EMPOWERMENT PRINCIPLES WOMEN’S EQUALITY MEANS BUSINESS UN WOMEN UNITED NATIONS GLOBAL COMPACT Equality MEans BusinEss 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 UN Photo/StePheNie hollymaN and advocacy. 7 Measure and publicly report on progress to achieve gender equality. Acknowledgements PUblicatioN DeSigN: Kathi Rota the Women’s empowerment Principles — equality means business initiative, launched in march 2010, is grateful to many stakeholders from business, civil society, international organizations and governments for their engagement enabling the effort to take root in many companies and constituencies. the Women’s empowerment Principles partnership team consists of: Joan libby hawk laraine mills Special adviser, UN Women and UN global compact Private Sector Partnerships Specialist, UN Women Ursula Wynhoven lauren gula general counsel, Project manager, human Rights & Women's UN global compact office empowerment, UN global compact office Equality MEans BusinEss A Partnership Initiative of UN Women and the UN Global Compact Office EMPOWERMENT PRINCIPLES WOMEN’S EQUALITY MEANS BUSINESS UN WOMEN UNITED NATIONS GLOBAL COMPACT Second Edition 2011 Introduction EmpowEring womEn to participate and programmes —or establish Platform for action adopted by all fully in economic life across all needed new ones— to realize 189 countries at the UN Fourth sectors and throughout all levels women’s empowerment. the World conference on Women in of economic activity is essential to: Principles also reflect the interests 1995 and the millennium Declaration of governments and civil society adopted by 189 countries in 2000, ■ build strong economies; and support interactions among contribute to the overarching human ■ establish more stable and just rights framework.1 stakeholders societies; as achieving gender equality these international standards ■ achieve internationally- requires the participation of all illuminate our common aspiration for agreed goals for development, actors. as a leader in gender a life where the doors of opportunity sustainability and human rights; equality, UN Women brings decades are open to all. Where people can ■ improve quality of life for women, of experience to this partnership live free from violence, exercise legal men, families and communities; effort with the UN global compact, redress and expect states to live up and the world’s largest corporate to their obligations to respect and citizenship initiative with more than protect the human rights of women, ■ Propel businesses’ operations 8,000 business participants and men and children and provide and goals. other stakeholders involved in more appropriate government services yet, ensuring the inclusion of than 135 countries. such as education and health. women’s talents, skills, experience in an increasingly globalized and these conventions inform national and energies requires intentional interconnected world, utilizing all law and help shape common values actions and deliberate policies. the social and economic assets is adopted by institutions throughout Women’s empowerment Principles, crucial for success. yet, despite the world. business leaders, a partnership initiative of UN Women progress, women continue working in close association with and UN global compact (UNgc), to confront discrimination, their peers, with governments, provide a set of considerations to marginalization and exclusion, nongovernmental organizations and help the private sector focus on even though equality between the United Nations2, seek to apply key elements integral to promoting men and women stands as a these international standards that gender equality in the workplace, universal international precept—a uphold an individual’s rights through marketplace and community. fundamental and inviolable human their specifically designed policies enhancing openness and inclusion right. Nearly all countries have and programmes. their corporate throughout corporate policies and affirmed this value through their commitment, reflected through the operations requires techniques, recognition of the standards company’s mission statement and tools and practices that bring contained in international human supported through public reporting results. the Women’s empowerment rights treaties, which articulate on policies and practices, attests Principles, forged through an for states a broad range of to the growing realization of how international multi-stakeholder civil, political, economic, social important these values are to consultative process, provide and cultural rights. Distinctive business and their communities.3 a “gender lens” through which documents highlight a spectrum While much has been accomplished business can survey and analyze of state responsibilities and human through the integration of current practices, benchmarks and rights protections for women, principles and actions on corporate reporting practices. indigenous peoples, children, responsibility, diversity and informed by real-life business workers and people with disabilities. inclusion, the full participation of practices, the Principles help additionally, internationally agreed- women throughout the private companies tailor existing policies on documents such as the beijing sector – from the ceo’s office to the factory floor to the supply chain – remains unfulfilled. current research demonstrating that gender diversity helps business perform better signals that self interest and common interest can come together. UN Women, the UN global compact, other leading UN agencies, the World bank and the World economic Forum, reinforce these findings.4 governments also recognize that women’s inclusion drives development, and acknowledge that achieving the millennium Development goals and national economic and development plans requires rapidly moving towards gender equality.5 in a globally interdependent political, social and economic environment, partnerships play an increasingly vital role to: ■ create a vibrant business environment involving a broad spectrum of actors, collaborators, contributors and innovators to open opportunities for women and men; and ■ enable the active and interactive participation of governments, international financial institutions, the private sector, investors, nongovernmental organizations, academia and professional organizations to work together. in the spirit of partnership, UN Women and the UN global compact offer the Women’s empowerment Principles in the hope that using them as a UN Photo/t. bolStaD targeted “gender lens” inspires and intensifies the efforts to bring women in at all levels. Equality does mean business. WOmEN'S EmPOWErmENt PrINCIPlES/EqUAlIty mEANS bUSINESS ■ 3 Women’s Empowerment 1 Leadership Promotes Gender Equality 2 Equal Opportunity, Inclusion and 3 Health, Safety and Freedom from Violence ■ affirm high-level support and Nondiscriminiation ■ taking into account differential direct top-level policies for impacts on women and ■ Pay equal remuneration, gender equality and human men, provide safe working including benefits, for work of rights. conditions and protection equal value and strive to pay ■ establish company-wide from exposure to hazardous a living wage to all women and goals and targets for gender materials and disclose men. equality and include progress potential risks, including to ■ ensure that workplace policies reproductive health. as a factor in managers’ and practices are free from performance reviews. ■ establish a zero-tolerance gender-based discrimination. ■ engage internal and policy towards all forms of ■ implement gender-sensitive violence at work, including external stakeholders in the recruitment and retention verbal and/or physical development of company practices and proactively abuse and prevent sexual policies, programmes and recruit and appoint women harassment. implementation plans that to managerial and executive advance equality. ■ Strive to offer health insurance positions and to the corporate ■ ensure that all policies are or other needed services board of directors. gender-sensitive – identifying – including for survivors of ■ assure sufficient participation domestic violence – and factors that impact women of women – 30% or greater ensure equal access for all and men differently – and that – in decision-making and employees. corporate culture advances governance at all levels and equality and inclusion. ■ Respect women and men across all business areas. workers’ rights to time off for ■ offer flexible work medical care and counseling options, leave and re-entry for themselves and their opportunities to positions of dependents. equal pay and status. ■ in consultation with ■ Support access to child and employees, identify and dependent care by providing address security issues, services, resources and including the safety of women information to both women traveling to and from work and and men. on company-related business. ■ train security staff and managers to recognize signs of violence against women and understand laws and company policies on human trafficking, labour and sexual exploitation. Principles 4 Education 5 Enterprise ■ Work with community stakeholders, officials and and Training Development, others to eliminate discrimination ■ invest in workplace policies Supply Chain and exploitation and open opportunities for women and and programmes that open avenues for advancement and Marketing girls. of women at all levels and Practices ■ Promote and recognize women’s across all business areas, leadership in, and contributions ■ expand business relationships and encourage women to to, their communities and with women-owned enterprises, enter nontraditional job ensure sufficient representation including small businesses, and fields. of women in any community women entrepreneurs. ■ ensure equal access to consultation. ■ Support gender-sensitive all company-supported ■ Use philanthropy and grants solutions to credit and lending education and training programmes to support barriers. programmes, including company commitment to literacy classes, vocational ■ ask business partners and inclusion, equality and human and information technology peers to respect the company’s rights. training. commitment to advancing 7 ■ Provide equal opportunities equality and inclusion. for formal and informal ■ Respect the dignity of women Transparency, networking and mentoring. in all marketing and other company materials. Measuring and ■ articulate the company’s business case for women’s ■ ensure that company products, Reporting empowerment and the services and facilities are not ■ make public the company positive impact of inclusion used for human trafficking and/ policies and implementation for men as well as women. or labour or sexual exploitation. plan for promoting gender equality. 6 ■ establish benchmarks that Community quantify inclusion of women at Leadership and all levels. Engagement ■ measure and report on progress, both internally ■ lead by example – showcase and externally, using data company commitment to disaggregated by sex. gender equality and women’s ■ incorporate gender markers into empowerment. ongoing reporting obligations. ■ leverage influence, alone or in partnership, to advocate for gender equality and collaborate with business partners, suppliers and community leaders to promote inclusion. women's empowerment principles/equality means business ■ 5 Principles into Practice: 3 Health, Safety companies from around the world already furnish concrete examples of how they advance women’s empowerment. the examples that follow, matched to each of the seven and Freedom distinct Women’s empowerment Principles, showcase from Violence actions and policies to learn from and emulate; they ■ building on a company- initiated study to determine derive from the large collection of company-submitted the economic benefits to examples titled, Companies Leading the Way: Putting companies of employee health the Principles into Practice. awareness, a large apparel company partners with health 1 2 education professionals to Leadership Equal offer trainings to employees Promotes Opportunity, on reproductive and maternal health, disease prevention and Gender Equality Inclusion and access to care. ■ an international mining group Nondiscrimination ■ Recognizing the need to support working parents, headquartered in the UK, ■ to retain and attract more a Kenyan communications commissioned a resource guide qualified women, an eastern company offers free on-site day on how to engage women and european microfinance care and an in-house physician, community groups as a major group initiated a broad- in addition to comprehensive policy directive of its business based data collection and medical coverage that includes operations. analysis exercise, followed pre- and post-natal care. ■ a company assessment at up with recommendations on the highest level by a global ■ two Spanish companies offer the treatment of its female accounting and consulting victims of domestic violence job employees. firm determined that the placement services specifically ■ in an effort to close gender- tailored to their needs to ease company was losing out on based pay gaps, a global transition to the workplace. business by failing to attract insurance group dedicated 1.25 and retain highly skilled female ■ a Sri lankan apparel million euros over three years. professionals and, on the basis manufacturer demonstrates of these findings, worked to ■ a large financial services its commitment to creating change company culture and company in australia offers and maintaining a safe and policies through leadership and a parental leave policy that healthy work environment – and board involvement. provides a total of two years recognition of the differential parental leave for the primary needs of its female and ■ the leadership of an east care giver, which can be male employees – through asian apparel manufacturer taken flexibly, rather than a range of targeted policies implemented an integrated, on a full-time basis. and programmes, including comprehensive approach to women’s empowerment through ■ to support diversity and special care for pregnant programmes recognizing female inclusion, a multinational employees, and systematic risk employees’ accomplishments steel company established a assessments and monitoring and supporting women’s special committee comprised of its plants, processes and advancement in the company of management and women equipment. through wide-ranging workers that identifies concerns education, training and safety of female employees and in initiatives. response organizes trainings and programmes. Company Examples 4 Education and 5 Enterprise ■ a multinational mining company with operations in Training Development, ghana implemented a gender ■ to open opportunities for Supply Chain mainstreaming programme to encourage female employees women’s career advancement in it fields, a US-based and Marketing to assume greater responsibility multinational technology company maintains strategic Practices within the mine and connect to the local community. ■ Recognizing the expanding partnerships with women’s ■ a US-based multinational role of women entrepreneurs, a organizations in many of the apparel manufacturer awards large UK-based bank launched countries where it operates, grants to community-based specialized financial services, to promote education and organizations working to microfinance opportunities training and recognize women’s empower women in localities and business loans and also accomplishments in it. where it does business. provides an online resource ■ a large european airline center for women entrepreneurs 7 company reaches out to youth through education projects to running small and medium- sized enterprises. Transparency, break down the barriers that traditionally limit women to ■ a Swedish manufacturer Measuring and certain jobs in the industry and helps women producers of raw materials in developing Reporting men to others. ■ a mid-sized israeli fashion countries to trade directly ■ a large financial services with the manufacturer, thus company became the first of company in australia offers improving their income by its size in israel to voluntarily numerous initiatives aimed at reducing the number of publicize a Social and supporting women in business, intermediaries in the supply environmental Responsibility including an online platform chain. Report reflecting its to help australian women commitment to gender equality. ■ to make the scope of violence connect with other women in ■ a Spanish financial institution against women visible to an business internationally to share publicizes its commitment to international public, a global information, research and career equal opportunity and inclusion advertising company partnered advice. on its website and regularly with a UN organization to ■ a chinese international develop a public awareness undergoes external equality transport company established campaign using television and diagnostics validated by an special employee committees to the internet. autonomous government body. identify and design programmes ■ a South african mining and information tailored to the 6 company includes a detailed distinct needs and interests of female workers. Community breakdown of employment Leadership and by gender and race per occupational level in its Engagement sustainability reporting. ■ a large international cosmetics ■ two australian companies—one company launched and sold banking, one consulting— UN Photo/SaNJeev KUmaR products to raise funds for use the seven Women’s community-based organizations empowerment Principles as a working to end domestic gender equality report guide. violence around the world. women's empowerment principles/equality means business ■ 7 How to Make & Measure the following suggestions align with each of the seven ■ are sufficient numbers of women – 30 percent or greater – being Women’s empowerment Principles and indicate approaches recruited and interviewed? Do on how to make and measure progress. however, the most interview panels have sufficient powerful assessment tools derive from an organization’s own numbers of women participating? culture and objectives, matched with a clear measurement ■ What is the retention rate for framework. While we share common goals, the routes to get female employees by employee category and job title compared there will, by necessity, be diverse. to male employees? 1 2 ■ has the company designed flex- Leadership Equal Opportunity, ible work options that incorporate Promotes Inclusion and the specific and different needs of women and men? Gender Equality Nondiscrimination ■ are there accessible channels for Define clearly company’s strategic Prominently publicize an explicit filing grievances on gender-based case for advancing gender company statement that prohibits discrimination, harassment and equality within the organization gender-based discrimination violence? and in its field. in hiring, retention policies, 3 Health, Safety establish a high-level task force promotion, salaries and benefits. to identify priority areas, establish Design recruitment initiatives that benchmarks and monitor reach out to more women. and Freedom company progress. Review and analyze remuneration from Violence include company-wide goals of all employees by gender, Prominently publicize the for progress towards gender employee category and job title. company's zero tolerance policy equality in job descriptions and ensure equal opportunities for and provide ongoing training. performance reviews. women to lead on important Undertake a gender-sensitive assignments and task forces. Things To consider… inventory of health and safety ■ is the stated commitment to Survey employees to elicit conditions. advancing equality and promoting the views of women and men Survey employees to elicit the nondiscrimination and fairness towards company policies on views of women and men on prominently featured on the equal opportunity, inclusion, health, safety and security issues. company’s website, in company nondiscrimination and retention. recruiting materials and corporate tailor company health and safety establish and implement a sustainability reports? policies to serve the distinctive confidential grievance policy concerns and needs of women ■ is there a designated board-level and procedure for incidents of and men, including pregnant individual who champions the discrimination, sexual harassment women, people with hiv/aiDS, organization’s gender equality and gender-based violence. people with disabilities and other policies and plans? vulnerable groups and provide the Things To consider… ■ are there trainings, including for ■ is there a gender breakdown of resources to implement them. male leaders, on the importance the company’s board of directors of women’s participation and Things To consider… and top management? ■ is safety and other equipment the inclusion? ■ Does the company track and appropriate size for both women ■ Does the company’s annual analyze promotions by gender, and men? report or sustainability report employee category and title? include leadership statements on ■ are there separate toilets and, if ■ are fair pay reviews conducted on necessary, changing facilities for reaching gender equality goals? a regular basis? both women and men? Progress■ are company grounds adequately champion’ within the organization to target women-owned enterpris- es and help develop their capacity to become quality suppliers. Request information from current craft a community impact analysis that marks the specific impacts on women and girls when establishing or expanding presence in a community. lit? and potential suppliers on their Things To consider… ■ are female health care gender and diversity policies ■ What initiatives are supported by professionals available in and include these in criteria for the company to promote equality company-provided health business selection. in the community and how many services? women and girls, men and boys Things To consider… do they reach? 4 ■ Does the company perform Education analyses of its existing supply chain to establish the baseline ■ Does the company survey participants through focus and Training number of suppliers that are groups or written comments for train and educate employees, women-owned enterprises? feedback? particularly male staff, on the ■ how many of the company’s ■ Does the company review its company’s business case for suppliers have gender equality criteria and policies that determine women’s empowerment. policies and programmes? community engagement activities offer career clinics and mentoring ■ What is the ratio of women- against results and community programmes for women’s career owned enterprises compared to feedback? development at all stages. other suppliers? ■ are women’s contributions to Promote training programmes ■ how does the company record their communities recognized and tailored for women. complaints regarding its portrayal publicized? of women and girls in marketing 7 Things To consider… and other public materials, and how ■ What is the distribution between does it act on these concerns? Transparency, women and men of training and professional development Measuring and 6 Community Reporting opportunities? ■ how many hours of training do women and men participate Leadership and Report annually, by department, on company gender equality plans in annually, analyzed by job Engagement and policies, using established category and title? benchmarks. Define company community ■ are the demands of employees’ engagement initiatives that Publicize findings on company family roles considered when empower women and girls. efforts towards inclusion and scheduling trainings and advancing women through all encourage company executives education programmes? appropriate channels and pre- to undertake community consultations with local leaders existing reporting obligations. 5 Enterprise –women and men—to establish include monitoring and evaluation strong ties and programmes that of company gender equality Development, benefit all community members. goals into ongoing performance Supply Chain indicators. and Marketing Things To consider… ■ Does tracking along the Practices benchmarks for advancing Prominently publicize an women demonstrate that the company is moving positively? UN Photo/Ky chUNg executive level policy statement on the organization’s support ■ What opportunities exist for gender equality practices throughout the company for in its supply chain. review, analysis and discussion of identify a ‘women’s enterprise performance? women's empowerment principles/equality means business ■ 9 Where Women Stand: Facts and Figures Women at Risk between 40% and 50% of women according to a 2011 Deloitte in the european Union reported report urging the public and private ■ more people have been lifted out some form of sexual harassment in sectors to reap this benefit by of poverty in the last 50 years than investing in women and bringing the workplace.8 in the previous 500; yet more than them into leadership positions. 1.2 billion still subsist on less than ■ the cost of intimate partner violence in the United States alone the report highlighted the growing $1 per day.1 according to some power of women consumers – estimates, women represent 70% exceeds US$5.8 billion per year: US$4.1 billion is for direct medical already controlling roughly US$20 of the world’s poor. trillion of total consumer spending and health care services, while ■ the international Fund for globally and influencing up to 80% productivity losses account for agriculture and Development (iFaD) of buying decisions.13 nearly US$1.8 billion.9 reports that in the developing world, ■ a 2011 report from the international the percentage of land owned by ■ in canada, a 1995 study estimated the annual direct costs of violence labour organization (ilo) and women is less than 2%.2 asian Development bank (aDb) against women to be approximately ■ according to U.S. government- revealed that a gender equality gap can$1.17 billion a year. a 2004 sponsored research completed in employment rates for women as study in the United Kingdom in 2006, approximately 800,000 compared to men cost asia $47 estimated the total direct and people are trafficked across national billion annually – fully 45% of women indirect costs of domestic violence, borders annually. approximately remained outside the workplace including pain and suffering, to be 80% of transnational trafficking compared to 19% of men.14 £23 billion per year or £440 per victims are women and girls and up ■ in 2007, goldman Sachs reported person.10 to 50% are minors.3 that different countries and regions ■ an estimated 72% of the world’s Women and of the world could dramatically in- 33 million refugees are women and crease gDP simply by reducing the children.4 HIV/AIDS gap in employment rates between ■ the aiDS epidemic has a unique men and women: the eurozone ■ every minute somewhere in the world a woman dies due to impact on women, exacerbated could increase gDP by 13%; Japan complications during pregnancy by their role within society and by 16%; the US by 9%.15 and childbirth.5 their biological vulnerability to hiv infection – more than half of the Women and Education estimated 33 million people living Violence against Women with hiv worldwide are women.11 ■ about two-thirds of the estimated ■ the most common form of violence 776 million adults – or 16% of ■ the prevalence of violence and of the world’s adult population – experienced by women globally hiv/aiDS is interrelated. Women’s who lack basic literacy skill are is physical violence inflicted by an inability to negotiate safe sex and women.16 in developing countries, intimate partner. on average, at refuse unwanted sex is closely nearly 1 out of 5 girls who least 6 out of 10 women are beaten, linked to the high prevalence of hiv/ enrolls in primary school does coerced into sex or otherwise aiDS. Women who are beaten by not complete her primary abused by an intimate partner in the their partners are 48% more likely to education. course of their lifetime.6 be infected with hiv/aiDS12. ■ it is estimated that, worldwide, 1 in 5 ■ the Women’s learning Partnership (WlP) estimates that worldwide, women will become a victim of rape Women and the for every year beyond fourth grade or attempted rape in her lifetime.7 ■ Women experience sexual Business Case that girls attend school, wages rise ■ investing in women can yield a 20%, child deaths drop 10% and harassment throughout their lives. family size drops 20%.17 significant “gender dividend”, Gender Terms Empowerment Gender Equity a specific condition or situation, and empowerment means that people - gender equity means that women and measures changes in that condition both women and men – can take con- men are treated fairly according to their or situation over time. the difference trol over their lives: set their own agen- respective needs. this may include between an indicator and a statistic is das, gain skills (or have their own skills equal treatment or treatment that is that indicators should involve compari- and knowledge recognized), increase different but considered equivalent in son with a norm. gender-sensitive indi- self-confidence, solve problems, and terms of rights, benefits, obligations cators measure gender-related chang- develop self-reliance. it is both a proc- and opportunities. in the development es in society over time; they provide ess and an outcome. context, a gender equity goal often a close look at the results of targeted requires built-in measures to compen- gender-based initiatives and actions. Gender sate for the historical and social disad- gender refers to the array of socially vantages of women. Sex-Disaggregated Data constructed roles and relationships, Sex-disaggregated data can be de- personality traits, attitudes, behaviours, Gender Perspective/ fined as data that is collected and pre- values, relative power and influence that society ascribes to the two sexes “Gender Lens” sented separately on women and men. it is quantitative statistical information a gender perspective/“gender lens” on a differential basis. Whereas bio- on the differences and inequalities be- can be defined as a focus that brings logical sex is determined by genetic tween women and men. there is wide- a framework of analysis in order to as- and anatomical characteristics, gender spread confusion over, and misuse of, sess how women and men affect and is an acquired identity that is learned, the terms “gender-disaggregated data” are affected differently by policies, changes over time, and varies widely and “sex-disaggregated data”. Data programmes, projects and activities. it within and across cultures. gender should necessarily be sex-disaggre- enables recognition that relationships is relational and refers not simply to gated but not gender-disaggregated between women and men can vary women or men but to the relationship since females and males are counted depending on the context. a gender between them. according to their biological differ- perspective takes into account gender ence and not according to their social roles, social and economic relation- Sex ships and needs, access to resources, behaviours. the term gender-disag- Sex refers to the biological character- gregated data is frequently used, but and other constraints and opportuni- istics that define humans as female or it should be understood as sex-disag- ties imposed by society or culture, male. these sets of biological char- age, religion, and/or ethnicity on both gregated data. acteristics are not mutually exclusive women and men. as there are individuals who possess Gender Mainstreaming both, but these characteristics gener- ally differentiate humans as females Gender Analysis gender mainstreaming is the process of assessing the implications for wom- gender analysis is a systematic ex- and males. en and men of any planned action, amination of the different impacts of development, policies, programmes including legislation, policies or pro- Gender Equality and legislation on women and men grammes, in any area and at all levels. gender equality describes the concept that entails, first and foremost, col- it is a strategy for making women’s as that all human beings, both women lecting sex-disaggregated data and well as men’s concerns and experienc- and men, are free to develop their per- gender-sensitive information about the es an integral dimension in the design, sonal abilities and make choices with- population concerned. gender analysis implementation, monitoring and evalu- out the limitations set by stereotypes, can also include the examination of ation of policies and programmes in all rigid gender roles, or prejudices. gen- the multiple ways in which women and political, economic and social spheres, der equality means that the different men, as social actors, engage in strat- such that inequality between women behaviours, aspirations and needs of egies to transform existing roles, rela- and men is not perpetuated. women and men are considered, val- tionships, and processes in their own ued and favoured equally. it does not interest and in the interest of others. SourceS: United Nations international Re- mean that women and men have to search and training institute for the advance- ment of Women (iNStRaW), 2004; UNeSco become the same, but that their rights, responsibilities and opportunities will Gender-Sensitive Indicator geNia toolkit for Promoting gender equality an indicator is a pointer. it can be a in education; and itc-ilo training module: not depend on whether they are born introduction to gender analysis and gender- measurement, a number, a fact, an female or male. Sensitive indicators gender campus, 2009 opinion or a perception that focuses on women's empowerment principles/equality means business ■ 11 EndnotEs IntroductIon orities/genderandReporting/. toring progress, with a timeline for achievement 1 gender equality has been recognized as a hu- by 2015. growing concern that the mDgs will not a recent report (January 2010) by mcKinsey & man right since the establishment of the United be met is accompanied by growing recognition company, ‘the business of empowering Women’, Nations. that achievement of gender equality is critical to presents a case for why and how the private sec- the 1948 Universal Declaration of human Rights achievement of all other mDgs. See: http://www. tor can intensify its engagement in the economic (UDhR) and the 1976 international convenants on un.org/millenniumgoals/ and http://mdgs.un.org/ empowerment of women in developing countries civil and Political Rights (iccPR) and economic, unsd/mdg/Resources/Static/Products/Prog- and emerging markets. the report draws on Social and cultural Rights (iceScR) all contain ress2008/mDg_gender_Progress_chart_2008_ insights from interviews with more than 50 lead- clear statements on the right of women to be en.pdf. See also, ‘the importance of Sex’, The ers and experts in the private and social sectors free from discrimination. the convention on the Economist, april 2006; and ‘Financing gender who focus on women’s empowerment, as well elimination of all Forms of Discrimination against equality is Financing Development’, UNiFem as findings from a global survey of nearly 2,300 Women (ceDaW), adopted by the general as- Discussion Paper, 2008. senior private sector executives, among others. sembly in 1979, obliges signatories to undertake See: http://www.mckinsey.com/clientservice/ actions to ensure gender equality in both the Where Women Stand: FactS and Social_Sector/our_practices/economic_Develop- private and public spheres and to eliminate tradi- FIgureS ment/Knowledge_highlights/empowering_wom- 1 tional stereotyped ideas on the roles of the sexes. Women’s Funding Network. 2007. World Poverty en.aspx. importantly, governments at the 1995 Fourth UN Day: investing in Women – Solving the poverty World conference on Women in beijing, laid out Research by the london business School centre puzzle. Poverty Statistics. available from: http:// specific actions set to attain the equality and for Women in business found that gender parity www.wfnet.org/sites/wfnet.org/files/jenn/Pov- empowerment standards set by ceDaW, in the in teams leads to more innovation, making a erty%20Statistics.doc. beijing Platform for action. For more informa- clear business case for diversity. See ‘innova- 2 iFaD website (fact sheet on women), accessed tion on legal instruments and other relevant tive Potential: men and Women in teams, 2007, 27 February 2009: http://www.ifad.org/pub/fact- international standards of particular importance available at: http://www.london.edu/assets/ sheet/women/women_e.pdf to women's human rights and gender equality, documents/facultyandresearch/innovative_Po- including ceDaW and other treaty bodies, see: tential_Nov_2007.pdf. 3 USaiD website, accessed 27 February 2009: http://www.un.org/womenwatch/daw/beijing/ http://www.usaid.gov/our_work/cross-cutting_ 4 additional examples supporting the business platform/plat1.htm. programs/wid/wid_stats.html. case for gender equality include two recent stud- 2 employees’ and workers’ rights are addressed ies on gender diversity and corporate perfor- 4 Ibid. by numerous international standards, conven- mance by mcKinsey and company, conducted 5 UNiceF. 2009. State of the World’s children: tions and recommendations of the international in partnership with the Women’s Forum for the maternal and Newborn health. available from: labour organization (ilo). While ilo instruments economy & Society. their research demon- http://www.unicef.org/sowc09/ are applicable to both women and men, there are strated the link between the presence of women a number which are of specific interest for women in corporate management teams and compa- 6 United Nations. 2008. Unite to end violence workers. See the ilo bureau for gender equality nies’ organizational and financial performance, against Women Fact Sheet. available from: http:// and the ilo library online Resource guide – gen- suggesting that the companies where women endviolence.un.org/docs/vaW.pdf. also, UNiFem der equality in the World of Work: http://www.ilo. are most strongly represented at board or top- 2008 ‘violence against Women: facts and figures’. org/public/english/support/lib/resource/subject/ management level are also the companies that [http://www.unifem.org/attachments/gender_is- gender.htm. perform best. Further research on female leader- sues/violence_against_women/facts_figures_vio- ship showed that behaviors more often applied lence_against_women_2007.pdf ]. Founded in 2000, the UN global compact is a by women reinforce a company’s organizational strategic policy initiative for businesses that are 7 Ibid. performance on several dimensions, and will committed to aligning their operations and strate- be critical to meet the expected challenges 8 Ibid. gies with ten universally accepted principles in companies will face over the coming years. See the areas of human rights, labour, environment 9 United Nations. 2008. Unite to end violence ‘Women matter: gender diversity, a corporate and anti-corruption. See: www.unglobalcompact. against Women Fact Sheet. available from: http:// performance driver’ (2007) and ‘Women matter org. endviolence.un.org/docs/vaW.pdf 2: Female leadership, a competitive edge for the in 2005 the United Nations Secretary-general future’ (2008). 10 Ibid. Kofi annan appointed Professor John Ruggie as For research and resources of the Women lead- 11 UNaiDS. 2008. Report on the global aiDS Special Representative on the issue of human ers and gender Parity Programme of the World epidemic. http://data.unaids.org/pub/globalRe- rights and transnational corporations and other economic Forum, see http://www.weforum. port/2008/jc1510_2008_global_report_pp29_62_ business enterprises. the mandate includes org/en/communities/Women%20leaders%20 en.pdf identifying and clarifying standards of corporate and%20gender%20Parity/index.htm. For responsibility and accountability with regard to 12 global coalition on Women and aiDS website, information on the World bank’s work on gender, human rights. https://www.un.org/. accessed 27 February 2009. http://womenan- including gender equality as Smart economics – daids.unaids.org/; also, UNaiDS 2008 Report on 3 over the past 10 years, there has been an a World bank group action Plan, see: http://web. the global aiDS epidemic: http://data.unaids.org/ increase in business’ attention to corporate worldbank.org/WbSite/eXteRNal/toPicS/eXt pub/globalReport/2008/jc1510_2008_global_re- responsibility and sustainability reporting through geNDeR/0,,menuPK:336874~pagePK:149018~pi port_pp29_62_en.pdf a variety of mechanisms. one example is the PK:149093~theSitePK:336868,00.html UN global compact requirement on annual 13 the gender Dividend: making the business 5 the “multiplier effect” of gender equality has communications on Progress (see: http://www. case for investing in women. 2011. available from been increasingly acknowledged. Studies con- unglobalcompact.org/coP/index.html). another http://www.deloitte.com/investinginwomen tinue to show that lowering the social, economic example is the global sustainability reporting and political barriers faced by women and girls 14 Women and labour markets in asia: Rebal- framework developed by the global Reporting extends education, decreases child mortal- ancing for gender equality. 2011. available from initiative (gRi), which sets out principles and ity and vulnerability to hiv and aiDS. Women’s http://www.ilo.org/asia/whatwedo/publications/ indicators that organizations can use to mea- greater labour force participation reduces lang--en/WcmS_154846/index.htm sure and report their economic, environmental poverty through increased productivity and and social performance. in 2008-09, the gRi 15 goldman Sachs group, inc. 2007. ‘gender earnings. conversely, systematic discrimination worked with the international Finance corpora- inequality, growth and global ageing’. against women and girls will make it impossible tion (iFc) on a research and consultation project for many to meet the poverty and other targets 16 UNeSco 2008. education for all, global aimed at addressing the gap between gender of the millennium Development goals. millen- monitoring Report 2009. available from: http:// and sustainability reporting, culminating in the nium Development goal 3 is to promote gender www.unesco.org/en/education/efareport/ resource document, ‘embedding gender in equality and empower women, and is one of eight reports/2009-governance/ Sustainability Reporting, a practitioner’s guide’ to mDgs drawn from the millennium Declaration, help organizations worldwide create opportunities 17 Women’s learning Partnership for Rights, that was adopted by 189 governments in 2000. for women, adopt best practices in sustainability Development and Peace website, accessed 27 the mDgs address the world’s main development reporting, and improve companies’ bottom lines. February 2009: http://www.learningpartnership. challenges, and have time-bound and measur- See: http://www.globalreporting.org/currentPri- org/en/resources/facts/humanrights. able targets accompanied by indicators for moni- CEO Statement of Support Engages Business Leaders and Companies the Women's empowerment Principles' ceo Statement of Support (see below) enables business leaders to commit publicly to align company policies to advance gender equality. by signing, ceos signal their intention to integrate and implement the Women's empowerment Principles from the board room, to the workplace, along the supply chain to the community. We, business leaders from across the globe, express support for global compact. the Principles present seven steps that business advancing equality between women and men to: and other sectors can take to advance and empower women. ■ bring the broadest pool of talent to our endeavours; equal treatment of women and men is not just the right thing to do – it is also good for business. ■ Further our companies’ competitiveness; the full participation of women in our enterprises and in the larger ■ meet our corporate responsibility and sustainability community makes sound business sense now and in the future. a commitments; broad concept of sustainability and corporate responsibility that ■ model behaviour within our companies that reflects the society embraces women’s empowerment as a key goal will benefit us all. we would like for our employees, fellow citizens and families; the seven steps of the Women’s empowerment Principles will help ■ encourage economic and social conditions that provide us realize these opportunities. opportunities for women and men, girls and boys; and We encourage business leaders to join us and use the Principles as guidance for actions that we can all take in the workplace, ■ Foster sustainable development in the countries in which we marketplace and community to empower women and benefit our operate. companies and societies. We will strive to use sex-disaggregated therefore, we welcome the provisions of the Women’s data in our sustainability reporting to communicate our progress to empowerment Principles – equality means business, produced and our own stakeholders. disseminated by the United Nations entity for gender equality and Please join us. the empowerment of Women (UN Women) and the United Nations 1a consultores, S. coop ciNq technologies Fomento de construcciones y contratas, S.a. Parsons brinckerhoff australia aaK - aarhusKarlshamn ab coca-cola hbc croatia (grupo Fcc) PaRticiP gmbh ac Servicios, e.i. cognitis group gamesa corporación tecnológica, S.a. Pax World management llc accenture comme il faut geolog international b.v. Pepsico access bank plc companhia de Pesquisa de Recursos minerais gesproenergía S.l. Petrobras açovisa indústria e comercio de aços (cPRm) gevaram quality envelopes limited Poppins corporation especiais ltda. copel (companhia Paranaense de energia) grameen Solutions limted Pottinger aitken Spence Plc corporació de Salut del mesresme i la Selva groscon administradora de consórcio ltda PPR alcan iceland ltd. / Rio tinto Dainetsu co., ltd grupo gesor Procter & gamble Japan K.K. alcatel-lucent Dean’s beans grupo lacera Pt Rajawali corpora alguas, S.l. Deloitte croatia grupsa (grupo metal System, S.a.) Puentes y calzadas infraestructuras S.l.U. allens arthur Robinson Deloitte iceland gutierrez Rozos y asociados Pwc australia andaluza de montajes eléctricos y Deloitte touche tohmatsu hartmann, ltd. Rabutec telefónicos, S.a. (ametel, S.a.) Dentsu inc. heidrick & Struggles Resona holdings, inc. aReva the Dow chemical company hidroeléctrica el chocón S.a. Ricoh company, ltd. arla Foods amba edegel S.a.a. horitomi commercial & industrial co., ltd. Roadmap excelencia y Responsibilidad arup australasia (ove arup & Partners edelnor S.a.a. hospital moncloa, S.a. Rodovalho advogados international ltd.) edesur S.a. hospital Plató Rosy blue atlantic grupa d.d. efectivamente comunicación, S.l. hrvatski telekom Sabancı holding a.¸ S aviva plc ega maSteR S.a. iNcca Sistemas ltda – me Sakai chemical industry co., ltd. avon Products, inc. eletrobras (centrais eléctricas brasileiras, S.a.) indra Satec avvocato michela cocchi - Studio legale eletrobras amazonas energia infosys technologies limited SeKem group ˘ ay marka magazacılık a.¸ S. eletrobras cepel (centro de Pesquisas de iNgecal, ingeniería de la calidad y el medio Serviço Federal de Processamento de Dados banca cívica energia eléctrica) ambiente S.l. (SeRPRo) banco do brasil eletrobras chesf (companhia hidro elétrica do instituto de crédito oficial Sharp corporation bbK - bilbao bizkaia Kutxa São Francisco) Íslandsbanki Shimano, inc. bbva eletrobras Distribuição acre itaipu binacional Shiseido co., ltd. belcorp eletrobras Distribuição alagoas Jardican S.l.U. Skats leadership Development consult, ltd. berlitz international, inc. eletrobras Distribuição Piauí JSl Stainless ltd. Sri lanka institute of Nanotechnology (Pvt) ltd. bianchi marketing, comunicações e eventos, eletrobras Distribuição Rondônia Kaffitar SUe “vodokanal of St. Petersburg” ltda. eletrobras Distribuição Roraima the Kansai electric Power co., inc. Sungjoo group / mcm bianchi assessoria y eventos ltda. eletrobras eletronorte (centrais elétricas do Kao corporation Symantec corporation bianchi institute Norte do brasil, S.a.) Kowa co., ltd. takashimaya co., ltd. bmc maderas S.a. eletrobras eletronuclear (eletrobras KPmg Spain tDc a/S bNP Paribas termonuclear, S.a.) la Poste teijin limited bodegas emilio moro S.l. eletrobras eletrosul (eletrosul centrais landsvirkjun tejeda & encinas hispano Portuguesa de bolsacheia.com elétricas, S.a.) legalitas quality assurances (l.q.a.) abogados y asociados, S.l. boyner holding eletrobras Furnas (Furnas centrais eléctricas, levi Strauss & co. thai airways international Public company ltd. bull-Dog Sauce co., ltd. S.a.) lyfja hf tima international gmbh byr empresa brasileira de Pesquisa agropecuária macrosad Sca the tokyo electric Power company, inc. cairo Scientific company (embrapa) maeda confectionery co., ltd. total caixa econômica Federal endesa S.a. maplecroft tryg caja de ahorros de valencia, castellón y endesa ampla marel hf United Nations Federal credit Union alicante, baNcaJa endesa brasil merck Unitronics caja Navarra endesa cachoeira microlife informatica de Franca ltda. val Rocha engenharia ltda caJamaR caja Rural endesa chile S.a. microsoft corporation vÍS insurance ltd. calvert group, ltd. endesa cieN mountain equipment co-op the Westpac group capgemini endesa coelce N1 hf World bank group carlson endesa costanera S.a. NatU'SFRaN yves Saint laurent carnival australia endesa Fortaleza New Space Processamento e Sistemas ltda. cb Richard ellis endesa group colombia (codensa & emngesa) Novartis international ag the number of WePs signing companies ccP hf eNUSa industrias avanzadad, S.a. Novo Nordisk a/S continues to grow. the frequently updated cebu magazine exchange incorporated ernst & young oikon - institute for applied ecology list is available at: http://goo.gl/dbvo8. central Dock Sud S.a. eskom holdings limited olympic group to receive a ceo Statement of Support charles & Keith international Pte ltd. eStRatega consulting omv aktiengesellschaft information packet, or for information on chilectra S.a. euskaltel, S.a. orascom telecom holding S.a.e. how you can get involved email: chuo labor bank Fcc construcción organismo autónomo de gestión tributaria womens-empowerment-principles@ c.i.D. (chemical industries Development) Fersol indústria e comércio S.a. osaka gas co., ltd. cinde Soluciones S.l. Finnair plc ostos y Sola unglobalcompact.org WomeN’S emPoWeRmeNt PRiNciPleS – eqUality meaNS bUSiNeSS, SecoND eDitioN 2011 EMPOWERMENT PRINCIPLES WOMEN’S EQUALITY MEANS BUSINESS UN WOMEN UNITED NATIONS GLOBAL COMPACT “We need all stakeholders, and in particular, we need solid linkages with the private sector, as drivers of innovation, providers of essential capital, job creators and employers. UN Women together with the UN Global Compact launched the Women’s Empowerment Principles to do just that — providing a seven- step blueprint to empower women in the workplace, the marketplace and the community. They offer a tool for a results-based partnership with the global and national business community, and they align with the evidence that empowering women is a strategy for a healthier bottom line. ” mIchelle bachelet, executIve dIrector, un Women “The Women’s Empowerment Principles are subtitled Equality Means Business because the full participation of women benefits business, and indeed, all of us. Informed by leading businesses’ policies and practices from different sectors and around the world, the Principles offer a practical approach to advance women, and point the way to a future that is both more prosperous and more fair for everyone. ” georg Kell, executIve dIrector, un global compact oFFIce UN Women is the UN organization dedicated to gender equality and the empowerment of women. a global champion for women and girls, UN Women was established to accelerate progress on meeting their needs worldwide. UN Women supports UN member States as they set global standards for achieving gender equality, and works with governments and civil society launched in 2000, the United Nations global compact is both a to design laws, policies, programmes and services needed to implement policy platform and a practical framework for companies that are these standards. it stands behind women’s equal participation in all aspects committed to sustainability and responsible business practices. as of life, focusing on five priority areas: increasing women’s leadership and a multi-stakeholder leadership initiative, it seeks to align business participation; ending violence against women; engaging women in all operations and strategies with ten universally accepted principles in aspects of peace and security processes; enhancing women’s economic the areas of human rights, labour, environment and anti-corruption empowerment; and making gender equality central to national development and to catalyze actions in support of broader UN goals. With over planning and budgeting. UN Women also coordinates and promotes the 7,000 signatories in more than 135 countries, it is the world’s largest UN system’s work in advancing gender equality. www.unwomen.org voluntary corporate responsibility initiative. www.unglobalcompact.org the Women’s empowerment Principles, the product of a partnership between UN Women and the UN global compact informed by an international multi-stakeholder consultation, are adapted from the calvert Women’s Principles®. the calvert Women’s Principles were originally developed in partnership with UNiFem (now a part of UN Women) and launched in 2004 as the first global corporate code of conduct focused exclusively on empowering, advancing and investing in women worldwide.
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