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

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ATTRIBUTES
  • Baseline Assesment
  • Reporting

SOURCE
  • UN Global Compact, Global Reporting Initiative

TYPE OF RESOURCE
  • RReport

TARGET AREA
  • Strategy

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

LINK TO RESOURCE

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

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

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

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

To learn more, click here.

Measuring What Matters in Gender Diversity

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ATTRIBUTES
  • Baseline Assesment
  • Closing Gender Wage Gaps
  • Measuring and Evaluating
  • Recruitment, Retention and Promotion

SOURCE
  • Boston Consulting Group

TYPE OF RESOURCE
  • AArticle

TARGET AREA
  • Strategy

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

LINK TO RESOURCE

Measuring What Matters in Gender Diversity

Boston Consulting Group
The Boston Consulting Group (BCG) recommends organizations look at five overarching metrics when it comes to gender diversity. These metrics provide a quantitative snapshot of the company’s current state as well as softer data. After collecting these metrics, companies will be able to identify their biggest challenges and priorities that can be translated into goals.

  1. Pay: Assess pay levels, including base salaries and wages as well as discretionary pay (i.e. bonuses). Also, look at whether formulas behind performance bonuses include unintentional biases against women. Finally, survey employees to learn if they believe pay levels are equitable.
  2. Recruitment: Track the ratio of men to women along the entire recruiting funnel (i.e. applications, interviews, final rounds, hiring). This is of special interest for companies in industries that have historically struggled to attract women.
  3. Retention: Assess percentages of women and men at each level of seniority, and the attrition rate among women and men at each level. Also, assess employees’ perceptions at different levels to identify warning signals to retention issues.
  4. Advancement: Measure the percentage of women and men promoted each year as a share of the total cohort and compare both. Soft indicators of advancement can be women’s perception of a fair shot at senior and leadership positions.
  5. Representation: Assess the distribution of roles across different units to understand if women are concentrated in specific units. This can provide insight to whether women are fairly represented in operations units and not just administrative roles (e.g. HR or marketing).

Read the full article here.

The Gender Audit Handbook – A Tool for Organizational Self-Assessment and Transformation

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ATTRIBUTES
  • Baseline Assesment

SOURCE
  • Interaction

TYPE OF RESOURCE
  • SSurvey

TARGET AREA
  • Development

TARGET UNIT
  • Diversity & Inclusion, Human Resources

LINK TO RESOURCE

The Gender Audit Handbook – A Tool for Organizational Self-Assessment and Transformation

Interaction
This resource povides a step-by-step guide to conduct a systematic and participatory gender audit in an organization. The handbookis a self-assessment tool, which can be used to identify staff perceptions surrounding gender issues in the workplace. The audit process uses the Gender Integration Framework, which states that organization transformation can only occur when the following dimensions are ready for gender integration: political will, technical capacity, accountability, and organizational culture. In addition, the handbookprovides organizations with an action plan to build on current gender equality initiatives and actions.

The handbook’s self-assessment tool has four steps:

  1. Prepare the organization to carry out a gender audit
  2. Survey staff to uncover their perceptions regarding gender equality in the organization and programs
  3. Conduct focus groups to develop an organizational vision of gender equality
  4. Create a gender action plan

To learn more, click here.

Diversity and Inclusion Survey: Building a More Inclusive Future

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ATTRIBUTES
  • Baseline Assesment
  • Internal Communication
  • Intersectionality
  • Organizational Culture

SOURCE
  • Culture Amp

TYPE OF RESOURCE
  • SSurvey

TARGET AREA
  • Implementation

TARGET UNIT
  • Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Diversity and Inclusion Survey: Building a More Inclusive Future

Culture Amp
This survey was developed as the result of a collaboration between B Corp Culture Amp and consulting firm Paradigm. This survey has been recognized as an industry leader when it comes to measuring the employee experience of all groups of people.

This survey allows you to:

  • Measure how inclusive your organization is
  • Use heatmaps to highlight disparities between groups
  • See how your results compare to other companies with the Inclusion benchmark
  • Ensure your team is equipped to take action based on the applied experience of our most successful customers and research-driven interventions that offer promising results

To learn more, click here here.

Employee Consultation

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ATTRIBUTES
  • Baseline Assesment
  • Measuring and Evaluating

SOURCE
  • Workplace Gender Equality Agency (Australia)

TYPE OF RESOURCE
  • SSurvey

TARGET AREA
  • Implementation

TARGET UNIT
  • Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Employee Consultation

Workplace Gender Equality Agency (Australia)
This short survey from the Australian Workplace Gender Equality Agency has been designed to enable you to make an initial employee-based assessment of gender equality in your organization. The survey takes approximately 15 minutes to complete. There is also the option of conducting a more in-depth analysis through a more comprehensive set of questions. This extended survey would take approximately 40 minutes to complete.

To learn more, click here.

Participatory Gender Audit – A Tool for Introducing and Managing Institutional Change

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ATTRIBUTES
  • Baseline Assesment
  • Measuring and Evaluating
  • Organizational Culture
  • Recruitment, Retention and Promotion

SOURCE
  • International Training Centre of the International Labour Organization (ITCILO)

TYPE OF RESOURCE
  • TTool

TARGET AREA
  • Development

TARGET UNIT
  • Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Participatory Gender Audit – A Tool for Introducing and Managing Institutional Change

International Training Centre of the International Labour Organization (ITCILO)
The ILO Participatory Gender Audit (PGA) is a tool used to organization’s activities from a gender perspective, verifying its achievements and deficiencies. The PGA combines objective observation of facts and figures with a more in-depth analysis on qualitative standards, beliefs, and opinions to assess the impact of these on gender equality, organizational culture, and wellbeing.

The PGA is carried out by a facilitation team which uses secondary and primary data collection methods. First, data compilation through desk research, then direct observation and dialogue within the organization. After facilitating group participation and collective discussion, a report is produced that describes the organization’s capacity to promote gender equality and diversity.

To learn more, click here.

The Gender Equality Mainstreaming (GEM) Framework – Gender Equality Mainstreaming for Business Growth and Impact

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ATTRIBUTES
  • Baseline Assesment
  • Capacity Building and Awareness Raising
  • Goal Setting
  • Measuring and Evaluating

SOURCE
  • Mennonite Economic Development Associates

TYPE OF RESOURCE
  • TTool

TARGET AREA
  • Development

TARGET UNIT
  • Diversity & Inclusion, Human Resources, Investors

LINK TO RESOURCE

The Gender Equality Mainstreaming (GEM) Framework – Gender Equality Mainstreaming for Business Growth and Impact

Mennonite Economic Development Associates
The Gender Equality Mainstreaming (GEM) Framework has two components:

The GEM Self-assessment: This assessment is composed of three surveys that allow companies to measure their own gender equality and inclusion performance across a series of environmental, social, and governance(ESG) criteria. After providing a gender score for each component of ESG, MEDA then offers a series of recommendations on ways that the business can mainstream gender within operations.

The GEM Framework: This comprehensive framework is presented as a manual and can be used by investors and capacity builders to assess gender equality and measure gender mainstreaming strategies within a business.

The six steps of the GEM Framework are:

Step 1: Identification: Determine whether a business is an appropriate candidate for GEM.

Step 2: Scoping assessment: Complete a high-level assessment of business performance in GEM and business practices and policies.

Step 3: Full assessment: Conduct an in-depth assessment of business performance in GEM and identify areas of improvement. Businesses can also complete this step to conduct a self-assessment.

Step 4: Strategy development: Develop GEM strategies that align with business growth.

Step 5: Implementation, monitoring, and learning: Monitor and learn from GEM implementation.

Step 6: Impact measurement: Measure the long-term impact of GEM implementation initiatives.

To read the full guide, click here.

The Women’s Empowerment Principles Gender Gap Analysis Tool

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ATTRIBUTES
  • Baseline Assesment

SOURCE
  • UN Global Compact & UN Women

TYPE OF RESOURCE
  • TTool

TARGET AREA
  • Development

TARGET UNIT
  • Diversity & Inclusion, Human Resources

LINK TO RESOURCE

The Women's Empowerment Principles Gender Gap Analysis Tool

UN Global Compact & UN Women
The Women’s Empowerment Principles Gap Analysis Tool (WEPs Tool) helps companies identify strengths, gaps, and opportunities to improve their performance on gender equality. It is a joint project of the UN Global Compact, UN Women, the Multilateral Investment Fund of the IDB, and the Inter-American Investment Corporation. The tool comprises 18 multiple-choice questions and 17 optional outcome indicators covering gender equality across business functions in leadership, workplace, marketplace, and community. Once all information has been gathered internally, it is expected to take an average of two to three hours to complete.

For more information, click here.

Paradigm for Parity: A Call to Action for Gender Equality

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ATTRIBUTES
  • Baseline Assesment
  • Career Development
  • Recruitment, Retention and Promotion

SOURCE
  • Paradigm for Parity Coalition

TYPE OF RESOURCE
  • TToolkit

TARGET AREA
  • Development

TARGET UNIT
  • Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Paradigm for Parity: A Call to Action for Gender Equality

Paradigm for Parity Coalition
“The Toolkit” outlines several steps to improve gender balanced recruitment within a company, including understanding the baseline, improving your intake, and managing with a diversity mindset. The Paradigm for Parity® coalition is comprised of business leaders, board members, and academics committed to addressing the corporate leadership gender gap.

1. Understand the Baseline

  1. Current seniority snapshot
  2. Historical comparison snapshot
  3. Time in role analysis
  4. Hiring (three-year look-back)
  5. Promotion (three-year look-back)
  6. Employee engagement survey
  7. Post departure interviews

2. Improve Your Intake

  • Institute blind résumés
  • Create gender-neutral job descriptions
  • Establish diverse interview panels
  • Utilize pool-based hiring
  • Create a sourcing mechanism for bringing talented women of all backgrounds back on board
  • Require diverse hiring slates
  • Establish a diversity recruiting office

3. Manage with a Diversity Mindset

  • Combine unconscious bias training and a manager playbook
  • Create clear and accountable diversity objectives for individual managers
  • Institute slate-based promotion processes with full consideration of all diversity candidates
  • Cascade the “Plus One” tactic: This tactic requires all senior managers to add one diversity candidate to their leadership teams or executive committees
  • Create benefits to reduce “Other Time” barriers: Women of all backgrounds often face more responsibilities at home (children, aging parents, etc.)
  • Adopt the 70 percent rule: Make it a requirement that no single majority group (gender, ethnicity, etc.) can represent more than 70 percent of the participants

To learn more, click here.

Gender Based Analysis Plus (GBA+)

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ATTRIBUTES
  • Baseline Assesment
  • Capacity Building and Awareness Raising

SOURCE
  • Status of Women Canada

TYPE OF RESOURCE
  • TTool

TARGET AREA
  • Risk Management, Strategy

TARGET UNIT
  • All Management, Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Gender Based Analysis Plus (GBA+)

Status of Women Canada
GBA+ is an analytical tool that considers identity factors such as sex, gender race, ethnicity, religion, age, and mental or physical disability. The “plus” in GBA+ acknowledges that GBA goes beyond biological (sex) and socio-cultural (gender) differences. These factors are not an exhaustive list and only represent those listed explicitly in the Charter of Rights and Freedoms. The steps required to complete this intersectionality analysis are:

  1. Identify the key issue
  2. Challenge assumptions
  3. Gather the facts – research and consult

If information is not available, don’t abandon your analysis. Identify gaps in data and make data collection part of your initiative’s objectives and evaluation measures.

  1. Develop options and make recommendations

Using the data you have gathered, indicate how the options you propose respond to the specific issues you identified. Present your GBA+ findings to decision makers.

  1. Monitor and evaluate

Highlight data gaps and address unintended outcomes for diverse groups. Incorporate them into strategy renewals or management responses.

  1. Document

As GBA+ is an evidence-based process, it is critical to document your research and findings, including any consultations (formal or informal). List all individuals and organizations consulted, including notes from interviews.

  1. Communicate

Identify your target audiences, and tailor your messaging appropriately. Remember to share or discuss your GBA+ results within your organization. This will demonstrate due diligence, foster buy-in with stakeholders, and identify areas for further action.

To learn more about GBA+, click here, watch a step-by-step video guide here, or take a free online introductory course here.