In Steps 1-3 strong management systems were put in place, policies were added and revised, potential or actual risks were assessed and action was taken to mitigate or prevent any adverse impacts or potential impacts revealed by the assessment. This requires ongoing work to review and track the impact as well as determining whether the targeted actions have or have not had the desired effect. While this requires time and resources, it is important as it enables target setting and performance monitoring. Impact assessments should happen for both the actions a company takes itself, as well as for the ones taken by business partners and suppliers.
Tracking progress in a gender-responsive way means that a company is deliberate about including measurement goals that are disaggregated by gender. This could include, for instance, measuring the number of women in leadership positions, the number of women reached by trainings, or gender-differences in wage levels, and changes in those numbers over time. Furthermore, it means that not only is gender-disaggregated data collected, but that gender is considered in the analysis of that data to try to understand and address root causes of the gender disparities that the data reveals..
Effective impact measurement starts before an action is implemented. Determining beforehand how success will be measured, what kind of gender-disaggregated data will be needed to measure success, and how this data will be obtained should be part and parcel of the preparation of any action.