Learn how reporting drives gender equality, presented by Miles & Fernandes


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27 May 2010 - Fernandes

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  • Stops short of the equality of outcomes – focus on equality of opportunities
  • Gender equality is about an international commitment to observe and promote equal rights between men and women, in the context of the international framework for human rights.
    It is enshrined in a broad range of international legal and policy frameworks ratified by governments including The Universal Declaration on Human Rights; The Convention on the Elimination of All Forms of Discrimination against Women (CEDAW); The core International Labor Organization (ILO) conventions pertaining to workers’ rights;The convention on the rights of the child (CRC) and the Millennium Declaration and its associated goals.
    Gender Equality: a basic goal of development and poverty reduction and is internationally recognized as being fundamental to sustainable development Yet persistent gender inequality exists and is well documented.
    For example. MDG 3: Promote Gender Equality and Empower Women. In India where this little girl is from, girls are more likely to be illiterate than boys, less likely to be enrolled in school, and if enrolled in school, they are more likely to drop out of school than boys.
    Women’s share of paid non-agricultural employment is being used as an indicator for this MDG goal. Women make up around half the non-agricultural workforce in North and Central Asia as well as in several countries in South-East Asia, including Thailand and Viet Nam, it other parts of the region, primarily in south Asia, the number is between 10 and 20%.
    many countries in Asia still do not regularly collect data on the labour force and its characteristics or disseminate sex-disaggregated data so the scale of the problem is difficult to determine.
    In general though, women lag behind men in workforce participation. In the work environment – board rooms are still male dominated, Global wage gap – can differ between sector and country. Low skilled jobs within export orientated processing zones, e.g. China, are dominated by females. Women are also overrepresented in low quality informal jobs with a lack of legal protection and benefits.
    While most companies would say that they are committed to gender equality and while the goal may be obvious it is difficult for companies to transforming commitment into practice.
  • In a recent report by the World Economic Forum Women remained in the minority of senior corporate managers, representing just 5% of the chief executives of the 600 companies surveyed
  • In the UK the Equality Act 2010 states that if enough progress hasn’t been made on disclosure by 2013 then these employers (private and voluntary section) could be required to disclose this information.
    Cost of reporting this information estimated at 177 pounds (1 working day)

    The Icelandic Act on Maternity/Paternity and Parental Leave
    In 2000, the parental leave provided for by Icelandic law was extended from six months to nine. Parents who are active in the labor market are paid 80 percent of their average salaries while on leave. The payments come from a specific fund, financed through an insurance levy. The leave is distributed so that fathers and mothers are given three months of leave each, and parents are given an additional three months to share as they wish.
    According to a study by Gíslason (2007), the act has been well received by society. Around 90 percent of fathers exercise their right to take leave, using on average 97 days, while mothers use an average of 180 days. This may suggest that more fathers than ever are active in caring for their young children. It has also been argued that the act has leveled the status of men and women in the labor market in Iceland. Furthermore, the fertility rate has increased in the wake of these changes and now stands at 2.1 children per woman.

    Box 2.2. Norwegian Legal Enforcement of Gender Diversity of Boards
    Norway has a long tradition of mainstreaming gender issues and has put in place many mechanisms to promote gender equality at the national level. In 2002, for example, the Norwegian government introduced legal requirements for both state-owned enterprises as well as privately owned companies to ensure a minimum 40 percent representation of each sex on their boards of directors. Although this method is widely debated it has undoubtedly opened boardroom doors to more women and thus contributed to gender mainstreaming. Norway’s work in the field of gender equality has also led to results beyond the boardroom. In a 2008 survey done by the World Economic Forum in 130 countries around the world, Norway topped the league in closing the gender gap according to several social, economic, and political indicators at the national level.a
    a. Source: World Economic Forum. 2008. The Global Gender Gap Report. Geneva: WEF. Available at http:www.weforum.org/pdf/gendergap/report2008.pdf
  • Introduced on International Women’s Day 2010, the Women’s Empowerment Principles are adapted from the Calvert Women’s Principles®. The Calvert Women’s Principles were originally developed in partnership with UNIFEM and launched in 2004 as the first global corporate code of conduct focused exclusively on empowering, advancing and investing in women worldwide.
    UN Principles for Responsible Investment and Calvert Women’s Principles
  • Recoginition of the businesss benefits
    attract, motivate and retain talented employees
    attract new investments
    gain greater recognition in the marketplace
    better access to export markets
    maintain Social License to Operate
  • “Women matter, gender diversity a corporate performance driver” Mckinsey & co 2007
  • Learn how reporting drives gender equality, presented by Miles & Fernandes

    1. 1. Learn How Reporting Drives Gender Equality Katherine Miles, Global Reporting Initiative Rufina Fernandes, NASSCOM Foundation
    2. 2. Focus on nondiscrimination against women and the advancement of women’s rights • Equality under the law • Equality of opportunity • Equality of voice Defining Gender Equality
    3. 3. • Enshrined in a broad range of international legal and policy frameworks ratified by governments around the world. • International Declaration on Human Rights • Convention on the Elimination of All Forms Of Discrimination against Women (CEDAW) • The Millennium Declaration • Internationally recognized as being fundamental to sustainable development. Gender Equality: An International Commitment
    4. 4. An improved context yet gender inequalities persist
    5. 5. Trends: Regulation to reduce Inequality • Equality in Parental Leave e.g. Iceland • Requirements on Gender Diversity of Boards in some EU countries e.g. Norway • Gender wage gap vol. reporting requirement e.g. UK for employers with 250 plus employees • A measurement of the mean hourly earnings of men and women • Average overall earnings of men & women by job type and grade • The difference between men’s and women’s starting salaries • A narrative to compliment the above options
    6. 6. Women’s Empowerment Principles Developed by 1. Establish high-level corporate leadership for gender equality. 2. Treat all women and men fairly at work — respect and support human rights and nondiscrimination. 3. Ensure the health, safety and well-being of all women and men workers. 4. Promote education, training and professional development for women. 5. Implement enterprise development, supply chain and marketing practices that empower women. 6. Promote equality through community initiatives and advocacy. 7. Measure and publicly report on progress to achieve gender equality. Trends: Voluntary Initiatives to drive best practice
    7. 7. • Increasing number of Investment Funds with gender screens • Screens include: • Representation of women • Accountability to women • Organizational culture Trends: Increased Financial Market Recognition Pax World Women’s Fund Amazone Euro Fund Nikko Cordial Corp Naissance Women's Equity Fund
    8. 8. Trends: Increased Stock Exchange Listing Requirements • US Securities Exchange Commission (SEC) • Since 28 Feb 2010 • Disclosure of whether and if so how a nominating committee considers diversity in identifying nominees for director. • Disclosure of if there is a policy with regard to the consideration of diversity in identifying director nominees, how this policy is implemented and how its effectiveness is assessed. • Australian Stock Exchange (ASX) • Proposed from 1 Jan 2011 • Disclosure on achievements against measurable objectives on gender • Disclosure of the proportion of women employees in an organization, in senior executive positions and on the board.
    9. 9. The Business Case • Strong correlation between gender diversity & financial performance • Companies with 3 or more women in top management outperform those with no women in top management (Mckinsey & Co 2007) • Attract, motivate and retain talented employees • Market place recognition • Maintain Social License to Operate
    10. 10. How Reporting Can Help • Communicate commitment • Communicate context • Communicate management approach • Policies • Goals • Monitoring & follow up • Organizational Responsibility • Communicate & manage performance Regulators Investors NGOs Labor Unions Multilaterals
    11. 11. Trends: Gender Practices and Reporting • Increase in gender related practices • Limited coverage of gender issues in sustainability reports • A low frequency of reporting against GRI’s three gender-related indicators LA2, LA13,LA14 • Typically a mix of statistics related to the gender breakdown of the workforce and management • Some reporters do provide gender-disaggregated data on other indicators
    12. 12. • A GRI & IFC multi-stakeholder engagement process • Research & Consultation process 5 Workshops on 5 Continents • Considers practices & reporting on Gender Equality & Governance & Values, Workplace, Supply Chain, Community, Customers, & Investors An educational resource
    13. 13. • A formal review of the GRI G3 Guidelines from a gender perspective funded by GTZ, Germany • New gender related disclosure items proposed: – Gender wage gap – Maternity, Paternity & adoption leave uptake rates & return to work rates – Gender equality impact of products & services • Have your say during the 90 day Public Comment Period now open! GRI Guidelines Gender Revisions Project
    14. 14. You work for an IT company based in Bangalore, India. Your board wants to improve your company’s practices and performance in terms of gender equality in the workplace. You are tasked by senior management with: I. Identifying the gender related issues within the workplace II. Specifying relevant metrics to monitor progress and include in your sustainability report. Learn how Reporting Drives Gender Equality Case Study One
    15. 15. You work for a bank headquartered in the UK with operations in emerging economies such as South Africa and Bangladesh. A key institutional investor has raised concerns about the lack of access to your products and services by women in these countries. You are tasked by senior management with: • Identifying the gender related access issues that affect your products and services • Specifying relevant metrics to monitor progress and include in your sustainability report Learn how Reporting Drives Gender Equality Case Study Two
    16. 16. You work for a clothing company headquartered in the USA. A leading newspaper, has raised concerns in the media about gender equality issues in your supply chain in South Asia. You are tasked by senior management with: I. Identifying the gender related issues within the supply chain II. Specifying relevant metrics to monitor progress and include in your sustainability report Learn how Reporting Drives Gender Equality Case Study Three
    17. 17. You work for a mining company with operations in Mongolia. A leading international NGO has raised concerns about your organization’s impact on the communities surrounding the main mine you operate, it has specific concerns about the impact the mine has had on local women. You are tasked by senior management with: I. Identifying the potential gender related impacts within the local community II. Specifying relevant metrics to monitor progress and include in your sustainability report Learn how Reporting Drives Gender Equality Case Study Four
    18. 18. Empowerment and Mentoring • Infosys Women Inclusivity Network • Family Matters Network Monitoring • Inclusivity Survey • HEAR - Hearing Employees and Resolving: Grievance and Complaints Mechanism Gender disaggregated data • 35% of the Global Workforce are Women Reality Check: Infosys Technologies, 2008/2009
    19. 19. “Why gender matters” Guidance on how to integrate gender considerations into work with communities • Gender baseline survey • Gender impact assessments • Gender sensitive stakeholder consultation process involving both women & men in the community affected Reality Check: Rio Tinto