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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.

Let’s Speak Gender: 10 Principles of Gender-Responsive Communications for Development

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ATTRIBUTES
  • Intersectionality
  • Marketing and Advertising

SOURCE
  • UNDP

TYPE OF RESOURCE
  • TTool

TARGET AREA
  • Development

TARGET UNIT
  • Advertising, All Units, Marketing

LINK TO RESOURCE

Let's Speak Gender: 10 Principles of Gender-Responsive Communications for Development

UNDP
This resource provides guidance on gender-responsive representation in communications based on the premise that language can reinforce or subvert gender inequalities. It lists common mistakes made when communicating and how they contribute to gender inequality, and provides best practice examples to avoid or correct such behaviour.

There are 10 principles that can be used to reduce gender-based discrimination in communications:

  1. Go beyond featuring women: Explore various aspects of gender inequality.
  2. Ensure visibility for men and women: Include perspectives of women in decision-making processes.
  3. Do not diminish women’s contributions: Consider the role and impact of gender relations in portrayals.
  4. Do not reinforce gender stereotypes: Use non-stereotypical colours to represent men and women.
  5. Portray diversity: Consider the variety of experiences of men and women of different backgrounds.
  6. Use gender-responsive language: Use singular ‘they’, gender-inclusive job titles.
  7. Do not victimize: Show women and men as active participants to development, not beneficiaries.
  8. Do not patronize: Portray women accomplishing great results.
  9. Present facts, not judgements: Focus on presenting facts and quotes.
  10. Be open: Be open to listening, learning, and improving.

To learn more, click here.

Developing a Flexible Working Arrangement Policy

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ATTRIBUTES
  • Workplace Flexibility
  • Workplace Wellbeing and Safety

SOURCE
  • Workplace Gender Equality Agency (Australia)

TYPE OF RESOURCE
  • TToolkit

TARGET AREA
  • Development, Institutional Policies

TARGET UNIT
  • All Management, All Units, CEO, Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Developing a Flexible Working Arrangement Policy

Workplace Gender Equality Agency (Australia)
This briefing note provides guidance on the key features of a flexible working arrangements policy. Organizations leading the way in workplace gender equality have in place a policy that specifically supports flexible working arrangements for all employees.

The key features of a flexible working arrangements policy are:

  • Statement
  • Purpose
  • Guideline (i.e. definitions, eligibility and exclusions, process, and performance and review)
  • References and resources (i.e. existing legislation and internal policies)

To learn more, click here.

Flexibility Business Case – Building Your Business Case for Flexible Work Through Workforce Metrics

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ATTRIBUTES
  • Workplace Flexibility

SOURCE
  • Workplace Gender Equality Agency (Australia)

TYPE OF RESOURCE
  • TToolkit

TARGET AREA
  • Strategy

TARGET UNIT
  • All Management, All Units, CEO, Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Flexibility Business Case – Building Your Business Case for Flexible Work Through Workforce Metrics

Workplace Gender Equality Agency (Australia)
This toolkit aims to help organizations identify the areas where flexibility could positively influence an organization’s productivity and employee engagement.It alsoprovides advice on how to measure the business benefit for flexible working through workforce metrics.

Specifically, this toolkit aims to:

  • Identify workforce metric categories and metrics to measure the benefits of flexible working
  • Provide steps on building your business case for flexibility through workforce metrics
  • Provide templates to collect and calculate workforce metrics

Metrics can be developed from the following categories:

  • Uptake and perceptions of flexible work
  • Attraction of employees
  • Employee retention
  • Training investment
  • Productivity and engagement
  • Absenteeism
  • Employee wellbeing
  • Office space accommodation costs
  • Workforce composition

To learn more about each category and their metrics, click here.

Flexibility Focus Group Guidance – How to Run an Effective Focus Group on Workplace Flexibility

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ATTRIBUTES
  • Workplace Flexibility

SOURCE
  • Workplace Gender Equality Agency (Australia)

TYPE OF RESOURCE
  • TToolkit

TARGET AREA
  • Development

TARGET UNIT
  • All Management, All Units, CEO, Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Flexibility Focus Group Guidance – How to Run an Effective Focus Group on Workplace Flexibility

Workplace Gender Equality Agency (Australia)
This document provides guidance on how to run focus groups with your employees on flexibility in your organization (e.g. timing, participants, facilitator, questions, circumstances). Focus groups can reveal a wealth of information and deep insights that can be used to structure flexible working arrangements to meet the needs of both employer and employee. This tool also includes an extensive list of sample questions and a script for carrying out a focus group.

To learn more, click here.

Readiness Assessment – Is Your Organization Ready for a Strategic Approach to Flexibility?

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ATTRIBUTES
  • Workplace Flexibility

SOURCE
  • Workplace Gender Equality Agency (Australia)

TYPE OF RESOURCE
  • TToolkit

TARGET AREA
  • Strategy

TARGET UNIT
  • All Management, All Units, CEO, Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Readiness Assessment – Is Your Organization Ready for a Strategic Approach to Flexibility?

Workplace Gender Equality Agency (Australia)
This toolkit provides the framework and practical guide to conducting a systematic diagnosis of “where are we now” – a key input to building your workplace flexibility strategy. Prior to developing your workplace flexibility strategy, it is recommended to undertake a readiness assessment. Specifically, this toolkit aims to:

  • Provide a comprehensive framework for organizational flexibility
  • Enable organizations to plot where they are on the flexibility roadmap
  • Help organizations conduct a flexibility assessment

The following are the capabilities to be assessed for determining the organization’s readiness:

  1. Leadership: Evaluate executive leadership’s commitment to flexibility.
  2. Business case: Determine the strength of the business case for flexibility in the organization.
  3. Flexibility vision, strategy, and policy: Determine what flexibility means for the organization and how to achieve such vision.
  4. Management capability: How managers directly impact their employees’ working arrangements.
  5. Employee experience: Understand employee’s risks and needs for implementing flexible work.
  6. Results management: How performance and productivity are measured, and transparency.
  7. Technology and infrastructure: Evaluate the needs for flexible work and implemented resources.
  8. Client and supplier experience: Analyze how flexible work can impact their expectations.
  9. Learning cycle: Understand the organization’s learning needs and potential difficulties.
  10. Change management: Assess the existence of change management resources within the organization.

To learn more, click here.

Employee Flexibility Toolkit – How to Negotiate and Manage a Successful Flexible Working Agreement

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ATTRIBUTES
  • Workplace Flexibility

SOURCE
  • Workplace Gender Equality Agency (Australia)

TYPE OF RESOURCE
  • TToolkit

TARGET AREA
  • Strategy

TARGET UNIT
  • All Management, All Units, CEO, Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Employee Flexibility Toolkit – How to Negotiate and Manage a Successful Flexible Working Agreement

Workplace Gender Equality Agency (Australia)
This toolkit provides information and advice for introducing flexible working arrangements and integrating work practices into an employee’s job.This toolkit provides information about issues to consider:

  • What flexibility means in terms of changes to existing work arrangements
  • How to request flexibility to maximize your chances of success
  • Things to consider before requesting flexible working arrangements
  • How to make flexibility work for you
  • Dealing with issues that can arise over time

Learn more here.

Manager Flexibility Toolkit – How to Create Successful, Engaged and Productive Flexible Teams

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ATTRIBUTES
  • Workplace Flexibility

SOURCE
  • Workplace Gender Equality Agency (Australia)

TYPE OF RESOURCE
  • TToolkit

TARGET AREA
  • Strategy

TARGET UNIT
  • All Management, All Units, CEO, Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Manager Flexibility Toolkit – How to Create Successful, Engaged and Productive Flexible Teams

Workplace Gender Equality Agency (Australia)
The aim of this toolkit is to provide information and guidance on how to successfully implement flexible working arrangements to maximize the opportunities and benefits that flexibility brings. The toolkit provides an overview of what workplace flexibility entails, benefits of workplace flexibility (e.g. productivity, effectiveness, job satisfaction), description of types of flexibility (e.g. flexible hours of work, compressed working weeks, telecommuting), and in-depth information on key flexibility elements to consider for managers.

The following are examples of good practices for managers found in this toolkit:

  • Leadership: Leaders should consider a flexible work arrangement themselves. This creates a role model within the organization demonstrating successful flexible work.
  • Team culture: Adjust communication tools and platforms to suit flexible work arrangements and consider communication training to help employees improve communication effectiveness.
  • Active learning: Establish a trial period to test a flexibility arrangement that works for the organization and the individual team.
  • Resource planning: Allocate tasks that suit flexible work options and use a central project planning tool to manage team’s workload and project advancement.
  • Information flow: Establish communication patterns such as daily project updates, weekly deadlines, set team meetings, etc.
  • Results-based performance management: Discuss performance as part of reviewing flexibility arrangements to make sure transparency, accountability, and autonomy are understood.
  • Self-management: Become aware of flexibility bias to learn and adapt to these arrangements.
  • Stakeholder management: Discuss and resolve issues around flexibility that can impact other internal stakeholders.
  • Legal risk management: Become aware about legal obligations related to flexible work.
  • Change management: Each team may go through an adjusting period to flexibility work.

To learn more, click here.

Building a Workplace Flexibility Strategy – A Guide to Building an Organization-Wide Approach to Implementing and Managing Workplace Flexibility

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ATTRIBUTES
  • Recruitment, Retention and Promotion
  • Workplace Flexibility

SOURCE
  • Workplace Gender Equality Agency (Australia)

TYPE OF RESOURCE
  • TToolkit

TARGET AREA
  • Strategy

TARGET UNIT
  • All Management, All Units, CEO, Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Building a Workplace Flexibility Strategy – A Guide to Building an Organization-Wide Approach to Implementing and Managing Workplace Flexibility

Workplace Gender Equality Agency (Australia)
This guide provides a holistic frameworkto support a strategic approach to implementing organization-wide workplace flexibility programs. Specifically, the aims are to:

  • Ensure alignment between an organization’s workplace flexibility strategy, gender equality strategy, and broader business strategy.
  • Enable organizations to design a comprehensive workplace flexibility strategy.
  • Enable organizations to develop and implement an organization-wide approach for improving flexibility capability.

Also, this resource provides steps to building a workplace flexibility strategy:

  1. Envision a clear vision of what the organization looks like with improved flexibility.
  2. Ensure leadership commitment, support, and involvement, especially while running workshops.
  3. Develop specific goals and actions for each capability area (from the Readiness Assessment).
  4. Create an implementation plan based on the goals and actions with corresponding outcomes.
  5. Evaluate through an established learning cycle that includes pilot, testing, learning, adjustment, and retesting to find the best-suited strategy for the organization.

To learn more, click here.

Gender Inclusive Language Guidelines – Promoting Gender Equality Through the Use of Language

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ATTRIBUTES
  • Internal Communication
  • Marketing and Advertising

SOURCE
  • UN Women

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Implementation

TARGET UNIT
  • All Units, Communications

LINK TO RESOURCE

Gender Inclusive Language Guidelines – Promoting Gender Equality Through the Use of Language

UN Women
This UN Women resource provides guidance on how to use gender-responsive language in communications, outlining strategies that can be adopted to encourage gender equality through language.

The three primary strategies outlined in this resource include:

  1. Use gender-neutral expressions (e.g. people, women and men, we)
  2. Use inclusive language (e.g. avoid using “he” or “his,” use “their”)
  3. Use both feminine and masculine forms as separate words or through the use of slashes (e.g. use “leader” instead of “he”)

To learn more, click here.