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Target Area: Implementation

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.

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.

The Women’s Empowerment Principles: Reporting on Progress

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ATTRIBUTES
  • Measuring and Evaluating
  • Reporting

SOURCE
  • UN Global Compact, UN Women

TYPE OF RESOURCE
  • RReport

TARGET AREA
  • Implementation

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

LINK TO RESOURCE

The Women's Empowerment Principles: Reporting on Progress

UN Global Compact, UN Women
The UN Women and UN Global Compact have produced this gender-specific guidance that offers practical advice on how to report on each of the seven Women’s Empowerment Principles. It provides general reporting approaches and specific examples of disclosures and performance indicators for each Principle. Importantly, the guidance aligns with established reporting frameworks such as the Global Reporting Initiative (GRI), and can be integrated into businesses’ UN Global Compact Communication on Progress (COP).

To learn more, 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.

Diversity and Inclusion Survey: Building a More Inclusive Future

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ATTRIBUTES
  • Baseline Assesment
  • Internal Communication
  • Intersectionality
  • Organizational Culture

SOURCE
  • Culture Amp

TYPE OF RESOURCE
  • SSurvey

TARGET AREA
  • Implementation

TARGET UNIT
  • Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Diversity and Inclusion Survey: Building a More Inclusive Future

Culture Amp
This survey was developed as the result of a collaboration between B Corp Culture Amp and consulting firm Paradigm. This survey has been recognized as an industry leader when it comes to measuring the employee experience of all groups of people.

This survey allows you to:

  • Measure how inclusive your organization is
  • Use heatmaps to highlight disparities between groups
  • See how your results compare to other companies with the Inclusion benchmark
  • Ensure your team is equipped to take action based on the applied experience of our most successful customers and research-driven interventions that offer promising results

To learn more, click here here.

Employee Consultation

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ATTRIBUTES
  • Baseline Assesment
  • Measuring and Evaluating

SOURCE
  • Workplace Gender Equality Agency (Australia)

TYPE OF RESOURCE
  • SSurvey

TARGET AREA
  • Implementation

TARGET UNIT
  • Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Employee Consultation

Workplace Gender Equality Agency (Australia)
This short survey from the Australian Workplace Gender Equality Agency has been designed to enable you to make an initial employee-based assessment of gender equality in your organization. The survey takes approximately 15 minutes to complete. There is also the option of conducting a more in-depth analysis through a more comprehensive set of questions. This extended survey would take approximately 40 minutes to complete.

To learn more, click here.

International Labour Organization (ILO) and Public-Private Partnerships: An Alliance for the Future

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ATTRIBUTES
  • Capacity Building and Awareness Raising
  • Outreach Initiatives and Partnerships

SOURCE
  • International Labour Organization

TYPE OF RESOURCE
  • WWebpage

TARGET AREA
  • Implementation

TARGET UNIT
  • Community Outreach, Corporate Social Responsibility

LINK TO RESOURCE

International Labour Organization (ILO) and Public-Private Partnerships: An Alliance for the Future

International Labour Organization
The ILO today has more than 700 active programs and projects on various themes in more than 100 countries – with the support of 120 development partners. Between 2008 and 2018, the ILO engaged with 238 partners, of which 52 percent are private enterprises. ILO’s projects with public-private partnerships fall under these themes:

  • Rights at work
    • Child labour
    • Forced labour
    • Gender equality and non-discrimination
  • Employment promotion
    • Entrepreneurship
    • Jobs and skills for youth
    • Microfinance
  • Social dialogue
    • Supply chain
    • Industrial relations
    • Corporate social responsibility
  • Social protection
    • HIV and AIDS
    • Social protection floors
  • Academia
  • South-south and triangular cooperation

For more information on partnership information with ILO, click here.

Build Sustainable Financing and Partnerships for Girls and Women

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ATTRIBUTES
  • Outreach Initiatives and Partnerships

SOURCE
  • Women Deliver

TYPE OF RESOURCE
  • WWebpage

TARGET AREA
  • Implementation

TARGET UNIT
  • Community Outreach, Corporate Social Responsibility

LINK TO RESOURCE

Build Sustainable Financing and Partnerships for Girls and Women

Women Deliver
This resource from Women Deliver discusses the need for financing and partnerships to support girls and women empowerment. It lists the benefits of cross-sector partnerships, highlight investment areas, and showcases successful partnerships case studies.

Benefits of cross-sector partnerships that leverage the strengths of key players:

  • Less duplication of efforts
  • More impactful solutions
  • Increased innovation
  • Healthier communities
  • Improved lives
  • Reduced poverty
  • Sustained economic growth
  • More gender equality

Investment areas:

  • Improve Maternal and Newborn Health and Nutrition
  • Meet the Demand for Modern Contraception and Reproductive Health
  • Respect, Protect, and Fulfill Sexual Health and Rights
  • Ensure Health for All
  • Dramatically Reduce Gender-Based Violence and Harmful Practices
  • Ensure Equitable and Quality Education at All Levels
  • Boost Women’s Economic Empowerment
  • Strengthen Women’s Political Participation and Decision-Making Power
  • Accelerate Access to Resources – Land, Clean Energy, Water, and Sanitation
  • Invest in Women to Tackle Climate Change and Conserve the Environment
  • Improve Data and Accountability for Girls and Women

To access the full webpage, click here.

List of Organizations that Support Gender Equality and Women and Girl’s Empowerment

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ATTRIBUTES
  • Outreach Initiatives and Partnerships

SOURCE
  • Various organizations

TYPE OF RESOURCE
  • LList

TARGET AREA
  • Implementation

TARGET UNIT
  • Community Outreach, Corporate Social Responsibility, Diversity & Inclusion

LINK TO RESOURCE

List of Organizations that Support Gender Equality and Women and Girl's Empowerment

Various organizations
This list provides some examples of Canadian organizations that the private sector can support through funding or direct involvement in corporate social responsibility programs.

  • Canadian Women’s Foundation: This foundation has programs revolving around violence, poverty, girls’ empowerment, and inclusive leadership.
  • Girls Action Foundation: This foundation has local programs (Montreal), regional gatherings, national and multi-day training for young women’s leadership, national career day, and national day of action for girls and young women.
  • CARE: This organization works around the globe supporting women and girls through programs related to health and nutrition, food and farming, earning and saving, emergencies, and advocating for change.
  • Save the Children: This organization works around the world addressing child issues such as child early and forced marriage, sexual and gender-based violence, and gender equality in humanitarian settings.
  • SHEInnovates: This is a global program created by UN Women and the Global Innovation Coalition for Change.
  • Gender Equality Network Canada (Canadian Women’s Foundation)[1]: This national network of over 150 diverse women leaders across Canada addresses key issues in gender equality such as: gender-based violence, women in trades and STEM, women’s entrepreneurship, Indigenous women’s leadership, childcare, gendered impact poverty, and immigrant women.This webpage lists all the different leaders across Canada’s provinces and territories and can help your organization select civil society projects to support your gender equality outreach initiatives.

Partnering for Parity: Strengthening Collaborations for Gender Equality

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ATTRIBUTES
  • Outreach Initiatives and Partnerships

SOURCE
  • McKinsey & Company

TYPE OF RESOURCE
  • AArticle

TARGET AREA
  • Implementation

TARGET UNIT
  • Community Outreach, Corporate Social Responsibility

LINK TO RESOURCE

Partnering for Parity: Strengthening Collaborations for Gender Equality

McKinsey & Company
This article acknowledges that individual efforts towards gender equality are driving progress but highlights the multiplier effect that cross-sector partnerships could have in accelerating progress even further. The article discusses common pitfalls in partnerships and provides recommendations to address them in order to ensure sustained, long-term impact.

  • Drive commitment from the top to ensure that the partnership has the resources and momentum needed to make progress.
  • Keep it simple – have a single, measurable goal to enable progress monitoring and avoid changes in scope. Establish a clear, simple mission for the partnership, and ensure that the goal is quantified, time-bound, and specific.
  • Establish a clear value proposition for all members. A compelling rationale is required to get partners involved and maintain engagement. Establish what value each partner is likely to derive from being involved in a particular role.
  • Find and deploy the unique strengths of each partner. Partners do not need to contribute identically – nor should they. When partners come from different sectors (government, non-profit, for-profit sectors, and so on), or from different industries, identifying opportunities to combine their unique skills requires careful planning and design of initiatives.
  • Clearly define the operating model for the partnership. Ideally, there should be a small group of people at one or more of the partner organizations, or a formalized “secretariat” that dedicate their time to managing and mobilizing activities.
  • Conduct rigorous monitoring and evaluation to determine which interventions are working. When different parties are involved, careful upfront planning to align on a clear measurement framework is essential to success.

To read the full article, click here.