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# Gender-Responsive Due Diligence

## Sitemaps

- [XML Sitemap](https://www.genderduediligence.org/sitemap.xml): Contains all public & indexable URLs for this website.

## Posts

- [Case Studies](https://www.genderduediligence.org/case-studies-grdd/)
- [Providing a remediation system to combat child labour as a commitment to Gender-Responsive Due Diligence](https://www.genderduediligence.org/international-cocoa-initiative-providing-a-remediation-system-to-combat-child-labour-as-a-commitment-to-gender-responsive-due-diligence/) - The International Cocoa Initiative’s dedication to eradicating child labour adheres to the Due Diligence process while also including a gender lens.
- [The Dutch flower sector has gained seven new Gender Champions!](https://www.genderduediligence.org/the-dutch-flower-sector-has-gained-seven-new-gender-champions/) - This year, seven HR and Sustainability Managers of Dutch flower companies: Royal van Zanten, FM Group, Dutch Flower Group, Dümmen Orange and the association of wholesalers VGB, completed the first ever round of the Gender Champion Course with Women Win. During the course, the participants became aware of the barriers that women working in
- [Establishing a gender policy for the global supply chains](https://www.genderduediligence.org/establishing-a-gender-policy-for-the-global-supply-chains/) - ALDIThe ALDI Nord Group (ALDI Nord) and the ALDI SOUTH Group (ALDI SOUTH) are two international food retailers. For joint activities, ALDI Nord and ALDI SOUTH will together be referred to as ALDI. ALDI is committed to respecting all internationally recognised human rights and is aware of its responsibility to address human rights risks throughout
- [Hunkemöller - Establishing gender targets and indicators and tracking the implementation and effectiveness](https://www.genderduediligence.org/hunkemoller-establishing-gender-targets-and-indicators-and-tracking-the-implementation-and-effectiveness/) - Hunkemöller.Hunkemöller, a Dutch lingerie chain with strong sustainability commitments, has established a 2025 sustainability roadmap with clear and ambitious targets and key performance indicators on gender discrimination. Hunkemöller is a Dutch lingerie chain with strong commitments to sustainability, particularly gender equality, as their products are made by women for women. Hunkemöller is a signatory of
- [Addressing systemic risks through gender transformative programmes](https://www.genderduediligence.org/addressing-systemic-risks-through-gender-transformative-programmes/) - A case study of how Primark is addressing systemic risks that women and migrant workers face in connection to their rights, health and safety, and confidence to communicate.
- [Identifying and prioritising adverse impacts in a global apparel supply chain](https://www.genderduediligence.org/identifying-and-prioritising-adverse-impacts-in-a-global-apparel-supply-chain/) - A case study looking into the process VF Corporation has gone through to identify and assess the gendered adverse impacts in their supply chain and prioritize action.
- [Establishing gender-responsive farm policies](https://www.genderduediligence.org/establishing-gender-responsive-farm-policies/) - This case study summarises what the Kenyan flower farm Laurel has done to review their policies using a gender lens, and the resultant steps to mainstream gender in their human rights due diligence work.
- [How to use sexual harassment and abuse mechanisms to provide remediation](https://www.genderduediligence.org/how-to-use-sexual-harassment-and-abuse-policies-to-provide-remediation/) - adidas’s Due Diligence approach to addressing sexual harassment and abuse has a gendered lens. This allows them to ensure that their employees' human rights are protected.
- [Embedding a continuous review of policies into the business cycle](https://www.genderduediligence.org/reaping-the-rewards-of-a-gender-responsive-system-of-remediation/) - The Florensis Kenya Limited farm provides for remediation with a gender-specific focus to ensure that all of their policies and practices are gender-responsive and equitable.
- [Communicating the impact of Gender-Responsive Due Diligence](https://www.genderduediligence.org/divine-chocolate-communicating-the-impact-of-gender-responsive-due-diligence/) - Divine Chocolate’s openly communicates how they supports gender equality and Women’s Economic Resilience throughout their enterprise. This demonstrates how committed they are to Responsible Business Conduct.
- [Communicating the impact of building women worker’s resilience in a global crisis](https://www.genderduediligence.org/communicating-the-impact-of-building-women-workers-resilience-in-a-global-crisis/) - MM Flowers has openly communicated about both their commitment to workers’ rights as well as the programmes and projects they undertake to uphold this commitment.
- [Using transparency on processes as a way of combating gender inequality](https://www.genderduediligence.org/using-transparency-on-processes-as-a-way-of-combating-gender-inequality/) - H&M openly communicates on how they manage gender risks. This transparency reinforces their commitment to gender equality and aligns them with Gender-Responsive Due Diligence.
- [Understanding the impact of gender-transformative programmes through effective monitoring](https://www.genderduediligence.org/understanding-the-impact-of-gender-transformative-programmes-through-effective-monitoring/) - A case study detailing how Kering is understanding the impact it is having on financial inclusion in small-scale mining communities, through continuously tracking implementation and results.
- [Decisive leadership as a way to embed Women’s Economic Resilience into polices](https://www.genderduediligence.org/decisive-leadership-as-a-way-to-embed-womens-economic-resilience-into-polices/) - Kering has Women’s Economic Resilience as one of their core ethical areas. This commitment to gender equality is seen in all capacities of their enterprise and ensures that they align with Responsible Business Conduct and Gender-Responsive Due Diligence.
- [Embedding Women Economic Resilience as a key pillar for committing to Responsible Business Conduct](https://www.genderduediligence.org/embedding-women-economic-resilience-as-a-key-pillar-for-committing-to-responsible-business-conduct/) - The Sustainable in a Generation Plan by Mars Inc demonstrates how a systematic commitment to gender equality can lead to further success for the company and their employees.
- [Tracking implementation and results with a gendered lens improves sustainable business practices](https://www.genderduediligence.org/tracking-implementation-and-results-with-a-gendered-lens-improves-sustainable-business-practices/) - Lindex uses its influence as one of Europe’s leading fashion companies to promote sustainable implementation across their enterprise. This includes a commitment to gender equality.
- [Women’s rights and well-being embedded in policies means increased success for business](https://www.genderduediligence.org/fairtrade-international-womens-rights-and-well-being-embedded-in-policies/) - Fairtrade International champions gender equality and more particularly women’s rights. Their extensive commitment to upholding these rights in policymaking aligns them with Gender-Responsive Due Diligence.
- [Sexual harassment assessments by gender committees drastically reduce cases](https://www.genderduediligence.org/sexual-harassment-assessments-by-gender-committees-drastically-reduce-cases/) - Van Den Berg RoseS uses gender committees to identify and assess gender inequality at their flower farms.
- [Investing in women pays dividends and reduces adverse impacts](https://www.genderduediligence.org/investing-in-women-pays-dividends-and-reduces-adverse-impacts-2/) - EHPEA emphasises the need for gender specific interventions that actively address the adverse impacts of business against women.
- [Incorporating women’s rights in tracking implementation improves results for business and workers.](https://www.genderduediligence.org/incorporating-womens-rights-in-tracking-implementation-improves-results-for-business-and-workers/) - IDH has strong and ongoing commitments to eradicating gender inequality in worldwide supply chains. Their work in the floriculture sector is evidence of this.
- [Increased cocoa productivity on farms and sustained economic resilience of women cocoa farmers](https://www.genderduediligence.org/tracking-implementation-and-results-to-ensure-sustained-economic-resilience-of-women-cocoa-farmers-in-west-africa/) - The World Cocoa Foundation focused on Women’s Economic resilience to fulfil their Due Diligence commitments. This included tracking the implementation of programmes to determine which were the most successful in achieving their gender equality aims.
- [Identifying gender risks through gender-specific impact assessments](https://www.genderduediligence.org/identifying-gender-risks-through-gender-specific-impact-assessments/) - Suitsupply uses gender-focused data to ensure that their impact assessments identify ways to be more sustainable and promote gender equality.
- [Investing in women is profitable and reduces adverse impacts](https://www.genderduediligence.org/investing-in-women-pays-dividends-and-reduces-adverse-impacts/) - Gap Inc. shows how highlighting Women’s Economic Resilience in their enterprise helps to mitigate the adverse impacts and risks that they face.

## Pages

- [Gender-Responsive Due Diligence](https://www.genderduediligence.org/) - About This PlatformPhoto Credit: Plan International The Gender-Responsive Due Diligence (GRDD) Platform describes the process of adding a gender lens to human rights due diligence and offers practical resources and advice to help implement each step of the due diligence process. This platform consists of two core components: Understanding GRDD Implementing GRDD The GRDD platform
- [Sitemap](https://www.genderduediligence.org/sitemap/) - Pages 01. Access to Equitable Employment and Equal Pay 02. Physical Safety and Inclusive Workspace Design 03. Skills and Leadership Development 04. Access to and Control over Resources 05. Voice in Society & Policy Influencing 06. Freedom of Movement 07. Access to and Control over Reproductive & Family Formation 08. Addressing Unpaid Care Work About
- [03. Skills and Leadership Development](https://www.genderduediligence.org/03-skills-and-leadership-development/) - 03. Skills and Leadership DevelopmentHow does this Building Block manifest in the workplace and supply chain?There is a major gender gap when it comes to workplace learning, such as training, skill-building opportunities and career advancement programmes, which results in fewer promotion and career development opportunities for women. It also means that in many supply chains,
- [02. Physical Safety and Inclusive Workspace Design](https://www.genderduediligence.org/02-physical-safety-and-inclusive-workspace-design/) - 02. Physical safety and inclusive workspace designHow does this Building Block manifest in the workplace and supply chain?Workplace harassment and violence can be physical, psychological or sexual and includes verbal abuse, bullying, threats and intimidation. According to the ILO, globally, 17.9 per cent of employed men and women said they had experienced psychological violence and
- [01. Access to Equitable Employment and Equal Pay](https://www.genderduediligence.org/01-access-to-equitable-employment-and-equal-pay/) - 01. Access to Equitable Employment and Equal PayHow does this Building Block manifest in the workplace and the supply chain?This Building Block relates to decent work and whether workers have access to work that is productive, that delivers a fair income, security in the workplace and social protection for all, better prospects for personal development
- [08. Addressing Unpaid Care Work](https://www.genderduediligence.org/08-addressing-unpaid-care-work/) - 08. Adressing Unpaid Care WorkHow does this Building Block manifest in the workplace and supply chain?The responsibility for doing unpaid care work falls disproportionately on women and girls. Unpaid care work includes domestic work, such as cooking, cleaning and household administration and planning as well as care for other people, such as children, elderly people
- [07. Access to and Control over Reproductive & Family Formation](https://www.genderduediligence.org/07-access-to-and-control-over-reproductive-family-formation/) - 07. Acces to reproductive health and family formationHow does this Building Block manifest in the workplace and supply chain?When it comes to healthcare benefits for the employees, companies heavily focus on maternity leave, however, other aspects of health like physical, nutritional and mental health remain under-focused. Approximately 190 million women work in global supply chains
- [06. Freedom of Movement](https://www.genderduediligence.org/06-freedom-of-movement/) - 06. Freedom of MovementHow does this Building Block manifest in the workplace and supply chain?This building block relates to modern slavery, which is defined as ‘when an individual is exploited by others, for personal or commercial gain’. Whether tricked, coerced or forced, they lose their freedom. This is includes but is not limited to human
- [05. Voice in Society & Policy Influencing](https://www.genderduediligence.org/05-voice-in-society-policy-influencing/) - 05. Voice in Society & Policy InfluencingHow does this Building Block manifest in the workplace and the supply chain?Trade unions play a crucial role by representing the interests of labourers, promoting safer working environments, and negotiating for employees’ benefits. Women remain underrepresented in union leadership, collective bargaining committees and policy positions. Additionally, there is a
- [04. Access to and Control over Resources](https://www.genderduediligence.org/04-access-to-and-control-over-resources/) - 04. Access to and Control over ResourcesHow does this Building Block manifest in the workplace and supply chain?For women to become economically empowered and resilient, they need not only access to resources but control over them. In many countries, for example, women do not have full access to and control over economic resources such as
- [Building Blocks Risk Check Tool](https://www.genderduediligence.org/building-blocks-risk-check-tool/) - The Building Blocks as Risk Check ToolThe Building Blocks Risk Check Tool supports companies with identifying risks related to women’s rights in their value chains. The tool is based on the internationally accredited framework Building Blocks for Women’s Economic Empowerment. Internationally operating companies can use the tool to check which CSR risks they are exposed
- [The macro conditions for women's economic empowerment](https://www.genderduediligence.org/the-macro-conditions-for-womens-economic-empowerment/) - Systematic accountabilityOrganizations have to acknowledge the wider political and economic contexts they operate in and how it affects their women employees. In order to address these systemic conditions, organizations have to engage with external stakeholders, such as governments or other private sector actors, to achieve long-term systemic change. This could include, for example, engaging with
- [Step 3](https://www.genderduediligence.org/implement-grdd/step-3/) - Return to implement toolAt this stage, companies have undertaken a thorough assessment of the human and labour rights risks and environmental risks, as well as specific gender risks to which their activities contribute or could contribute and their (potential) adverse impacts. The next step is to take action to prevent any further negative impacts on
- [About](https://www.genderduediligence.org/about/) - This platform offers companies a comprehensive guide to implementing GRDD and consolidates the various resources that support its practical implementation. The objective of this platform is to: Shed light on what GRDD is and why it is important. Guide companies through the OECD Guidelines’ six step due diligence framework and demonstrate how to conduct each step in a gender-responsive way. Provide an overview of existing resources and tools to further support companies in conducting GRDD. Present case studies and examples of companies that have made progress in implementing one or multiple steps of the due diligence process.
- [Resources](https://www.genderduediligence.org/resources-grdd/) - Photo Credit: Plan International / Fran Alonso Resources for UnderstandingWhat is Due Diligence? Making sense of managing human rights issues in supply chains (Norton Rose Fulbright and BI ICL) The research provides a comprehensive overview of the legal and regulatory framework relevant to the management of human rights in supply chains, sets out observations of
- [Step 2](https://www.genderduediligence.org/implement-grdd/step-2/) - Return to implement toolThe second step of the GRDD process starts with identifying human and labour rights risks, environmental risks, and specific gender risks. It includes assessing the likelihood of those risks occurring, their impact on stakeholders, and how urgently these risks must be mitigated. By analysing their root causes, a company can determine how
- [What is Gender-Responsive Due Diligence?](https://www.genderduediligence.org/what-is-gender-responsive-due-diligence/) - Women are often disproportionately affected by adverse business practices, which warrants a due diligence process that responds to their specific needs. GRDD is based on the recognition that human rights violations are not gender neutral and should not be treated as such. GRDD builds on HRDD by using the same six step framework as presented
- [Step 6](https://www.genderduediligence.org/implement-grdd/step-6/) - Return to implement toolSteps 1-5 focus on identifying and addressing human rights risks and their adverse impacts. Providing remediation is an important process that follows from, and supports, the first five GRDD steps. The primary purpose of grievance and remediation processes is to remedy adverse impacts that have already taken place. At the same time,
- [Step 5](https://www.genderduediligence.org/implement-grdd/step-5/) - Return to implement toolThe next step of the Gender-Responsive Due Diligence process is to communicate about adverse risks, actions taken to address them and the results from these actions. A growing number of governments and institutions globally require large companies to disclose certain information on the way they operate and manage social and environmental risks.
- [Step 4](https://www.genderduediligence.org/implement-grdd/step-4/) - Return to implement toolIn 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
- [Step 1](https://www.genderduediligence.org/implement-grdd/step-1/) - Return to implement toolThe first step of GRDD is to establish a gender-responsive policy framework aimed at respecting human rights, including women’s rights, labour rights, and the environment which complies with national and international laws and regulations. Practically, this means that companies evaluate and revise current policies and develop new ones if needed. Supply chain
- [Why is Gender-Responsive Due Diligence important?](https://www.genderduediligence.org/why-is-gender-responsive-
due-diligence-important/) - Women are often disproportionately affected by adverse business practices and do not enjoy the same economic opportunities as men. Gender norms – the roles and expectations that society puts on people of different genders – are deeply embedded in many societies around the world. Women face many barriers to equality and economic empowerment [1]. Some
- [What is Due Diligence?](https://www.genderduediligence.org/what-is-due-diligence/) - . HRDD is essential for responsible business conduct in international supply chains and forms a central part of the Organisation for Economic Co-operation and Development (OECD) Guidelines for Multinational Enterprises and the United Nations Guiding Principles on Business and Human Rights. The OECD has developed the OECD Due Diligence Guidance for Responsible Business Conduct: a
- [Understand](https://www.genderduediligence.org/understand-grdd/)
- [Implement](https://www.genderduediligence.org/implement-grdd/)
- [Copyright](https://www.genderduediligence.org/copyright/)

## Categories

- [Uncategorized](https://www.genderduediligence.org/category/uncategorized/)
- [Cocoa](https://www.genderduediligence.org/category/cocoa/)
- [Floriculture](https://www.genderduediligence.org/category/floriculture/)
- [Ready-made Garment](https://www.genderduediligence.org/category/ready-made-garment/)
- [Minerals](https://www.genderduediligence.org/category/minerals/)

## Tags

- [Divine Chocolate](https://www.genderduediligence.org/tag/divine-chocolate/)
- [International Cocoa Initiative](https://www.genderduediligence.org/tag/international-cocoa-initiative/)
- [World Cocoa Foundation](https://www.genderduediligence.org/tag/world-cocoa-foundation/)
- [Kering](https://www.genderduediligence.org/tag/kering/)
- [Suitsupply](https://www.genderduediligence.org/tag/suitsupply/)
- [Gap Inc.](https://www.genderduediligence.org/tag/gap-inc/)
- [Lindex](https://www.genderduediligence.org/tag/lindex/)
- [H&M](https://www.genderduediligence.org/tag/hm/)
- [Adidas](https://www.genderduediligence.org/tag/adidas/)
- [Ethiopian Horticulture Producer and Exporters Association](https://www.genderduediligence.org/tag/ethiopian-horticulture-producer-and-exporters-association/)
- [Van Den Berg Roses](https://www.genderduediligence.org/tag/van-den-berg-roses/)
- [fairtrade international](https://www.genderduediligence.org/tag/fairtrade-international/)
- [IDH](https://www.genderduediligence.org/tag/idh/)
- [mm flowers](https://www.genderduediligence.org/tag/mm-flowers/)
- [Florensis Kenya Limited](https://www.genderduediligence.org/tag/florensis-kenya-limited/)
- [Mars Incorporated](https://www.genderduediligence.org/tag/mars-incorporated/)
- [laurel](https://www.genderduediligence.org/tag/laurel/)
- [VF Corporation](https://www.genderduediligence.org/tag/vf-corporation/)
- [primark](https://www.genderduediligence.org/tag/primark/)
- [Hunkemöller](https://www.genderduediligence.org/tag/hunkemoller/)
- [ALDI](https://www.genderduediligence.org/tag/aldi/)
- [Gender Champion Course](https://www.genderduediligence.org/tag/gender-champion-course/)

## Section Category

- [content](https://www.genderduediligence.org/fusion_tb_category/content/)
- [footer](https://www.genderduediligence.org/fusion_tb_category/footer/)
- [page_title_bar](https://www.genderduediligence.org/fusion_tb_category/page_title_bar/)

## GRDD Steps

- [Step 1: Embed in policies](https://www.genderduediligence.org/grdd/step-1-embed/)
- [Step 2: Identify and assess adverse impacts](https://www.genderduediligence.org/grdd/step-2-identify/)
- [Step 3: Address adverse impacts](https://www.genderduediligence.org/grdd/step-3-address/)
- [Step 4: Track implementation and results](https://www.genderduediligence.org/grdd/step-4-track/)
- [Step 5: Communicate how impacts are addressed](https://www.genderduediligence.org/grdd/step-5-communicate/)
- [Step 6: Provide for remediation](https://www.genderduediligence.org/grdd/step-6-provide/)

## Category

- [columns](https://www.genderduediligence.org/element_category/columns/)
- [sections](https://www.genderduediligence.org/element_category/sections/)
- [elements](https://www.genderduediligence.org/element_category/elements/)