WEP EMB Booklet by kemolo1986



                                                                                          EQUALITY MEANS BUSINESS

                                                                                            UN WOMEN
                                                                                            UNITED NATIONS
                                                                                            GLOBAL COMPACT


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.
                                                                                                             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


                        EQUALITY MEANS BUSINESS

                          UN WOMEN
                          UNITED NATIONS
                          GLOBAL COMPACT

                            Second Edition 2011
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
  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
  Gender Equality
                                   2   Equal
                                       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
  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.
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
    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

■ 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

                                                                                    ■ 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
                                                                                       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
                                         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
  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

                             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
                             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

                                                                                                                  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
                                          ■ 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?

                                                           ■ 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

                      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
                    ■ 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
  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
IntroductIon                                           orities/genderandReporting/.                      toring progress, with a timeline for achievement
  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
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
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/
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_
                                                         additional examples supporting the business
platform/plat1.htm.                                                                                      programs/wid/wid_stats.html.
                                                       case for gender equality include two recent stud-
  employees’ and workers’ rights are addressed         ies on gender diversity and corporate perfor-     4
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-
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
                                                       performance on several dimensions, and will
committed to aligning their operations and strate-     be critical to meet the expected challenges       8
gies with ten universally accepted principles in       companies will face over the coming years. See
the areas of human rights, labour, environment
                                                                                                           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
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
                                                                                                            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
  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
responsibility and sustainability reporting through    geNDeR/0,,menuPK:336874~pagePK:149018~pi
a variety of mechanisms. one example is the            PK:149093~theSitePK:336868,00.html
UN global compact requirement on annual
                                                                                                            the gender Dividend: making the business
                                                         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
                                                                                                            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
                                                                                                             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
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

                                                                                                                           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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