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Target Unit: Human Resources

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.

Equileap Gender Equality Indices

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ATTRIBUTES
  • Measuring and Evaluating
  • Reporting

SOURCE
  • Equileap

TYPE OF RESOURCE
  • IIndices

TARGET AREA
  • Indices and Benchmarks

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

LINK TO RESOURCE

Equileap Gender Equality Indices

Equileap
Equileap, leading organization providing data and insights on gender equality in the corporate sector, has designed several gender equality indices. These gender equality indices have gathered data on over 3,000 companies. Investment professionals can license this data to screen existing portfolios or create new products. The following Equileap indices have 19 measures that are grouped into four categories:

  1. Gender balance in leadership criteria: Non-executive board, executives, senior management, workforce, promotion and career development opportunities.
  2. Equal compensation and work life balance criteria: Fair remuneration, equal pay, parental leave, flexible work options.
  3. Policies promoting gender equality criteria: Training and career development, recruitment strategy, freedom from violence, abuse and sexual harassment, safety at work, human rights, social supply chain, supplier diversity, employee protection.
  4. Commitment to transparency and accountability criteria: Commitment to women’s empowerment, audit.

The following comprise Equileap’s Gender Equality Indices:

  • Solactive Equileap North American Gender Equality Index: Provides exposure to companies listed and domiciled in Canada that have demonstrated a commitment to gender diversity as part of their corporate responsibility strategy.
  • Solactive Equileap European Gender Equality 75 Index: Provides exposure to the top European companies that are leading the way in gender equality.
  • Morningstar Women’s Empowerment Index built with Equileap: Provides exposure to U.S companies that have incorporated gender diversity within their policies and corporate culture and ensure that all employees have equal opportunity.
  • Solactive Equileap Global Gender Equality Index Family: Tracks the top companies leading the way in gender equality internationally and with specific regional focus.
  • Solactive Equileap Global Gender Equality 100 Leaders Index: Tracks the top 100 companies leading the way in gender equality internationally.

To learn more, click here.

Thomson Reuters Diversity and Inclusion Index

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ATTRIBUTES
  • Measuring and Evaluating
  • Reporting

SOURCE
  • Thomson Reuters

TYPE OF RESOURCE
  • IIndices

TARGET AREA
  • Indices and Benchmarks

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

LINK TO RESOURCE

Thomson Reuters Diversity and Inclusion Index

Thomson Reuters
The Thomson Reuters Diversity and Inclusion Index transparently and objectively measures the relative performance of companies against factors that define diverse and inclusive workplaces. After ranking over 7,000 companies based on ESG data, the D&I Index identifies the top 100 publicly traded companies with the most diverse and inclusive workplaces. Top ranked companies include Gap, Nestlé, and Microsoft.

The index’s 24 metrics are organized into four pillars:

  1. Diversity: Measures board gender diversity, new women employees, diversity process, etc.
  2. Inclusion: Measures flexible working hours, day care services, employees with disabilities, etc.
  3. People development: Measures internal promotion, management training, employee satisfaction, etc.
  4. News & controversies: Measures diversity and opportunity controversies, and wages or working conditions controversies.

Learn more here

Bloomberg’s Gender-Equality Index (GEI)

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ATTRIBUTES
  • Measuring and Evaluating
  • Reporting

SOURCE
  • Bloomberg

TYPE OF RESOURCE
  • IIndices

TARGET AREA
  • Indices and Benchmarks

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

LINK TO RESOURCE

Bloomberg's Gender-Equality Index (GEI)

Bloomberg
The Bloomberg Gender-Equality Index (GEI) is an international standardized reporting and disclosure method to allow companies to publicly illustrate their commitment to equality and advancing women in the workplace. The Bloomberg Terminal is the only place where investors can access comprehensive and comparable information about gender equality at publicly funded businesses.

Bloomberg’s Gender Reporting Framework is provided to companies at no cost to allow them to promote gender equality across different areas. In 2019, 230 companies were included in the Index, including Scotiabank, Sodexo, and Unilever. Bloomberg’s 2020 Gender Reporting Framework is outlined below:

Section 1: Female leadership & talent pipeline: Measures the company’s commitment to attracting, retaining, and developing women into senior leadership positions.

Section 2: Equal pay & gender pay parity: Addresses how a company is closing the gender pay gap through transparent and effective action plans.

Section 3: Inclusive culture: Evaluates the policies, benefits, and programs that contribute to an inclusive work environment where all employees are valued and have equal opportunities.

Section 4: Pro-women brand: Gauges how a company is perceived by stakeholders considering factors such as supply chain and how women are portrayed in advertising.

Learn more 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.

Integrating the SDGs into Corporate Reporting: A Practical Guide

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ATTRIBUTES
  • Goal Setting
  • Reporting

SOURCE
  • UN Global Compact, Global Reporting Initiative

TYPE OF RESOURCE
  • RReport

TARGET AREA
  • Strategy

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

LINK TO RESOURCE

Integrating the SDGs into Corporate Reporting: A Practical Guide

UN Global Compact, Global Reporting Initiative
This guide was developed by the UNGC to help companies establish or further improve their reporting mechanisms related to the SDGs. It does not propose a new reporting framework; instead, it outlines a three-step process designed to entrench the SDGs into a pre-existing reporting framework.

Step 1: Define priority SDG targets

  • 1.1: Understand the SDGs and their targets
  • 1.2: Conduct principled prioritization of SDG targets
  • 1.3: Define your SDG-related report content

Step 2: Measure and analyze

  • 2.1: Set business objectives
  • 2.2: Select appropriate disclosures
  • 2.3: Collect and analyze data

Step 3: Report, integrate, and implement change

  • 3.1: Consider general features of good practice when reporting on the SDGs
  • 3.2: Consider data users’ information needs
  • 3.3: Report and implement change

To read the guide, click here.

Business Reporting on the SDGs – An Analysis of the Goals and Targets

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ATTRIBUTES
  • Baseline Assesment
  • Reporting

SOURCE
  • UN Global Compact, Global Reporting Initiative

TYPE OF RESOURCE
  • RReport

TARGET AREA
  • Strategy

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

LINK TO RESOURCE

Business Reporting on the SDGs - An Analysis of the Goals and Targets

UN Global Compact, Global Reporting Initiative
The resources that make up “Business Reporting on the SDGs – Action Platform” were developed collaboratively by UNGC and GRI to help organizations uphold and track the progress of SDGs. While the Action Plan includes detailed information about how to implement, analyze, and record all 17 SDGs, the summaries below focus on SGD 5 – Achieve Gender Equality and Empower All Women and Girls.

The three resources listed below, “An Analysis of the Goals and Targets”, “Integrating the SDGs into Corporate Reporting: A Practical Guide”, and “In Focus: Addressing Investor needs in Business Reporting on the SDGs” correspond with one another to build the five steps of the SDG Compass:

  • Step 1. Understanding the SDGs: “Integrating the SDGs into Corporate Reporting: A Practical Guide”
  • Step 2. Defining priorities: “An Analysis of the Goals and Targets”; and “Integrating the SDGs into Corporate Reporting: A Practical Guide”
  • Step 3. Setting goals: “Integrating the SDGs into Corporate Reporting: A Practical Guide”
  • Step 4. Integrating: “Integrating the SDGs into Corporate Reporting: A Practical Guide”
  • Step 5. Reporting and communicating: “An Analysis of the Goals and Targets”; and “Integrating the SDGs into Corporate Reporting: A Practical Guide”

To learn more, click here.

Women in Governance Parity Certification

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ATTRIBUTES
  • Measuring and Evaluating
  • Reporting

SOURCE
  • Women in Governance

TYPE OF RESOURCE
  • CCertification

TARGET AREA
  • Standards and Certifications

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

LINK TO RESOURCE

Women in Governance Parity Certification

Women in Governance
The Women in Governance Parity Certification is an assessment tool designed to increase women’s representation in workplaces, especially those sectors or roles where women have been traditionally underrepresented. Organizations with more than 400 employees can apply for certification.

Levels of Certification:

Bronze
Silver/Argent
Gold/Or
Platinum/Platine

Assessment Criteria:

  • Strategy: Governance and Visions – policies and practices related to strategic direction and decisionmaking, an organization’s commitment and pursuit of parity, and how it is building an inclusive pipeline
  • Action: Collective Enablers – demonstrates policies, practices, and actions focused on achieving parity at all levels
  • Result: Equity – the outcomes of gender equality strategy and actions have resulted in progress towards parity in representation at all levels, in promotion and hiring, and in salary

The methodology (questionnaire) was developed with assistance from McKinsey & Company in 2016, and Women in Governance has a number of partners and consultants that conduct the evaluation.

Certification Process:

  1. Assessment – complete pre-qualification and questionnaire
  2. Certification – receive a level of certification and customized report
  3. Gender Parity Community – participate in HR forums and women in leadership events
  4. Recognition and Branding – attend the annual recognition gala and leverage certification
  5. Enablement Services – develop a Roadmap to Parity
  6. Recertification – sustain gender parity

Completing the certification questionnaire can take between eight and 15 hours, depending on whether or not an organization has assembled all required information. Women in Governance provides a customized report following the assessment and has an “Enablement Services” offering which can further support progress to implement and build on the report.

Recertification Process:

Organizations are required to recertify every year to encourage continuous work towards gender parity by inputting their new or revised data into a confidential online platform. If a company has not made improvements, they can maintain their current level, but they can also drop levels if they regress.

To read more about the Women in Governance Parity Certification, click here.