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CEDAW for Companies (diversity & inclusion initiative)

Launched in 2020, CEDAW for Companies was inspired by our previous work on The Cities for CEDAW campaign, a U.S.-based grassroots effort that provides tools and leadership to empower local women’s organizations and municipalities to effectively initiate CEDAW within their city, county, or state. Led by the Women’s Intercultural Network in partnership with The Leadership Conference on Civil and Human Rights/The Leadership Conference Education Fund and the NGO Committee on the Status of Women, New York, Cities for CEDAW proved when institutions and people come together, change is in order.
Bringing CEDAW and other gender equality policies to companies is a way to bridge the international policy sphere with the private sector to ensure we are working partners in gender equality.

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CEDAW for Companies (diversity & inclusion initiative)

  1. 1. Enhance your D&I strategy, Environmental Social Governance reporting, and Sustainable Development efforts with this private sector approach to United Nations gender equality policy.
  2. 2. Gender Equality is profit for purpose.
  3. 3. An era calling for change Conversations around sustainable development, diversity & inclusion, and gender equality are buzzing.
  4. 4. • D&I will become a business model and not only a program. • More Chief Diversity Officers. • Focus beyond gender to intersectional focus. • Unconscious bias trainings and focus. • Gender identity policies. • Diversity of political thought. Predicted trends for 2020 McKinsey, Council for Inclusion
  5. 5. SDG 5: Gender Equality Since the introduction of the Millennium Development Goals in 2000, gender equality became mainstream, becoming its own Sustainable Development Goal. Corporations are jumping on board with the global push for enhanced equality.
  6. 6. Women in the Workplace 2019, McKinsey & Company • Despite progress at senior levels, gender parity remains out of reach. • Companies are adding more women to the C-Suite and in senior management. • "Broken career ladder rung" when trying to promote to manager level. • Inclusive and unbiased hiring and promotions.
  7. 7. CEDAW Success Examples *from UN member states • Turkey changed laws to raise marriageable age to 17, allow women to keep maiden names, work outside the home and keep their own wages without permission from their husbands • Honduras created policies to make agricultural training and loans available to women farmers • Austria amended policies for maternity protection and paternity leave • Cambodia created a women’s ministry • Canada created an institute to address health disparities between women and men • Uganda created and funded programs to reduce domestic violence • Israel allocated funding to mammograms • Argentina developed a program to prevent teen pregnancy and care for teen mothers, especially homeless teen mothers • Botswana overturned a law giving citizenship to children of men married to foreigners but not to children of women married to foreigners • Germany, Guatemala, the Philippines, Poland, Portugal, Spain and the United Kingdom, and many other countries, improved maternity leave and child care for women working outside the home
  8. 8. The What: CEDAW Convention on the Elimination of All Forms of Discrimination Against Women CEDAW contains 30 articles and provisions defining the meaning of discrimination against women and establishes means for state parties to make changes that will ensure enhanced gender equality. An international treaty adopted in 1979 by the United Nations General Assembly. Described as an international bill of rights for women, it was instituted on September 3, 1981 and has been ratified by 189 states.
  9. 9. The What: CEDAW Convention on the Elimination of All Forms of Discrimination Against Women • Political Participation • Economic Participation • Education • Reproductive Health • Civil Rights • Access to opportunities
  10. 10. The What: CEDAW Convention on the Elimination of All Forms of Discrimination Against Women • Signatory • Ratification • Accession
  11. 11. Created for countries, adapted for municipalities, launched for companies. Adopted by 189 member states at United Nations with formal CEDAW committee, review processes, and for use with country constitutions. Launched in 2013 at meeting of the UN Commission on the Status of Women to bring CEDAW to the local municipal level for use in city governments and policy. Launched in 2020 after Cities for CEDAW proved a success with the goal to involve corporate governance in CEDAW implementation. UN Member State Level Cities for CEDAW CEDAW for Companies
  12. 12. Why integrate CEDAW? Your vibe attracts your tribe. Do your part to cooperate towards gender equality efforts that 189 UN member states committed to since 1979 and municipalities and governments globally. CEDAW is tried and true, tested and debated for 30 years, and backed by the United Nations making it an excellent benchmarking tool. Create custom benchmarking for internal and external programs, product development efforts, employee development, and more using CEDAW provisions. Association Credibility Accountability Social Responsibility SDGs are a trend in corporate governance. CEDAW integrates with your corporate social responsibility reporting.
  13. 13. De Facto vs. De Jure Equality Situations that are legally recognized. Policies, procedures, laws are examples. CEDAW evaluates these on the basis of their ability to provide equal access for both genders. Situations not legally recognized but that exist. These can be beliefs, attitudes, and informal groups. CEDAW evaluates these on how they potentially limit gender equality and perpetuate unconscious bias. De Jure Equality De Facto Equality
  14. 14. Internal & External CEDAW's 30 provisions are adaptable to internal policies and external product offerings. Be creative with how you use it. • Internal policies • Employee resources • Product development and offerings • Programs for customers and employees
  15. 15. CEDAW Articles & Your Company
  16. 16. CEDAW: Articles 1-6 Helps define discrimination against women and to address and encourage ways to fix “de facto” discrimination.
  17. 17. CEDAW: Articles 7-9 Building gender equality in public and private life. For companies this focuses on your board of governance, committees, and employee resource groups.
  18. 18. CEDAW: Articles 10 -14 Eliminate discrimination in health, economic, social, and cultural life. For companies this means reviewing your health plan offerings, economic offerings, social participation, and company culture.
  19. 19. CEDAW: Articles 10 -14 • Article 10: Education - Are women provided equal training programs? • Article 11: Employment - pay equality, maternity leave policies, mentorship opportunities • Article 12: Health plan access • Article 13: Financial and social life - equality in financial offerings (outside of pay)
  20. 20. CEDAW: Articles 16 - 22 Article 17: established Committee on the Elimination of Discrimination Against Women (company will establish a committee to review CEDAW policies. This can be an existing group). Article 18: Reporting obligation on CEDAW efforts. Article 19-22: Functions of the committee are defined.
  21. 21. Becoming Party to CEDAW
  22. 22. CEDAW 3 Principles Substantive Equality Non- Discrimination State Obligation/Company Obligation
  23. 23. Substantive Equality • Formal: Review existing policies to ensure no formal discrimination exists. • Protectionist: Review policies to ensure they are not “protectionist” by removing women from participation for fear of discrimination. • Corrective: Aims to correct environment that disadvantages women.
  24. 24. Non- Discrimination • De Jure: Your company has a policy on the books that decreases women's' participation. • De Facto: Your company has a culture or values that limit women from participating. • Conducting an initial assessment review is important to know where you stand. Sometimes policies can be contradictory.
  25. 25. State/Company Obligation • Countries ratify CEDAW • Examine company policies to ensure they elevate women • Involve HR and legal • Complaint and redress procedures • Respect,protect, fulfill, promote • Temporary special measures to ensure change and attention to it. • CEDAW normally favors laws, but in this case it will be your policies.
  26. 26. SDG Action Manager • SDG Action Manager allows you to track your organization’s progress against the SDGs. • The tool provides analytical capabilities with metrics you self report. • A tool like this was needed for integrating gender equality policy.
  27. 27. Here are the steps of how we will work together to build a custom solution for your organization so you can use CEDAW. The How: Implementing a CEDAW Procedure
  28. 28. Step 1: Initial Analysis We’ll review the current status of your diversity & inclusion initiatives, Sustainable Development Goal initiatives, and Environmental Social Governance reporting and create an action plan for areas you’d like to improve, build out, or add to. We also take into account the size of your company, projected growth, and business markets to factor in cultural implications. We’ll work together on: • Executive oversight of current and future programs • Gender analysis of women in your company • Employee Resource Groups (ERGs) or internal committees • Formation of a diversity & inclusion or gender equality internal steering committee and advisory board • Complaint handling procedures for instances involving gender equality issues
  29. 29. Step 2: Create your Platform for Action Here we will create a “Platform for Action” for your company that lays out vision, goals, and a path, including a stakeholder breakdown, toolkit resource, and projected impacts on your business units/areas. • CEDAW and your company vision • Set up initial goals for improving programs • Path for CEDAW initiatives • Stakeholder breakdown • Custom toolkit resource • Projected business impacts • ESG and SDG integration • Draft reporting procedure • Development and creation of gender equality initiatives and inclusion practices.
  30. 30. Step 3: Build your Custom Toolkit Depending on the size of your company, its business areas, territories, and sectors, we will build a custom toolkit for the scope of your initiatives, including: • Integration Matrix • Custom program and initiative tracking tools • Internal pledge managers • Stakeholder matrix • Policy review committees • Gender and diversity analysis tools • Steering committee development resources • Additional resources provided by United Nations Global Compact.
  31. 31. Step 4: Establish CEDAW Committee CEDAW adoption requires that you establish a committee to consistently review progress and provide a place to address issues arising. The committee is instrumental in the reporting process and must approve all reports. • Employee Resource Group • Recommended at least one member from legal/policy teams and one from Human Resources. • Composed of diverse employees from all levels • Internal pledge managers to review CEDAW commitments • De Jure team to review policy • De Facto team to review culture • Steering committee development resources
  32. 32. Step 5: Design & Implement Annual Reporting Procedure For your company, we will set up a reporting process and template to enable you to publish your successes. The reporting will provide a summary and overview of your team's efforts, making you a proactive leader in ensuring global workforce gender equality. • Identify issues • Establish benchmarks/milestones for resolving issues • Establish analysis tools for progress • Establish reporting format for ease of publishing • How to market your successes with external communications

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