This set of indicators comprises a number of variables and facts about a company or organization including location, size, industry, type of organization and financial metrics. It also contains gender-sensitive productivity indicators such as absenteeism and turnover
Gathers the perspective and experience of employees in a company or organization, specifically pertaining to the presence or absence of women in relation to men on a variety of levels (e.g. the ratio of men and women in leadership positions, departments, or members of the Board of Directors).
Information which enables the evaluation of recruitment, selection and hiring processes in companies from a gender perspective, assessing whether they produce gender gaps.
Gathers the perspective and experience of employees in a company or organization, specifically pertaining to the presence or absence of women in relation to men on a variety of levels (e.g. the ratio of men and women in leadership positions, departments, or members of the Board of Directors).
Compiles information that allows for evaluation of whether the remuneration that women and men receive from companies and organizations in their receipt of fair wages according to the principle of equal pay for work of equal value.
Compiles information needed to measure the existence or lack of measures to prevent and act upon cases of sexual and sex-based harassment in the workplace, the ratio of cases that occurred to those reported, and the impact of addressing and resolving those cases.
Assesses whether work-libe balance policies with shared responsibility offer equal opportunitiy for men and women, or if a gender bias exists. Measures the existence, degree of knowledge and rate of utilization of work-life balance measures
This set of indicators measures the degree of gender equality in the management of internal and external communications
Companies which are not well informed about the context and the conditions of the actors within their supply chain are more likely to be reinforcing and legitimizing inequalities, in particular against women workers. Ensuring a gender perspective crosscuts the supply chain matters to the business sector because women make up the majority in the lowest paid and most precarious jobs in the supply chain – particularly migrant women, domestic workers, and those employed in low-skilled jobs; and are increasing their participation in global primary production chains. It also matters because women face workplace discrimination, sexual harassment, and other forms of violence, to a much greater extent than men, particularly in global supply chains.
The business sector also should care about their gender impacts across their value chains because women owned businesses, most of them SMEs linked to their supply chains, have much less access to business development opportunities. Women-owned businesses, mostly micro and small businesses, face a wide variety of financial and non-financial barriers that prevent their development and full participation in the formal economy and supply chains, particularly in global supply chains. Promoting women owned SMEs access to procurement opportunities not only enables more business opportunities for women, but also provides the buying companies with greater opportunities to access the best and most suitable suppliers. Undoubtedly when buying companies ignore the economic potential of women owned businesses, and the obstacles and challenges they face to access supply chains, they lose enormous commercial opportunities.
