Photo Credit: Plan International / Fran Alonso
Resources for Understanding
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 current practice amongst businesses and provides best practice recommendations. It considers questions such as addressing human rights impacts beyond first tier suppliers, how to use leverage in the absence of a contractual relationship, and how to undertake HRDD when information about human rights risks is not readily available.
The OECD Due Diligence Guidance for Responsible Business Conduct provides practical support to enterprises on the implementation of the OECD Guidelines for Multinational Enterprises by providing plain-language explanations of its due diligence recommendations and associated provisions. Implementing these recommendations helps enterprises avoid and address adverse impacts related to workers, human rights, the environment, bribery, consumers and corporate governance that may be associated with their operations, supply chains and other business relationships.
The UN Guiding Principles on Business and Human Rights are a set of guidelines for States and companies to prevent, address and remedy human rights abuses committed in business operations.
In the report, BSR & ICRW aim to help companies build effective strategies for women’s economic empowerment by applying a holistic and integrated approach: “holistic” in considering the broader conditions necessary for women’s advancement and “integrated” in leveraging the full set of business assets a company can deploy. They focus on opportunities across four sectors—information and communications technology, healthcare, financial services, and consumer products.
This report achieves three results. First, it provides a brief overview of discrimination and differentiated impacts experienced by women and girls in the context of business activities, and analyses selected existing gender equality standards. Second, it develops a three-step gender framework that States, business enterprises and other stakeholders could use to achieve substantive gender equality. Third, the report uses this gender framework to provide specific guidance (including illustrative actions) for each of the 31 principles of the UNGPs.
This report aims to help unlock business opportunities that advance the health, rights, and wellbeing of women in global value chains. It highlights the benefits of investing in women along the value chain and provides a framework for action and practical guidance for companies to identify and strengthen value-chain investment opportunities that deliver positive returns to business, women, and society.
Gender-responsive Human Rights Due Diligence tool (Girls Advocacy Alliance)
Organised around the six steps of the OECD Human Rights Due Diligence, this toolkit offers a conceptual framework, as well as practical guidance for planning, implementing, and monitoring your GRDD processes. It guides you through the process of: (1) defining a gender equality policy; (2) identifying gender-specific human rights risks; (3) designing measures to mitigate these risks; (4) monitoring your progress and results; (5) communicating outcomes; and (6) remedying any violations that may occur. It also offers experiences from various sectors and includes a practical workbook to support the implementation of the six steps.
This report supports the business case by highlighting quantitative evidence and best-practice examples from International Finance Corporation’s (IFC) global clients and partners. These cases demonstrate how companies can implement targeted solutions with their employees, entrepreneurs, customers, and community stakeholders.
This report sheds light on the business case for women’s economic empowerment, the benefits of taking a holistic and integrated approach, and explain the 8 building blocks to achieve women’s economic empowerment in more detail.
Identifying, addressing and holding companies to account for the adverse gendered impacts of their activities on women needs to be embedded in this emerging due diligence legislation and wider business and human rights policies and strategies, or we risk adopting measures that will leave women behind. This paper explains why such an approach is needed, and how states and companies can integrate gender- responsive human rights due diligence into existing and emerging efforts in the area of business and human rights.
Resources for Implementing
This guidance consists of two parts. Part A describes the gender dimensions of the 9 Base Code principles. Part B provides guidance for companies on how to conduct GRDD. In Part B, companies will find practical guidance on how to ensure leadership and corporate commitment to gender equality and women’s rights.
Description: BSR’s Gender Equality in Codes of Conduct Guidance provides a framework for companies to integrate gender equality considerations into the standards they use to set supply chain ethical requirements. This Guidance is the first of a set of tools that aim at promoting practices and systems in supply chains that empower women.
This document provides in-depth explanations of the importance of addressing gender equality in employment. In doing so, it offers concrete and operational guidelines on how to mainstream gender equality in specific employment policy areas.
Organised around the six steps of the OECD Human Rights Due Diligence, this toolkit offers a conceptual framework, as well as practical guidance for planning, implementing, and monitoring your GRDD processes. Part 1 of this toolkit explains how to embed a gender equality policy into a company’s management system, how to ensure commitment at the top, and emphasizes the importance of engaging stakeholders.
The WEPs Tool is a business-driven tool based on an online platform and designed to support companies assess gender equality performance across the workplace, marketplace, and community. Moreover, it is a self-assessment tool that helps to improve your company’s ability to assess current gender equality policies and programs and helps to identify gaps and opportunities for improvement.
This guidance note specifically aims to support companies in prioritizing, establishing and implementing gender-responsive and ethical procurement practices without compromising quality, efficiency, cost savings and value for money.
This report presents guiding frameworks, policies and practices of companies and governments, and lists the key Conventions that promote gender equality (page 5). It focuses on five key areas: equal opportunities in employment, equal pay, ending violence and harassment against women at work, promoting women in business, and building a future of work that works for women.
EDGE stands for Economic Dividends for Gender Equality and is distinguished by its rigor and focus on business impact. EDGE Certification measures where organizations stand in terms of gender balance across their pipeline, pay equity, effectiveness of policies and practices to ensure equitable career flows as well as inclusiveness of their culture.
Building on the seven Women’s Empowerment Principles (WEPs), this COVID-19 and Gender Rapid Self-Assessment Tool enables companies to assess their COVID-19 response and ensure they are supporting women during and beyond the crisis with gender-sensitive measures throughout their value chain.
This is the go-to portal for companies in the horticulture sector and offers valuable data and helps companies to get a quick insight into (gender risks) in the horticultural sector. The portal currently focuses on the flower industry in Kenya, but aims to extend to a variety of (horticultural) sectors and countries throughout Africa.
This tool offers guidance to brands and suppliers how to conduct gender-responsive due diligence in supply chains, focusing on the garment industry but applicable for use across manufacturing sectors. The first phase focuses on conducting gender-responsive assessments and introduces the Gender Data and Impact (GDI) tool.
The GDI tool can be used to conduct factory assessments to understand whether gender gaps in worker outcomes exist and where. It enables users to collect data, evaluate and analyze findings, select priority outcomes, create an action plan and track progress against overall outcomes and specific targets.
Organised around the six steps of the OECD Human Rights Due Diligence, this toolkit offers a conceptual framework, as well as practical guidance for planning, implementing, and monitoring your GRDD processes. In Step 2 of this tool, the GAA offers further explanation and information on how to conduct a thorough risks assessment. It also provides suggestions on the types of indicators a company can use to identify human rights risks in their international supply chains.
Gender-specific supply chain risks can be overlooked when not actively considered. By conducting Gender-Responsive Due Diligence, companies actively identify, assess, and address gender-specific risks in addition to other human rights risks in supply chains. The eight Building Blocks for Women’s Economic Empowerment form a framework that supports companies to assess gender-specific supply chain risks.
This guidance outlines emerging practices in addressing gender-based violence and harassment in operations and investments. This is a particularly useful tool when gender-based violence has emerged as a key risk factor from the scoping assessment. The guidance uses examples of GBVH risks in key sectors, including transport, construction, and manufacturing.
This guidance consists of two parts. Part A describes the gender dimensions of the 9 Base Code principles. Part B provides guidance for companies on how to conduct GRDD. In Part B, companies will find practical guidance on how to take concrete steps for addressing gender equality in the supply chain.
In this toolkit, you will find practical case examples and an exploration of opportunities to integrate gender aspects in different programming steps of projects and inventions. These examples might prove useful when addressing identified risks, but also when you seek to leverage greater impact through interventions.
This tool offers guidance to brands and suppliers how to conduct gender-responsive due diligence in supply chains, focusing on the garment industry but applicable for use across manufacturing sectors. The first phase focuses on conducting gender-responsive assessments and introduces the Gender Data and Impact (GDI) tool.
The GDI tool can be used to conduct factory assessments to understand whether gender gaps in worker outcomes exist and where. It enables users to collect data, evaluate and analyze findings, select priority outcomes, create an action plan and track progress against overall outcomes and specific targets.
Organised around the six steps of the OECD Human Rights Due Diligence, this toolkit offers a conceptual framework, as well as practical guidance for planning, implementing, and monitoring your GRDD processes. It guides you through the process of: (1) defining a gender equality policy; (2) identifying gender-specific human rights risks; (3) designing measures to mitigate these risks; (4) monitoring your progress and results; (5) communicating outcomes; and (6) remedying any violations that may occur.
This is a set of resources, practical recommendations and toolkits that is looking to support organisations to create an enabling environment for women’s economic empowerment. Topics addressed include unpaid work and care and business culture and practice.
This guidance consists of two parts. Part A describes the gender dimensions of the 9 Base Code principles. Part B provides guidance for companies on how to conduct GRDD. In Part B, companies will find practical guidance on how to track their actions and communicate the outcomes.
This tool offers guidance to brands and suppliers how to conduct gender-responsive due diligence in supply chains, focusing on the garment industry but applicable for use across manufacturing sectors. The first phase focuses on conducting gender-responsive assessments and introduces the Gender Data and Impact (GDI) tool.
The GDI tool can be used to conduct factory assessments to understand whether gender gaps in worker outcomes exist and where. It enables users to collect data, evaluate and analyze findings, select priority outcomes, create an action plan and track progress against overall outcomes and specific targets.
Organised around the six steps of the OECD Human Rights Due Diligence, this toolkit offers a conceptual framework, as well as practical guidance for planning, implementing, and monitoring your GRDD processes. It guides you through the process of: (1) defining a gender equality policy; (2) identifying gender-specific human rights risks; (3) designing measures to mitigate these risks; (4) monitoring your progress and results; (5) communicating outcomes; and (6) remedying any violations that may occur.
BSR’s Gender Equality in Social Auditing Guidance outlines why and how gender considerations should be integrated into social auditing methodologies and processes. It is designed to provide perspectives and recommendations on both how to best adapt existing auditing processes so that women’s issues are better surfaced and how to explore alternative worker voice approaches to enhance or complement the process.
This report highlights some of the existing and emerging business drivers for improving practices and reporting on gender issues. These are further to the legal and ethical imperatives for reporting on gender issues (as, for example, set out in international human rights legal and policy frameworks), which are also discussed. In turn it offers practical steps on how to integrate gender in sustainability reporting. It can, for example, help organisations benefit from emerging best practices in sustainability reporting, achieve bottom-line benefits, and create new opportunities for women in the private sector by better understanding and managing gender perspectives in their businesses. Adding a gender perspective to existing non-financial reporting frameworks may also help private companies win recognition by workers, investors and consumers.
Organised around the six steps of the OECD Human Rights Due Diligence, this toolkit offers a conceptual framework, as well as practical guidance for planning, implementing, and monitoring your GRDD processes. It guides you through the process of: (1) defining a gender equality policy; (2) identifying gender-specific human rights risks; (3) designing measures to mitigate these risks; (4) monitoring your progress and results; (5) communicating outcomes; and (6) remedying any violations that may occur.
Companies are increasingly identifying and addressing the adverse gendered impacts of their activities on women. This paper explains why it is important that companies are held to account by embedding this in emerging due diligence legislation and wider business and human rights policies and strategies, or we risk adopting measures that will leave women behind. Furthermore, the paper highlights how states and companies can integrate gender-responsive human rights due diligence into existing and emerging efforts in the area of business and human rights.
This guidance note seeks to inform private sector companies about how to recover resiliently and inclusively from the effects of COVID-19, while considering the gender gap between women and men in their company’s operations. This guidance note recommends six actions that private sector companies can implement to ensure that both women and men can return to economic activities during and after the pandemic, and participate equally as leaders, employees, business owners, and consumers.
Building on the seven Women’s Empowerment Principles (WEPs), this COVID-19 and Gender Rapid Self-Assessment Tool enables companies to assess their COVID-19 response and ensure they are supporting women during and beyond the crisis with gender-sensitive measures throughout their value chain.
