Global Reporting Standards

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ATTRIBUTES
  • Goal Setting
  • Reporting

SOURCE
  • Global Reporting Initiative

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Standards and Certifications

TARGET UNIT
  • Corporate Reporting

LINK TO RESOURCE

Global Reporting Standards

Global Reporting Initiative
Global Reporting Initiative (GRI) Standards help reporting organizations understand and communicate the impact of their business on critical sustainability issues. GRI Standards can be used to report on social impact related to gender measurements using the following standards:

GRI 401: Employment 2016:This Standard sets out reporting requirements on the topic of employment and it highlights hiring, recruitment, retention, and working conditions both within the company and throughout the supply chain. To learn more, click here.

  • GRI 401-1 provides a company with information about its efforts and results when implementing inclusive recruitment practices – not only gender (i.e. new hires and turnover)
  • GRI 401-3 deals with parental leave policies (e.g. number of employees that took parental leave – by gender, number of employees that returned to work after parental leave)

GRI 405: Diversity and Equal Opportunity 2016: This Standard addresses the company’s approach to diversity and equal opportunity at work and it highlights management approach to the topic, diversity of governance bodies and employees, and ration of basic salary and remuneration of women to men. To learn more, click here.

GRI 404: Training and Education 2016: This Standard provides insight into the scale of an organization’s investment in training, and the degree to which the investment is made across the entire employee base. To learn more, click here.

To learn more, click here.

SASB Standards

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ATTRIBUTES
  • Goal Setting
  • Reporting

SOURCE
  • Sustainability Accounting Standards Board

TYPE OF RESOURCE
  • SStandard

TARGET AREA
  • Standards and Certifications

TARGET UNIT
  • Corporate Reporting

LINK TO RESOURCE

SASB Standards

Sustainability Accounting Standards Board
The Sustainability Accounting Standards Board (SASB) Foundation establishes and maintains disclosure standards on sustainability matters to help facilitate communication between companies and investors. SASB has developed over 70 industry-specific standards, and its framework is organized into five sustainability dimensions: environment, social capital, human capital, business model and innovation, and leadership and governance. Human capital and social capital dimensions are key areas for businesses to examine while reporting on gender equality in the workplace.

Human Capital: This dimension addresses the management of a company’s human resources as key assets for delivering long-term value, including:

  • Labour relations
  • Fair labour practices
  • Diversity and inclusion
  • Employee health, safety, and wellbeing
  • Compensation and benefits
  • Recruitment, development, and retention

Social Capital: This dimension relates to the expectation that a business will contribute to society in return for a social license to operate. The dimension includes:

  • Human rights and community relations
  • Customer welfare
  • Fair disclosure and labelling
  • Fair marketing and advertising

To learn more about SASB standards, click here.

SASB also offers a number of helpful tools and resources. To identify the materiality of gender equality in different sectors and industries using SASB’s Materiality Map, click here. To download the current standards for your industry, click here.

Women in Governance Parity Certification

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ATTRIBUTES
  • Measuring and Evaluating
  • Reporting

SOURCE
  • Women in Governance

TYPE OF RESOURCE
  • CCertification

TARGET AREA
  • Standards and Certifications

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

LINK TO RESOURCE

Women in Governance Parity Certification

Women in Governance
The Women in Governance Parity Certification is an assessment tool designed to increase women’s representation in workplaces, especially those sectors or roles where women have been traditionally underrepresented. Organizations with more than 400 employees can apply for certification.

Levels of Certification:

Bronze
Silver/Argent
Gold/Or
Platinum/Platine

Assessment Criteria:

  • Strategy: Governance and Visions – policies and practices related to strategic direction and decisionmaking, an organization’s commitment and pursuit of parity, and how it is building an inclusive pipeline
  • Action: Collective Enablers – demonstrates policies, practices, and actions focused on achieving parity at all levels
  • Result: Equity – the outcomes of gender equality strategy and actions have resulted in progress towards parity in representation at all levels, in promotion and hiring, and in salary

The methodology (questionnaire) was developed with assistance from McKinsey & Company in 2016, and Women in Governance has a number of partners and consultants that conduct the evaluation.

Certification Process:

  1. Assessment – complete pre-qualification and questionnaire
  2. Certification – receive a level of certification and customized report
  3. Gender Parity Community – participate in HR forums and women in leadership events
  4. Recognition and Branding – attend the annual recognition gala and leverage certification
  5. Enablement Services – develop a Roadmap to Parity
  6. Recertification – sustain gender parity

Completing the certification questionnaire can take between eight and 15 hours, depending on whether or not an organization has assembled all required information. Women in Governance provides a customized report following the assessment and has an “Enablement Services” offering which can further support progress to implement and build on the report.

Recertification Process:

Organizations are required to recertify every year to encourage continuous work towards gender parity by inputting their new or revised data into a confidential online platform. If a company has not made improvements, they can maintain their current level, but they can also drop levels if they regress.

To read more about the Women in Governance Parity Certification, click here.

The Gender Equality Seal Programme

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ATTRIBUTES
  • Measuring and Evaluating
  • Reporting

SOURCE
  • UNDP

TYPE OF RESOURCE
  • CCertification

TARGET AREA
  • Standards and Certifications

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

LINK TO RESOURCE

The Gender Equality Seal Programme

UNDP
The UNDP Gender Equality Seal launched in 2009 with a pilot program in Latin America, recognizes organizations for meeting specific standards to promote gender equality and empower women. The UNDP works with governments to create the framework of the Seals, which are rooted in International Labour Organization conventions, the Women’s Empowerment Principles, and human rights and sustainable business practices. The UNDP’s involvement in the program once the Seal has been developed depends on the country, and ranges from complete involvement in training advisors and auditors and working with companies to get certified, to only a strategic involvement as advisors when a government takes over the implementation of the program and incorporates it into a ministry or a department.

Levels of Certification:

Not all National Certifications programmes have multilevel certifications. However, the base model at a regional level establishes the following levels:

Bronze Seal – Symbolizes commitment to close gaps and promote gender equality (complying with more than 60% of the established benchmarks)
Silver Seal – Symbolizes effectively implementing actions to close gender gaps (complying with 70% to 80% of the established benchmarks)
Gold Seal – Symbolizes the effective and systematic closure of gender gaps (complying with more than 80% of the established benchmarks)

Assessment Criteria:

  • Organization Profile and Productivity: Facts about organizations related to size, industry, location, and financial metrics
  • Personnel Profile: Employee perspective and experience related to presence/absence of women
  • Recruitment, Selection, and Hiring: Evaluate actions from gender perspective to identify gaps
  • Professional Development and Performance: Perspective and experience of employees related to ratio or distribution of women across different segments of the organization
  • Remuneration: Alignment with fair wages and principles of equal pay for work of equal value
  • Prevention of Harassment in the Workplace: Examines measures (or lack thereof) to prevent incidents of sexual harassment, instances or cases, and how they are resolved
  • Work-Life Balance with Shared Social Responsibilities: Assess work-life balance policies and if they result in equal opportunity
  • Communication: Measure degree of gender equality in internal and external communication
  • Supply chains (newly added pillar): Inclusion of gender sensitive practices among the supply chain

Regardless of the country, the basic assessment dimensions and topics stay the same, but the requirements and further diagnosis instruments in the nationally owned Seals can be tailored to each country (e.g. if domestic violence rates are higher than typical, the certification can include additional questions on this issue). Companies that are located or operate in a country with a Seal program can apply for certification, as well as these companies’ individual business units and lines. Multinational companies (and those companies that are located in a country without the National Certification Programme) will be able to apply for a UNDPs award through the GES for Multi National Corporations (GES4MNC) programme, which is currently being piloted.

Certification Process:

  1. Communicate commitment to gender equality, establish a gender equality committee, and train senior management and staff
  2. Companies conduct an internal self-assessment and staff survey
  3. Based on the self-assessment and survey results, companies develop and execute an action plan that works towards reducing inequalities
  4. Following the implementation of the action plan, companies apply for third-party assessment and verification to achieve a certificate
  5. Following certification, companies monitor ongoing process and work to maintain or advance to the next Seal level

The self-assessment and staff survey phase typically takes 15 days to one month, but it can take as long as six months if a company does not have the data assembled. The implementation period typically takes from 8 to 24 months.

Data including a staff survey is submitted to a confidential and secure online platform called Equality@Work. The microdata entered is not shared with anyone, but companies and UNDP advisors have access to the aggregated data. The government receives a final diagnosis report with aggregated data from the analysed sectors, but this report does not identify individual companies. Third-party auditors are determined by the government, either opting for a normalized model (with a central standardized auditing body) or a national standard model (there is no centralized auditing body and UNDP can recommend and train auditors).

Recertification Process:Each country has different rules for recertification, but typically, the certifications last for two to three years and a mid-term internal audit is required to ensure companies are active and making improvements after certification. If a company applies for recertification but they have not advanced, they are allowed to stay at the same level for six months to make changes before reapplying. Some countries allow this process to continue, others will take away the Seal if this process occurs two times in a row. Companies can also lose their Seal if they are seen to be violating labour rights or legal standards.

To read more about the Gender Equality Seal Programme, click here.

EDGE Certification

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ATTRIBUTES
  • Measuring and Evaluating
  • Reporting

SOURCE
  • EDGE Strategy

TYPE OF RESOURCE
  • CCertification

TARGET AREA
  • Standards and Certifications

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

LINK TO RESOURCE

EDGE Certification

EDGE Strategy
The EDGE assessment methodology and certification was launched in 2011 by the EDGE Certified Foundation at the Annual Meeting of the World Economic Forum. The Foundation’s commercial branch, EDGE Strategy, helps companies apply for certification.

Levels of Certification:

EDGE Assess – Recognizing Commitment

EDGE Move – Showcasing Progress

EDGE Lead – Celebrating Success

Assessment Criteria:

  • Gender Representation: Strong gender balance at all levels of the organization
  • Pay Equity: A statistically insignificant unexplained gender pay gap
  • Effective Policies & Practices: A solid framework of effective policies and practices to ensure equitable career flows for both women and men
  • Inclusive Culture: An inclusive culture as reflected in employees’ high ratings in terms of career development opportunities

EDGE offers certification for country and global levels as well as business units or lines. Organizations are eligible for a global certification if they first complete a country certification, and 80 percent of their global workforce meets the EDGE standards. The business unit certification is typically completed as a pilot test for an organization or as a result of the ambitions of the business unit’s leader.

Certification Process:

  1. Measure – complete an online assessment
  2. Benchmark – see where your organization stands against the EDGE Standard and peer organizations and use these results to form an action plan
  3. Get Certified – an independent audit reveals what certification your organization will achieve
  4. Communicate – display and publicize your results
  5. Take Action – implement the EDGE action plan and strategic roadmap, and stay connected to emerging best practices within the EDGE community

On average it takes three months for an organization to prepare for the third-party audit required to achieve EDGE certification. The EDGE certification relies on third-party assessments and regulations regarding parties’ interaction: the EDGE Certified Foundation created and owns the methodology, but does not work with the companies; EDGE Strategy has permission to use the methodology and works with the companies but does not interact with the Foundation or the auditors; the auditors are trained by the Foundation but do not influence the standards or interact with companies.

Recertification Process:

Certifications are valid for two years. If an organization opts to forgo recertification when the time comes, it is disqualified from recertifying after that point for two years. To receive an “Assess” ranking, an organization has to go through the evaluation process and commit to implement action to improve, but an organizations can only hold the “Assess” certification without progressing for six years.

To read more about EDGE Certification, click here.

WEConnect Academy

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ATTRIBUTES
  • Supply Chain

SOURCE
  • WEConnect International

TYPE OF RESOURCE
  • OOnline Learning

TARGET AREA
  • Standards and Certifications

TARGET UNIT
  • Procurement

LINK TO RESOURCE

WEConnect Academy

WEConnect International
The WEConnect Academy is an online suite of education and training programs to provide women business owners with a multitude ofresources and information. The programs help women business owners to achieve their growth objectives, learn from experts and fellow WBEs, and gain access to a diverse support network. WEConnect Academy also has invite-only webinars that range from topics of work-life balance, team productivity, and leadership development.

Learn more here.

Global Supplier Diversity & Inclusion – Reaching the Gold Standard

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ATTRIBUTES
  • Supply Chain

SOURCE
  • WEConnect International

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Standards and Certifications

TARGET UNIT
  • Procurement

LINK TO RESOURCE

Global Supplier Diversity & Inclusion – Reaching the Gold Standard

WEConnect International
The Gold Standard Checklist helps multinational corporations and multilateral organizations assess their global supplier diversity and inclusion programs and identify improvement areas. The checklist includes five sections and the goal is to reach 100 points – the Gold Standard. Learn more here

WEConnect International – Women’s Business Enterprise (WEB) Certification

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ATTRIBUTES
  • Supply Chain

SOURCE
  • WEConnect International

TYPE OF RESOURCE
  • CCertification

TARGET AREA
  • Standards and Certifications

TARGET UNIT
  • Procurement

LINK TO RESOURCE

WEConnect International – Women's Business Enterprise (WEB) Certification

WEConnect International
WEConnect International’s Women’s Business Enterprise (WBE) Certification allows corporate members to ensure that they are purchasing goods and/or services from women-owned businesses. The certification presents many benefits, such as networking opportunities, training workshops, and forums. There are four requirements for certification:

  • Ownership: A woman or women must hold 51 percent or more of the ownership assets in the company.
  • Management and control: Women owners must have independent and autonomous control of short-term and long-term business decisions.
  • Contribution of capital and expertise: Women owners must demonstrate a contribution of capital and/or expertise that corresponds to her ownership in the company.
  • Independence: Women owners must operate independently from males or male owned enterprises.

To learn more, click here.

WBE Canada Certification

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ATTRIBUTES
  • Supply Chain

SOURCE
  • Women Business Enterprises (WEB) Canada

TYPE OF RESOURCE
  • CCertification

TARGET AREA
  • Standards and Certifications

TARGET UNIT
  • Procurement

LINK TO RESOURCE

WBE Canada Certification

Women Business Enterprises (WEB) Canada
The Women’s Business Enterprise Canada Council (WBE Canada) has developed the WBE Certification, a formal verification for Canadian B2B businesses that are owned, managed, and controlled by women. Applicants must own, manage, and control at least 51 percent of their business.The WBE certification also connects them to corporate and supply chains. Corporations that join WBE as corporate members will be able to expand their sourcing options by gaining access to the WBE Canada online database of women suppliers certified.

To learn more, click here.

CGLCC Supplier Diversity Program

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ATTRIBUTES
  • Intersectionality
  • Supply Chain

SOURCE
  • Canadian LGBT+ Chamber of Commerce (CGLCC)

TYPE OF RESOURCE
  • PProgram

TARGET AREA
  • Standards and Certifications

TARGET UNIT
  • Procurement

LINK TO RESOURCE

CGLCC Supplier Diversity Program

Canadian LGBT+ Chamber of Commerce (CGLCC)
The Canadian LGBT+ Chamber of Commerce’s (CGLCC) Supplier Diversity Program connects LGBT+ businesses in Canada with corporations, organizations, and government bodies eager to do business with them. CGLCC certifies LGBT+-owned businesses as diverse suppliers and helps them leverage that certification to grow their business, and it works with corporations, organizations, and government bodies to help them understand the LGBT+ market and connect with the CGLCC’s certified suppliers. CGLCC helps corporate members identify competitive suppliers of goods and services by participating in the Supplier Diversity Program.

To learn more, click here.