evaluation and progression of talent in the workplace.

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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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.

The Gender Audit Handbook – A Tool for Organizational Self-Assessment and Transformation

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ATTRIBUTES
  • Baseline Assesment

SOURCE
  • Interaction

TYPE OF RESOURCE
  • SSurvey

TARGET AREA
  • Development

TARGET UNIT
  • Diversity & Inclusion, Human Resources

LINK TO RESOURCE

The Gender Audit Handbook – A Tool for Organizational Self-Assessment and Transformation

Interaction
This resource povides a step-by-step guide to conduct a systematic and participatory gender audit in an organization. The handbookis a self-assessment tool, which can be used to identify staff perceptions surrounding gender issues in the workplace. The audit process uses the Gender Integration Framework, which states that organization transformation can only occur when the following dimensions are ready for gender integration: political will, technical capacity, accountability, and organizational culture. In addition, the handbookprovides organizations with an action plan to build on current gender equality initiatives and actions.

The handbook’s self-assessment tool has four steps:

  1. Prepare the organization to carry out a gender audit
  2. Survey staff to uncover their perceptions regarding gender equality in the organization and programs
  3. Conduct focus groups to develop an organizational vision of gender equality
  4. 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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ATTRIBUTES
  • Baseline Assesment
  • Measuring and Evaluating
  • Organizational Culture
  • Recruitment, Retention and Promotion

SOURCE
  • International Training Centre of the International Labour Organization (ITCILO)

TYPE OF RESOURCE
  • TTool

TARGET AREA
  • Development

TARGET UNIT
  • Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Participatory Gender Audit – A Tool for Introducing and Managing Institutional Change

International Training Centre of the International Labour Organization (ITCILO)
The ILO Participatory Gender Audit (PGA) is a tool used to organization’s activities from a gender perspective, verifying its achievements and deficiencies. The PGA combines objective observation of facts and figures with a more in-depth analysis on qualitative standards, beliefs, and opinions to assess the impact of these on gender equality, organizational culture, and wellbeing.

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.

To learn more, click 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.

The Women’s Empowerment Principles Gender Gap Analysis Tool

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ATTRIBUTES
  • Baseline Assesment

SOURCE
  • UN Global Compact & UN Women

TYPE OF RESOURCE
  • TTool

TARGET AREA
  • Development

TARGET UNIT
  • Diversity & Inclusion, Human Resources

LINK TO RESOURCE

The Women's Empowerment Principles Gender Gap Analysis Tool

UN Global Compact & UN Women
The Women’s Empowerment Principles Gap Analysis Tool (WEPs Tool) helps companies identify strengths, gaps, and opportunities to improve their performance on gender equality. It is a joint project of the UN Global Compact, UN Women, the Multilateral Investment Fund of the IDB, and the Inter-American Investment Corporation. The tool comprises 18 multiple-choice questions and 17 optional outcome indicators covering gender equality across business functions in leadership, workplace, marketplace, and community. Once all information has been gathered internally, it is expected to take an average of two to three hours to complete.

For more information, click here.