Gender Diversity

Key takeaways

  1. Gender equality can be measured through representation at the workplace, and more broadly, through company policies, supply chains, and products and/or services that provide challenges or opportunities.

  2. Empowerment signifies allowing people who are outside the decision-making process into it. Degradation is the opposite of empowerment.

  3. Ensure that your analysis is not anecdotal by highlighting the broader issue at hand and describing and quantifying the social impact. Provide enough quantitative information to determine the impact value and scale.

What is it?

Gender equality, which can also be named sexual equality, "is the state of equal ease of access to resources and opportunities regardless of gender, including economic participation and decision-making; and the state of valuing different behaviors, aspirations and needs equally, regardless of gender."

Gender neutrality and equity are practices and ways of thinking that aid in achieving the goal of gender equality. Gender parity is used to measure gender balance, such as in the workplace. Being more than equal representation, gender equality is firmly interconnected with rights.

Empowerment can be defined in different ways; however, when talking about women's empowerment, it means accepting and allowing women who are on the outside of the decision-making process into it. Empowerment is the process that creates power in individuals over their own lives, society, and their communities. It includes raising the status of people through education, raising awareness, literacy, and training. It is all about equipping and allowing people to make life-determining decisions.

The opposite of empowerment is degradation, “the act of lowering something or someone to a less respected state.”



Sources:

https://en.wikipedia.org/wiki/...

https://en.wikipedia.org/wiki/Women%27s_empowerment#:~:text=Empowerment%20includes%20the%20action%20of,the%20different%20problems%20in%20society

SDG choice

SDG 5

Impact assessment

Representation is important because it empowers those who have been marginalized historically. For instance, if women are overrepresented in lower-paying jobs and have little to no presence in leadership positions, then this shows gender inequality.

Using the Logical Model, try to analyse the impact of the company’s practices and initiatives to achieve true gender equality. What has the company done to empower or degrade women? Where and since when? Try to measure their practices and initiatives’ effectiveness in their life: is it improving their financial situation, health, etc.?


It is also important to evaluate gender equality in a broader sense rather than just female representation within different levels of an organisation. Outside of how the company has decided to organise itself, if possible, it would be valuable to know how the company is driving its policies into the supply chain or how its products or services provide challenges or opportunities in regards to this issue.


Caution

Rather than conducting relative impact assessments (representation as a percentage or only compared to the industry), an absolute impact assessment needs to be made. You should report on how the company is empowering or degrading women in absolute terms, such as systemic changes brought about by the company or in its supply chain.

In your analysis, you should emphasise the overall impact determined by using various metrics (i.e., how close the company is to 40-60% representation of either gender, female (over)representation in lower-to-upper pay quartiles, etc.).


1. The introduction should examine the industry and provide industry statistics:

  • What % of the industry workforce are women?
  • In this industry, how many women work in management, at the executive level, and the board level on average?
  • What is the average gender pay gap in the industry?
  • Explain how underrepresentation negatively impacts women's standing in society/why it is an issue women are underrepresented in the workplace. What would be the impact of increasing the representation of women?
    Note
    : Do not include any information about how women's representation affects business. This is a small but important distinction.
  • Generally speaking, you should not yet mention the company in the introduction.


2. The core analysis should provide:

  • The total number of people working at the specific company in question and the % of women
  • The % of women in management, the executive level, and on the board.
  • Consider if there is a glass ceiling effect or not.
  • Disclose the gender pay gap if it is present and reported on. If you know what women and men earn on average, you can calculate the percentage difference. For example, at company X, women earn an average of EUR 3,000 for every EUR 4,150 men make when comparing to the monthly salary.

    Calculation: % change = (change ÷ lower number) × 100 => (1,150 ÷ 3,000) x 100 = 38.3%

    Or you may use this calculator: https://percentagecalculator.n...


For your information: since 2017, any organisation with 250 or more employees must publish and report specific figures about their gender pay gap in the UK. You can look up any company here.


Regarding empowerment, identify:


What the company is doing to improve gender equality to help identify the best practices, such as:

  • New hires (female versus male) for more leadership roles or in male-dominated departments
  • Creating new roles and more options for women
  • Career development training for women versus men, and how many hours
  • Other initiatives include supporting younger female generations who want to pursue careers in STEM, mentor matching programs to encourage women to ensure their voices are heard, build their networks, etc.


Have the initiatives reduced turnover rates?



Regarding degradation, identify:


What the company is doing that is degrading women, such as:

  • Are there higher turnover rates amongst women?
  • Are females concentrated in part-time and lower-paying jobs?
  • Are working mothers receiving little to no support?
  • Are there cultural norms and stereotypes excluding women from upper management and senior/executive/leadership positions?



If assessing gender equality within the supply chain, identify:


What the company is doing that is helping or hurting women's standing in society, such as:

  • The power imbalance between males in upper management and a mainly female workforce.
  • Whether the supply chain upholds what societal norms and standards accept as 'appropriate' jobs for females.
  • Are women working in the lowest-paid quartiles?
  • Are the women vulnerable to sexual harassment and violence? Are there security threats when traveling during non-conventional working hours?
  • Do the women have limited bargaining power? Are they underrepresented in unions?
  • Are the women's care responsibilities paid for?

Comparing the results to the industry averages will help show how the company ranks within its industry.

Do not assess whether they have increased or decreased the share of women by a small margin or if they did or did not meet the goals they have set themselves, as it is trivial.



3. The conclusion should recap the main point without adding new elements.

Decide how well the company is empowering or degrading women in the workforce. No new information is needed here; tie your conclusion back into the introduction.

After considering the broader issue and the company’s actions, what is the company’s net impact on the issue at hand? Is it positive or negative? Is the impact significant when compared to the data illustrating the broader issue?
Is the company close to achieving a true gender balance, regardless of the industry norms?

If there is no indication of the company impacting female empowerment or degradation, unfortunately, we will not publish the analysis.



Sidenote


When coming across company reports that include aggregated (or consolidated) and non-aggregated data, you can go ahead and still treat this topic. Please keep in mind that when the gender breakdown is only available for the non-aggregated number of employees, it would be important also to provide the aggregated number of employees to allow the reader to make a more informed judgment when it comes time to rate both the value and scale of the company's impact.

The difference between aggregated and non-aggregated data is that the latter only includes financial/other information on the parent company. In contrast, aggregated data includes data from both the parent company and all of its subsidiaries.



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