“Gender equality across business strategy and operations is a smart investment and a key component of corporate sustainability.”
► Business Case Development and Change Rationale
► Sustainability & Performance Strategy Development
► Gender Equality Governance Councils
Prioritisation of Gender Equality incorporating gender affairs in decision-making, and implementing gender balance plans for companies who want to instil gender equality at all corporate levels, leading companies to assess current policies and programmes, highlighting areas for improvement, and identifying opportunities to set future corporate goals and targets, making managers at all levels accountable for results against these goals and targets through their performance reviews.
Establish company-wide goals and targets for gender equality and women’s empowerment and measure progress through clear performance indicators.
Make managers at all levels accountable for results against these goals and targets through their performance reviews.
Engage and consult internal and external stakeholders in the development of company policies, programmes and implementation plans.
Ensure that existing policies are gender-sensitive – identifying factors that impact women and men differently – and that corporate culture advances equality and inclusion.
Review the requirements for board membership, and other governance bodies and committees, to ensure gender equality.
Confidently set ambitious and realistic corporate targets for gender equality demonstrating commitment and action to your employees, investors and other stakeholders
Understand your current gender equality performance through the facilitated use of the Women’s Empowerment Principles Gender Gap Analysis Tool
Engage in accelerated learning opportunities specific to your country context
Build a network of peers, UN partners and experts to support your gender equality strategy and work collectively to tackle persistent barriers to gender equality.
Showcase women in your company who are driving business success, sustainability and contributions to the SDGs.
“Enhancing openness and inclusion throughout corporate policies and operations requires techniques, tools and practices that bring results.”
► Diagnostics & Strategy Development
► Business Case Development and Change Rationale
► Accountability, Goals & Metrics
Consideration of whether internal practices and related support systems for gender mainstreaming are effective and reinforce each other and whether they are being followed; monitoring and assessment of the relative progress made in gender mainstreaming; establishment of a baseline; identification of critical gaps and challenges; recommendation of ways of addressing them and suggestions of new and more effective strategies; and documentation of good practices towards the achievement of gender equality.
Generation of understanding of the extent to which gender mainstreaming has been internalised and acted upon by staff.
Assessment of the extent of gender mainstreaming in terms of the development and delivery of gender-sensitive products and services.
Identification and sharing of information on mechanisms, practices and attitudes that have made a positive contribution to mainstreaming gender in an organisation.
Assessment of the level of resources allocated and spent on gender mainstreaming and gender activities.
Examination of the staff sex balance at different levels of an organisation.
Examination of the extent to which human resources policies are gender-sensitive.
Identification of room for improvement and suggest possible strategies to better implement the action plan.
Outline the impact of gender equality on return on equity, profitability, and better average growth and performance.
Assess the facts and figures with a more in-depth reflection on qualitative standards, beliefs and opinions to assess the impact of these on gender equality, organisational culture and well-being.
Engage in accelerated learning opportunities promoting organisational learning and reinforcing an organisation’s collective capacity to analyse its activities from a gender perspective, verifying its achievements and deficiencies.
Set up of the initial baseline of performance on gender mainstreaming in an organisation with a view to introducing an ongoing process of benchmarking to measure progress in promoting gender equality.
Measure the progress of implementing action plans on gender mainstreaming and recommend revisions as needed.
“Embedding gender equality across business strategy and operations is a smart investment and is a key component of corporate sustainability.”
► Talent Management Processes
► Innovation
► Employee Resource Groups
Advice on all phases of the process in which companies are located for the design and implementation of equality measures and plans. Elaboration of tools and instruments for carrying out diagnoses and equality plans and for monitoring and evaluation. Sharing of information and awareness activities in the business field and in the business industry or sector. Resolution of queries and doubts about contents and procedures to elaborate measures and plans of equality and regulations that affect companies.
Advice adapted to the needs of each company by a specialised team.
Training aimed at addressing the integration of equality between women and men in companies and the implementation of equality plans.
Theoretical and practical knowledge related to measures and plans for equality in companies.
Basic guidelines on the process of elaboration, development and evaluation of equality plans.
Exchange of experiences and good practices between companies and other entities that are in similar processes.
Support companies and other entities in the process of elaboration and development of equality measures and plans.
Tools and instruments for carrying out diagnoses and equality plans and for monitoring and evaluation.
Support companies and other entities in the process of elaboration and development of equality measures and plans.
Publicise work methodologies to incorporate equality between women and men through equality measures and plans.
Promote in companies a culture based on equal opportunities and treatment as an element of quality and as a strategic value of progress.
Resolution of queries and doubts about contents and procedures to elaborate measures and plans of equality, regulations that affect companies, the role of the agents involved.
Information and awareness activities in the business field and in the business industry or sector.
Publicise work methodologies to incorporate equality between women and men through equality measures and plans.
“Taking bold action to increase female representation and leadership in business is needed more than ever, is a critical driver of company performance.”
► Inclusive Leadership
► Sponsorship & Mentoring Initiatives
► Team Effectiveness & Performance
Application of successful strategies for change through the integration of change management and gender mainstreaming and assessment of the most successful elements conducive for gender balance, proposing to look at how organisations have embraced gender mainstreaming, and go much further by looking at gender as part of an organisational change management strategy.
Identify the gender status in the organisation within the organisational context and Start the design of the communication plan in order to raise awareness and support the development of a shared vision.
Define the strategic goals to be achieved (Gender Equality).
Design a first draft of the project of change: main phases, strategic goals, expected results/outputs, outcomes and impacts, including the first attempts to secure the resources (human and financial) needed and the predictable timeframe.
Set up the change team (task force) and ensure the process of capacity-building by planning adequate training, mentoring and coaching in gender issues.
Ensure that the conditions are met and map the political landscape; the organisation is a political arena and also an open system, meaning that in order to map the internal and external political landscape and build internal and external alliances, key steps need to be taken into account.
Convey the vision and the strategy on gender in the organisation.
Generate awareness and adhesion
Engage in accelerated learning opportunities specific to your country context
Message to senior management: General messages; Anticipated effects; Cost estimate; Process itself; Analysis of options and alternatives.
Message for managers: HR impact; Impact on knowledge; Impact on behaviour and values of individuals; Impact on standards; Impact on job.
Act as a catalyst and be responsible for ensuring that the work plan will be accomplished. In order to fully accomplish the change programme, stakeholders/focal points (from different units/ departments) may also be identified and even made responsible for implementation of specific activities of the work plan.
“The increase in gender diversity contributes to increased focus on environmental, social, and governance (ESG) considerations, including reduced greenhouse emissions, and it may help unlock more than US$12 trillion in new market value linked to the Global Goals”
► Gender Equality Governance & Councils
► Business Case Development and Change Rationale
► Sponsorship & Mentoring Initiatives
Activation of policy intervention to increase the proportion of women in corporate management boards, facilitating companies through the recommendation of international mechanisms, from fully agreed policy ratifications, to statements made by senior officers about gender gaps in corporate management boards, or from general statements about the importance of including women in economic governance and top jobs.
Establish company-wide goals and targets for gender equality and women’s empowerment and measure progress through clear performance indicators.
Make managers at all levels accountable for results against these goals and targets through their performance reviews.
Engage and consult internal and external stakeholders in the development of company policies, programmes and implementation plans.
Ensure that existing policies are gender-sensitive – identifying factors that impact women and men differently – and that corporate culture advances equality and inclusion.
Review the requirements for board membership, and other governance bodies and committees, to ensure gender equality.
Confidently set ambitious and realistic corporate targets for gender equality demonstrating commitment and action to your employees, investors and other stakeholders
Understand your current gender equality performance through the facilitated use of the Women’s Empowerment Principles Gender Gap Analysis Tool
Engage in accelerated learning opportunities specific to your country context
Build a network of peers, UN partners and experts to support your gender equality strategy and work collectively to tackle persistent barriers to gender equality.
Showcase women in your company who are driving business success, sustainability and contributions to the SDGs.
“Gender diverse companies are 15% more likely to have financial returns above their respective national industry means.”
► Work-life Effectiveness/Flex
► Employee Resource Groups
► Innovation
Creation of awareness about gender balance best practices proposing tools, enablers, innovative solutions and initiatives to attract and retain female talent creating a pool of best practices in order to convey the vision and the strategy on gender in the organisation, generate awareness and adhesion to senior management: General messages; Anticipated effects; Cost estimate; Process itself; Analysis of options and alternatives.
Establish company-wide goals and targets for gender equality and women’s empowerment and measure progress through clear performance indicators.
Make managers at all levels accountable for results against these goals and targets through their performance reviews.
Engage and consult internal and external stakeholders in the development of company policies, programmes and implementation plans.
Ensure that existing policies are gender-sensitive – identifying factors that impact women and men differently – and that corporate culture advances equality and inclusion.
Review the requirements for board membership, and other governance bodies and committees, to ensure gender equality.
Confidently set ambitious and realistic corporate targets for gender equality demonstrating commitment and action to your employees, investors and other stakeholders
Understand your current gender equality performance through the facilitated use of the Women’s Empowerment Principles Gender Gap Analysis Tool
Engage in accelerated learning opportunities specific to your country context
Build a network of peers, UN partners and experts to support your gender equality strategy and work collectively to tackle persistent barriers to gender equality.
Showcase women in your company who are driving business success, sustainability and contributions to the SDGs.
“MCI Multilateral Partners is bringing the craft of gender economic governance from global development risks to the financial markets and establishing gender economic governance as a macro-critical investment discipline.”
