1. Equality
MEans
BusinEss
1 Establish high-level corporate leadership
for gender equality.
2 Treat all women and men fairly at work – respect
and support human rights and nondiscrimination.
3 Ensure the health, safety and well-being
of all women and men workers.
4 Promote education, training and professional
development for women.
5 Implement enterprise development, supply chain
and marketing practices that empower women.
6 Promote equality through community initiatives
UN Photo/StePheNie hollymaN
and advocacy.
7 Measure and publicly report on progress
to achieve gender equality.

2. Introduction
EmpowEring womEn to participate companies tailor existing policies 189 countries at the Fourth World
fully in economic life across all and practices —or establish needed Conference on Women in 1995 and
sectors and throughout all levels new ones— to realize women’s the millennium Declaration adopted
of economic activity is essential to: empowerment. the Principles also by 189 countries in 2000, contribute
■ Build strong economies; reflect the interests of governments to the overarching human rights
and civil society and will support framework.1
■ establish more stable and just
interactions among stakeholders as these international standards
societies; achieving gender equality requires illuminate our common aspiration for
■ achieve internationally- the participation of all actors. as a a life where the doors of opportunity
agreed goals for development, leader in gender equality, UNiFem are open to all. Where people can
sustainability and human rights; brings three decades of experience live free from violence, exercise legal
■ improve quality of life for women, to this partnership effort with the UN redress and expect states to live up
men, families and communities; Global Compact, the world’s largest to their obligations to respect and
and corporate citizenship initiative protect the human rights of women,
with more than 7,000 business men and children and provide
■ Propel businesses’ operations
participants and other stakeholders appropriate government services
and goals.
involved in more than 135 countries. such as education and health.
yet, ensuring the inclusion of in an increasingly globalized and
women’s talents, skills, experience these conventions inform national
interconnected world, utilizing all law and help shape common values
and energies requires intentional social and economic assets is
actions and deliberate policies. the adopted by institutions throughout
crucial for success. yet, despite the world. Business leaders,
Women’s empowerment Principles progress, women continue
provide a set of considerations to working in close association with
to confront discrimination, their peers, with governments,
help the private sector focus on marginalization and exclusion,
key elements integral to promoting nongovernmental organizations and
even though equality between the United Nations2, seek to apply
gender equality in the workplace, men and women stands as a
marketplace and community. these international standards that
universal international precept—a uphold an individual’s rights through
enhancing openness and inclusion fundamental and inviolable human their specifically designed policies
throughout corporate policies and right. Nearly all countries have and programmes. their corporate
operations requires techniques, affirmed this value through their commitment, reflected through the
tools and practices that bring recognition of the standards company’s mission statement and
results. the Women’s empowerment contained in international human supported through public reporting
Principles, forged through an rights treaties, which articulate on policies and practices, attests
international multi-stakeholder for states a broad range of to the growing realization of how
consultative process led by the civil, political, economic, social important these values are to
United Nations Development Fund and cultural rights. Distinctive business and their communities.3
for Women (UNiFem) and the documents highlight a spectrum
United Nations Global Compact While much has been accomplished
of state responsibilities and human
(UNGC), provide a “gender lens” through the integration of
rights protections for women,
through which business can survey principles and actions on corporate
indigenous peoples, children,
and analyze current initiatives, responsibility, diversity and
workers and people with disabilities.
benchmarks and reporting practices. inclusion, the full participation of
additionally, internationally agreed-
women throughout the private
informed by real-life business on documents such as the Beijing
sector – from the Ceo’s office
practices, the Principles help Platform for action adopted by all

3. to the factory floor to the supply
chain – remains unfulfilled. Current
research demonstrating that
gender diversity helps business
perform better signals that self
interest and common interest can
come together. UNiFem, the UN
Global Compact, other leading
UN agencies, the World Bank
and the World economic Forum,
reinforce the findings.4 Governments
also recognize that women’s
inclusion drives development, and
acknowledge that achieving the
millennium Development Goals and
national economic and development
plans requires rapidly moving
towards gender equality.5
in a globally interdependent political,
social and economic environment,
partnerships play an increasingly
vital role to:
■ Create a vibrant business
environment involving a broad
partnership of actors, enablers,
contributors and innovators to
open opportunities for women
and men; and
■ enable the active and interactive
participation of governments,
international financial institutions,
the private sector, investors,
nongovernmental organizations,
academia and professional
organizations to work together.
in the spirit of partnership, UNiFem
and the UN Global Compact
offer the Women’s empowerment
Principles in the hope that using
UN Photo/t. BolStaD
them as a targeted “gender lens”
inspires and intensifies the efforts
to bring women in at all levels.
Equality does mean business.
women's empowerment principles/equality means business ■ 1

4. Women’s Empowerment
1 Leadership
Promotes
Gender Equality
2 Equal
Opportunity,
Inclusion and
3 Health, Safety
and Freedom
from Violence
■ affirm high-level support and Nondiscriminiation ■ taking into account differential
direct top-level policies for impacts on women and
■ Pay equal remuneration,
gender equality and human men, provide safe working
including benefits, for work of
rights. conditions and protection
equal value and strive to pay a
■ establish company-wide from exposure to hazardous
living wage to all women and
goals and targets for gender materials and disclose
men.
equality and include progress potential risks, including to
■ ensure that workplace policies reproductive health.
as a factor in managers’
and practices are free from
performance reviews. ■ establish a zero-tolerance
gender-based discrimination.
■ engage internal and policy towards all forms of
■ implement gender-sensitive violence at work, including
external stakeholders in the
recruitment and retention verbal and/or physical
development of company
practices and proactively abuse and prevent sexual
policies, programmes and
recruit and appoint women harassment.
implementation plans that
to managerial and executive
advance equality. ■ Strive to offer health insurance
positions and to the corporate
■ ensure that all policies are or other needed services
board of directors.
gender-sensitive – identifying – including for survivors of
■ assure sufficient participation domestic violence – and
factors that impact women
of women – 30% or greater ensure equal access for all
and men differently – and that
– in decision-making and employees.
corporate culture advances
governance at all levels and
equality and inclusion. ■ Respect women and men
across all business areas.
workers’ rights to time off for
■ offer flexible work medical care and counseling
options, leave and re-entry for themselves and their
opportunities to positions of dependents.
equal pay and status.
■ in consultation with
■ Support access to child and employees, identify and
dependent care by providing address security issues,
services, resources and including the safety of women
information to both women traveling to and from work and
and men. on company-related business.
■ train security staff and
managers to recognize signs
of violence against women and
understand laws and company
policies on human trafficking,
labour and sexual exploitation.

5. Principles
4 Education
5 Enterprise ■ Work with community
stakeholders, officials and
and Training Development, others to eliminate discrimination
■ invest in workplace policies Supply Chain and exploitation and open
opportunities for women and
and programmes that open
avenues for advancement and Marketing girls.
of women at all levels and Practices ■ Promote and recognize women’s
across all business areas, leadership in, and contributions
■ expand business relationships
and encourage women to to, their communities and
with women-owned enterprises,
enter nontraditional job ensure sufficient representation
including small businesses, and
fields. of women in any community
women entrepreneurs.
■ ensure equal access to consultation.
■ Support gender-sensitive
all company-supported ■ Use philanthropy and grants
solutions to credit and lending
education and training programmes to support
barriers.
programmes, including company commitment to
literacy classes, vocational ■ ask business partners and inclusion, equality and human
and information technology peers to respect the company’s rights.
training. commitment to advancing
7
■ Provide equal opportunities
equality and inclusion.
for formal and informal ■ Respect the dignity of women Transparency,
networking and mentoring. in all marketing and other
company materials.
Measuring and
■ offer opportunities to
promote the business case ■ ensure that company products, Reporting
for women’s empowerment services and facilities are not ■ make public the company
and the positive impact of used for human trafficking and/ policies and implementation
inclusion for men as well as or labour or sexual exploitation. plan for promoting gender
women. equality.
6
■ establish benchmarks that
Community quantify inclusion of women at
Leadership and all levels.
Engagement ■ measure and report on
progress, both internally
■ lead by example – showcase and externally, using data
company commitment to disaggregated by sex.
gender equality and women’s ■ incorporate gender markers into
empowerment.
ongoing reporting obligations.
■ leverage influence, alone or
in partnership, to advocate for
gender equality and collaborate
with business partners,
suppliers and community
leaders to promote inclusion.
women's empowerment principles/equality means business ■ 3

6. Principles into Practice:
3 Health, Safety
Companies from around the world already furnish concrete
examples of how they advance women’s empowerment.
the samples that follow, matched to each of the seven
and Freedom
distinct Women’s empowerment Principles, showcase from Violence
actions and policies to learn from and emulate; they ■ Building on a company-
initiated study to determine
derive from the large collection of company-submitted
the economic benefits to
examples entitled, Companies Leading the Way: Putting companies of employee health
the Principles into Practice. awareness, a large apparel
company partners with health
1 2
education professionals to
Leadership Equal offer trainings to employees
Promotes Opportunity, on reproductive and maternal
health, disease prevention and
Gender Equality Inclusion and access to care.
■ an international mining group Nondiscrimination ■ Recognizing the need to
support working parents,
headquartered in the UK,
■ to retain and attract more a Kenyan communications
commissioned a resource guide
qualified women, an eastern company offers free on-site day
on how to reach out and engage
european microfinance care and an in-house physician,
women and community groups
group initiated a broad- in addition to comprehensive
as a major policy directive of its
based data collection and medical coverage that includes
business operations.
analysis exercise, followed pre- and post-natal care.
■ a company assessment at up with recommendations on
the highest level by a global ■ two Spanish companies offer
the treatment of its female
accounting and consulting victims of domestic violence job
employees.
firm determined that the placement services specifically
■ in an effort to close gender- tailored to their needs to ease
company was losing out on
based pay gaps, a global transition to the workplace.
business by failing to attract
insurance group dedicated 1.25
and retain highly skilled female ■ a Sri lankan apparel
million euros over three years.
professionals and, on the basis manufacturer demonstrates
of these findings, worked to ■ a large financial services its commitment to creating
change company culture and company in australia offers and maintaining a safe and
policies through leadership and a parental leave policy that healthy work environment – and
board involvement. provides a total of two years recognition of the differential
parental leave for the primary needs of its female and
■ the leadership of an east
care giver, which can be male employees – through
asian apparel manufacturer
taken flexibly, rather than a range of targeted policies
implemented an integrated,
on a full-time basis. and programmes, including
comprehensive approach to
women’s empowerment through ■ to support diversity and special care for pregnant
programmes recognizing female inclusion, a multinational employees, and systematic risk
employees’ accomplishments steel company established a assessments and monitoring
and supporting women’s special committee comprised of its plants, processes and
advancement in the company of management and women equipment.
through wide-ranging workers that identifies concerns
education, training and safety of female employees and in
initiatives. response organizes trainings
and programmes.

7. Company Examples
4 Education and
5 Enterprise ■ a multinational mining
company with operations in
Training Development, Ghana implemented a gender
■ to open opportunities for Supply Chain mainstreaming programme to
encourage female employees
women’s career advancement
in it fields, a US-based and Marketing to assume greater responsibility
multinational technology
company maintains strategic
Practices within the mine and connect to
the local community.
■ Recognizing the expanding
partnerships with women’s ■ a US-based multinational
role of women entrepreneurs, a
organizations in many of the apparel manufacturer awards
large UK-based bank launched
countries where it operates, grants to community-based
specialized financial services,
to promote education and organizations working to
microfinance opportunities
training and recognize women’s empower women in localities
and business loans and also
accomplishments in it. where it does business.
provides an online resource
■ a large european airline center for women entrepreneurs
7
company reaches out to youth
through education projects to
running small and medium-
sized enterprises. Transparency,
break down the barriers that
traditionally limit women to
■ a Swedish manufacturer Measuring and
certain jobs in the industry and
helps women producers of
raw materials in developing
Reporting
men to others. ■ a mid-sized israeli fashion
countries to trade directly
■ a large financial services with the manufacturer, thus company became the first of
company in australia offers improving their income by its size in israel to voluntarily
numerous initiatives aimed at reducing the number of disclose a Social and
supporting women in business, intermediaries in the supply environmental Responsibility
including an online platform chain. Report reflecting its
to help australian women commitment to gender equality.
■ to make the scope of violence
connect with other women in ■ a Spanish financial institution
against women visible to an
business internationally to share publicizes its commitment to
international public, a global
information, research and career equal opportunity and inclusion
advertising company partnered
advice. on its website and regularly
with a UN organization to
■ a Chinese international develop a public awareness undergoes external equality
transport company established campaign using television and diagnostics validated by an
female employee committees to the internet. autonomous government body.
identify and design programmes ■ a South african mining
and information tailored to the
6
company includes a detailed
needs and special interests of
female employees.
Community breakdown of employment
Leadership and by gender and race per
occupational level in its
Engagement sustainability reporting.
■ a large international cosmetics
company launched and sold
UN Photo/SaNjeev KUmaR
products to raise funds for
community-based organizations
working to end domestic
violence around the world.
women's empowerment principles/equality means business ■ 5

8. How to Make & Measure ■ are sufficient numbers of women
the following suggestions align with each of the seven
– 30 percent or greater – being
Women’s empowerment Principles and indicate approaches
recruited and interviewed? Do
on how to make and measure progress. however, the most interview panels have sufficient
powerful assessment tools derive from an organization’s own numbers of women participating?
culture and objectives, matched with a clear measurement ■ What is the retention rate for
framework. While we share common goals, the routes to get female employees by employee
category and job title compared
there will, by necessity, be diverse. to male employees?
1 2
■ has the company designed flex-
Leadership Equal Opportunity, ible work options that incorporate
the specific and different needs of
Promotes Inclusion and women and men?
Gender Equality Nondiscrimination ■ are there accessible channels for
Define clearly company’s strategic Prominently publicize an explicit filing grievances on gender-based
case for advancing gender company statement that prohibits discrimination, harassment and
equality within the organization gender-based discrimination violence?
and in its field. in hiring, retention policies,
3 Health, Safety,
establish a high-level task force promotion, salaries and benefits.
to identify priority areas, establish Design recruitment initiatives that
benchmarks and monitor reach out to more women. and Freedom
company progress. Review and analyze remuneration from Violence
include company-wide goals of all employees by gender, Prominently publicize the
for progress towards for gender employee category and job title. company's zero tolerance policy
equality in job descriptions and ensure equal opportunities for and provide ongoing training.
performance reviews. women to lead on important Undertake a gender sensitive
assignments and task forces. inventory of health and safety
Things To consider…
■ is the stated commitment to Survey employees to elicit conditions.
advancing equality and promoting the views of women and men Survey employees to elicit the
nondiscrimination and fairness towards company policies on views of women and men on
prominently featured on the equal opportunity, inclusion, health, safety and security issues.
company’s website and in nondiscrimination and retention.
company recruiting materials and tailor company health and safety
establish and implement a policies to serve the distinctive
corporate sustainability reports? confidential grievance policy concerns and needs of women
■ is there a designated board-level and procedure for incidents of and men, including pregnant
individual who champions the discrimination, sexual harassment women, people with hiv/aiDS,
organization’s gender equality and gender-based violence. physically challenged and other
policies and plans? vulnerable groups and provide the
Things To consider…
■ are there trainings, including for ■ is there a gender breakdown of resources to implement them.
male leaders, on the importance the company’s board of directors
of women’s participation and Things To consider…
and top management? ■ is safety and other equipment the
inclusion?
■ Does the company track and appropriate size for both women
■ Does the company’s annual
analyze promotions by gender, and men?
report or sustainability report employee category and title?
include leadership statements on ■ are there separate toilets and, if
■ are fair pay reviews conducted on necessary, changing facilities for
reaching gender equality goals?
a regular basis? both women and men?

9. Progress■ are company grounds adequately
champion’ within the organization
to target women-owned enterpris-
es and help develop their capacity
to become quality suppliers.
Request from current and
Craft a community impact
analysis that marks the specific
impacts on women and girls
when establishing or expanding
presence in a community.
lit? potential suppliers information on
Things To consider…
■ are female health care their gender and diversity policies
■ What initiatives are supported by
professionals available in and include these in criteria for
the company to promote equality
company-provided health business selection.
in the community and how many
services? women and girls, men and boys
Things To consider…
do they reach?
4
■ Does the company perform
Education analyses of its existing supply
chain to establish the baseline
■ Does the company survey
participants through focus
and Training number of suppliers that are groups or written comments for
train and educate employees, women-owned enterprises? feedback?
particularly male staff, on the ■ how many of the company’s ■ Does the company review its
company’s business case for suppliers have gender equality criteria and policies that determine
women’s empowerment. policies and programmes? community engagement activities
offer career clinics and mentoring ■ What is the ratio of women- against results and community
programmes for women’s career owned enterprises compared to feedback?
development at all stages. other suppliers? ■ are women’s contributions to
Promote training programmes ■ how does the company record their communities recognized and
tailored for women. complaints regarding its portrayal publicized?
of women and girls in marketing
7
Things To consider… and other public materials, and
■ What is the distribution between how are these concerns acted on? Transparency,
women and men of training
and professional development Measuring and
6 Community Reporting
opportunities?
■ how many hours of training do
women and men participate Leadership and Report annually, by department,
on company’s gender equality
in annually, analyzed by job
category and title?
Engagement plans and policies, using
Define company community established benchmarks.
■ are the demands of employees’ engagement initiatives that Publicize findings on company’s
family roles considered when empower women and girls. efforts towards inclusion and
scheduling trainings and advancing women through all
encourage company executives
education programmes? appropriate channels and pre-
to undertake community
consultations with local leaders existing reporting obligations.
5 Enterprise –women and men—to establish include monitoring and evaluation
strong ties and programmes that of company’s gender equality
Development, benefit all community members. goals into ongoing performance
Supply Chain indicators.
and Marketing Things To consider…
Practices
■ Does tracking along the
benchmarks for advancing
Prominently publicize an women demonstrate that the
company is moving positively?
UN Photo/Ky ChUNG
executive level policy statement
on the organization’s support ■ What opportunities exist
for gender equality practices throughout the company for
in its supply chain. review, analysis and discussion of
identify a ‘women’s enterprise performance?
women's empowerment principles/equality means business ■ 7

10. Where Women Stand:
Facts and Figures
Women at Risk women will become a victim of rape Spotlight on Women
or attempted rape in her lifetime.7
■ more people have been lifted out
■ Women experience sexual
and Productivity
of poverty in the last 50 years than ■ When women are afforded the
in the previous 500; yet more than harassment throughout their lives.
Between 40% and 50% of women equality of opportunity that is
1.2 billion still subsist on less than
in the european Union reported their basic human right, the
$1 per day.1 according to some
some form of sexual harassment in results are striking. in 2006, The
estimates, women represent 70%
the workplace.8 Economist estimated that over the
of the world’s poor.
past decade, women’s work has
■ the international Fund for ■ the cost of intimate partner contributed more to global growth
agriculture and Development violence in the United States alone than China.13
(iFaD) reports that in the exceeds US$5.8 billion per year:
■ if japan raised its share of working
developing world, the percentage US$4.1 billion is for direct medical
and health care services, while women to american levels, it would
of land owned by women is less
productivity losses account for boost annual growth by 0.3%
than 2%.2
nearly US$1.8 billion.9 over 20 years, according to The
■ according to U.S. Government- Economist.14
sponsored research completed ■ in Canada, a 1995 study estimated
■ in 2007, Goldman Sachs reported
in 2006, approximately 800,000 the annual direct costs of
violence against women to be that different countries and regions
people are trafficked across
approximately Can$1.17 billion a of the world could dramatically in-
national borders annually.
year. a 2004 study in the United crease GDP simply by reducing the
approximately 80% of
Kingdom estimated the total direct gap in employment rates between
transnational trafficking victims are
and indirect costs of domestic men and women: the eurozone
women and girls and up to 50%
violence, including pain and could increase GDP by 13%; japan
are minors.3
suffering, to be £23 billion per year by 16%; the US by 9%.15
■ an estimated 72% of the world’s
or £440 per person.10
33 million refugees are women and Women and Education
children.4
■ every minute somewhere in
Women and ■ about two-thirds of the estimated
776 million adults – or 16% of
the world a woman dies due to HIV/AIDS the world’s adult population –
complications during pregnancy ■ the aiDS epidemic has a unique who lack basic literacy skill are
and childbirth.5 impact on women, exacerbated women.16 in developing countries,
by their role within society and nearly 1 out of 5 girls who enrolls
Violence against their biological vulnerability to hiv in primary school does not
infection – more than half of the
Women estimated 33 million people living
complete her primary education.
■ the most common form of ■ the Women’s learning
with hiv worldwide are women.11
violence experienced by women Partnership (WlP) estimates that
■ the prevalence of violence and of worldwide, for every year beyond
globally is physical violence
hiv/aiDS is interrelated. Women’s fourth grade that girls attend
inflicted by an intimate partner.
inability to negotiate safe sex and school, wages rise 20%, child
on average, at least 6 out of 10
refuse unwanted sex is closely deaths drop 10% and family size
women are beaten, coerced into
linked to the high prevalence of drops 20%.17
sex or otherwise abused by an
hiv/aiDS. Women who are beaten
intimate partner in the course of
by their partners are 48% more
their lifetime.6
likely to be infected with hiv/
■ it is estimated that, worldwide, 1 in 5 aiDS12.

11. Gender Terms
Empowerment Gender Equity a specific condition or situation, and
empowerment means that people - Gender equity means that women and measures changes in that condition
both women and men – can take con- men are treated fairly according to their or situation over time. the difference
trol over their lives: set their own agen- respective needs. this may include between an indicator and a statistic is
das, gain skills (or have their own skills equal treatment or treatment that is that indicators should involve compari-
and knowledge recognized), increase different but considered equivalent in son with a norm. Gender-sensitive indi-
self-confidence, solve problems, and terms of rights, benefits, obligations cators measure gender-related chang-
develop self-reliance. it is both a proc- and opportunities. in the development es in society over time; they provide
ess and an outcome. context, a gender equity goal often a close look at the results of targeted
requires built-in measures to compen- gender-based initiatives and actions.
Gender sate for the historical and social disad-
Gender refers to the array of socially vantages of women. Sex-Disaggregated Data
constructed roles and relationships, Sex-disaggregated data can be de-
personality traits, attitudes, behaviours, Gender Perspective/ fined as data that is collected and pre-
values, relative power and influence
that society ascribes to the two sexes
“Gender Lens” sented separately on women and men.
it is quantitative statistical information
a gender perspective/“gender lens”
on a differential basis. Whereas bio- on the differences and inequalities be-
can be defined as a focus that brings
logical sex is determined by genetic tween women and men. there is wide-
a framework of analysis in order to as-
and anatomical characteristics, gender spread confusion over, and misuse of,
sess how women and men affect and
is an acquired identity that is learned, the terms “gender-disaggregated data”
are affected differently by policies,
changes over time, and varies widely and “sex-disaggregated data”. Data
programmes, projects and activities. it
within and across cultures. Gender should necessarily be sex-disaggre-
enables recognition that relationships
is relational and refers not simply to gated but not gender-disaggregated
between women and men can vary
women or men but to the relationship since females and males are counted
depending on the context. a gender
between them. according to their biological differ-
perspective takes into account gender
ence and not according to their social
roles, social and economic relation-
Sex ships and needs, access to resources,
behaviours. the term gender-disag-
Sex refers to the biological character- gregated data is frequently used, but
and other constraints and opportuni-
istics that define humans as female or it should be understood as sex-disag-
ties imposed by society or culture,
male. these sets of biological char- age, religion, and/or ethnicity on both gregated data.
acteristics are not mutually exclusive women and men.
as there are individuals who possess Gender Mainstreaming
both, but these characteristics gener-
ally differentiate humans as females
Gender Analysis Gender mainstreaming is the process
of assessing the implications for wom-
Gender analysis is a systematic ex-
and males. en and men of any planned action,
amination of the different impacts of
development, policies, programmes including legislation, policies or pro-
Gender Equality and legislation on women and men grammes, in any area and at all levels.
Gender equality describes the concept that entails, first and foremost, col- it is a strategy for making women’s as
that all human beings, both women lecting sex-disaggregated data and well as men’s concerns and experienc-
and men, are free to develop their per- gender-sensitive information about the es an integral dimension in the design,
sonal abilities and make choices with- population concerned. Gender analysis implementation, monitoring and evalu-
out the limitations set by stereotypes, can also include the examination of ation of policies and programmes in all
rigid gender roles, or prejudices. Gen- the multiple ways in which women and political, economic and social spheres,
der equality means that the different men, as social actors, engage in strat- such that inequality between women
behaviours, aspirations and needs of egies to transform existing roles, rela- and men is not perpetuated.
women and men are considered, val- tionships, and processes in their own
ued and favoured equally. it does not interest and in the interest of others. SourceS: United Nations international Re-
mean that women and men have to search and training institute for the advance-
ment of Women (iNStRaW), 2004; UNeSCo
become the same, but that their rights,
responsibilities and opportunities will
Gender-Sensitive Indicator GeNia toolkit for Promoting Gender equality
an indicator is a pointer. it can be a in education; and itC-ilo training module:
not depend on whether they are born introduction to Gender analysis and Gender-
measurement, a number, a fact, an
female or male. Sensitive indicators Gender Campus, 2009
opinion or a perception that focuses on
women's empowerment principles/equality means business ■ 9

12. EndnotEs bottom lines. See: http://www.globalreporting. and measurable targets accompanied by indica-
IntroductIon org/CurrentPriorities/GenderandReporting/. tors for monitoring progress, with a timeline
1
Gender equality has been recognized as a hu- for achievement by 2015. Growing concern
a recent report (january 2010) by mcKinsey
man right since the establishment of the United that the mDGs will not be met is accompanied
& Company, ‘the Business of empowering
Nations. by growing recognition that achievement of
Women’, presents a case for why and how the
gender equality is critical to achievement of all
the 1948 Universal Declaration of human Rights private sector can intensify its engagement in
other mDGs. See: http://www.un.org/millen-
(UDhR) and the 1976 international convenants the economic empowerment of women in devel-
niumgoals/ and http://mdgs.un.org/unsd/mdg/
on Civil and Political Rights (iCCPR) and eco- oping countries and emerging markets. the re-
Resources/Static/Products/Progress2008/
nomic, Social and Cultural Rights (iCeSCR) all port draws on insights from interviews with more
mDG_Gender_Progress_Chart_2008_en.pdf.
contain clear statements on the right of women than 50 leaders and experts in the private and
See also, ‘the importance of Sex’, The Econo-
to be free from discrimination. the Convention social sectors who focus on women’s empower-
mist, april 2006; and ‘Financing Gender equality
on the elimination of all Forms of Discrimina- ment, as well as findings from a global survey
is Financing Development’, UNiFem Discussion
tion against Women (CeDaW), adopted by the of nearly 2,300 senior private sector executives,
Paper, 2008.
General assembly in 1979, obliges signatories to among others. See: http://www.mckinsey.com/
undertake actions to ensure gender equality in clientservice/Social_Sector/our_practices/eco-
both the private and public spheres and to elimi- nomic_Development/Knowledge_highlights/ Where Women Stand: FactS and
nate traditional stereotyped ideas on the roles empowering_women.aspx. FIgureS
of the sexes. importantly, governments at the
1
Women’s Funding Network. 2007. World Pov-
Research by the london Business School Cen- erty Day: investing in Women – Solving the pov-
1995 Fourth UN World Conference on Women
tre for Women in Business found that gender erty puzzle. Poverty Statistics. available from:
in Beijing, laid out specific actions set to attain
parity in teams leads to more innovation, making http://www.wfnet.org/sites/wfnet.org/files/jenn/
the equality and empowerment standards set by
a clear business case for diversity. See ‘innova- Poverty%20Statistics.doc.
CeDaW, in the Beijing Platform for action. For
tive Potential: men and Women in teams, 2007,
more information on legal instruments and other 2
iFaD website (fact sheet on women), accessed
available at: http://www.london.edu/assets/
relevant international standards of particular 27 February 2009: http://www.ifad.org/pub/
documents/facultyandresearch/innovative_Po-
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der equality, including CeDaW and other treaty
bodies, see: http://www.un.org/womenwatch/ 4
additional examples supporting the business
3
USaiD website, accessed 27 February 2009:
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studies on gender diversity and corporate programs/wid/wid_stats.html.
2
employees’ and workers’ rights are addressed
performance by mcKinsey and Company, con- 4
Ibid.
by numerous international standards, conven-
ducted in partnership with the Women’s Forum
tions and recommendations of the international 5
UNiCeF. 2009. State of the World’s Children:
for the economy & Society. their research
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demonstrated the link between the presence of
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women in corporate management teams and
there are a number which are of specific interest
companies’ organizational and financial perfor- 6
United Nations. 2008. Unite to end violence
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Gender equality and the ilo library online
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Resource Guide – Gender equality in the World
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female leadership showed that behaviors more ments/gender_issues/violence_against_women/
Founded in 2000, the UN Global Compact is a often applied by women reinforce a company’s facts_figures_violence_against_women_2007.
strategic policy initiative for businesses that are organizational performance on several dimen- pdf ].
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7
Ibid.
the areas of human rights, labour, environment years. See ‘Women matter: Gender diversity, a 8
Ibid.
and anti-corruption. See: www.unglobalcom- corporate performance driver’ (2007) and ‘Wom-
pact.org. en matter 2: Female leadership, a competitive
9
United Nations. 2008. Unite to end violence
edge for the future’ (2008). against Women Fact Sheet. available from:
in 2005 the United Nations Secretary-General http://endviolence.un.org/docs/vaW.pdf
Kofi annan appointed Professor john Ruggie as For research and resources of the Women lead-
Special Representative on the issue of human ers and Gender Parity Programme of the World
10
Ibid.
rights and transnational corporations and other economic Forum, see http://www.weforum. UNaiDS. 2008. Report on the Global aiDS
11
business enterprises. the mandate includes org/en/Communities/Women%20leaders%20 epidemic. http://data.unaids.org/pub/Global-
identifying and clarifying standards of corporate and%20Gender%20Parity/index.htm. For in- Report/2008/jc1510_2008_global_report_
responsibility and accountability with regard to formation on the World Bank’s work on gender, pp29_62_en.pdf
human rights. https://www.un.org/. including Gender equality as Smart economics
– a World Bank Group action Plan, see: http://
12
Global Coalition on Women and aiDS website,
3
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web.worldbank.org/WBSite/eXteRNal/toP-
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iCS/eXtGeNDeR/0,,menuPK:336874~pagePK:1
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a variety of mechanisms. one example is the aids.org/pub/GlobalReport/2008/jc1510_2008_
UN Global Compact requirement on annual 5
the “multiplier effect” of gender equality has global_report_pp29_62_en.pdf
Communications on Progress (see: http://www. been increasingly acknowledged. Studies con-
unglobalcompact.org/CoP/index.html). another tinue to show that lowering the social, economic
13
The Economist. 2006. the importance of sex
example is the global sustainability reporting and political barriers faced by women and girls (april 15). Retrieved 6 February 2009 from aca-
framework developed by the Global Reporting extends education, decreases child mortality demic Search Premier database.
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Ibid.
indicators that organizations can use to measure greater labour force participation reduces
and report their economic, environmental poverty through increased productivity and
15
Goldman Sachs Group, inc. 2007. ‘Gender
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UNeSCo 2008. education for all, Global
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aimed at addressing the gap between gender of the millennium Development Goals. millen- www.unesco.org/en/education/efareport/
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Sustainability Reporting, a practitioner’s guide eight mDGs drawn from the millennium Declara-
17
Women’s learning Partnership for Rights,
to help organizations worldwide create op- tion, that was adopted by 189 Governments Development and Peace website, accessed 27
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sustainability reporting, and improve companies’ development challenges, and have time-bound org/en/resources/facts/humanrights.

13. Acknowledgements
the Women’s empowerment Principles initiative results from a partnership
between the United Nations Development Fund for Women (UNiFem) and United
Nations Global Compact (UNGC), and the shared vision of UNiFem executive
Director inés alberdi and UNGC office executive Director Georg Kell.
the Women’s empowerment Principles partnership team consists of:
joan libby-hawk, Ursula Wynhoven,
Public affairs Chief, United Nations head, Policy & legal and Special
Development Fund for Women (UNiFem) assistant to the executive Director,
UN Global Compact office
laraine mills,
Partnerships and Donor Relations lauren Gula,
Consultant, United Nations Development human Rights Consultant,
Fund for Women (UNiFem) UN Global Compact office
many individuals and groups Stephanie Quappe, emily Sims, lin lah tan, molly tschang,
contributed to this effort, anne Stenhammer and tábata marchetti villares,
including Barbara j. Krumsiek, linda tarr-Whelan. jim Wall and Debra Whitman.
Chair, Ceo and President of
Calvert Group, ltd. and others in the advisory joanne Sandler, UNiFem
Bennett Freeman, Senior vice group also provided Deputy executive Director of
President, Social Research and guidance, including: Programmes; moez Doraid,
Policy, Calvert Group, ltd., who Radhika Balakrishnan, UNiFem Deputy executive
supported UNiFem and Sumi Dhanarajan, Director, organizational and
UNGC’s idea to adapt the Kathryn Dovey, Business Development
Calvert Women’s Principles® manuel escudero, Services; antonie de jong,
— developed in partnership Ravi Fernando, Sharon Flynn, UNiFem outreach and
with UNiFem and launched in ann Goodman, julie Gorte, Business Development
2004 — and shape the heather Grady, jane Gronow, adviser; and letty Chiwara,
international Women’s jhaleh hajiyeva, joe Keefe, UNiFem Cross-Regional
empowerment Principles— virginia littlejohn, Programmes Chief; Sunok lee,
Equality Means Business Nicola C. marchant, Sonya thimmaiah, and
through a global consultation, Fiona mati, tracy Nowski, Sabina appelt from UNGC
led by UNiFem and UNGC. Bruno oliveira, gave instrumental support to
many people from across the luana maia oliveira, this initiative.
globe, representing diverse elizabeth Pollitzer, Willa Shalit,
sectors, participated as andrea Shemberg, the international labour
informal advisors and gave their organization (ilo), UNGC local
time and expertise, among Networks, UNiFem field offices,
them: emmanuel asomba, UNGC human Rights Working
yamini N. atmavilas, Group, UNiFem National
amy D. augustine, liz Benham, Committees, the Global
elaine Cohen, julia Días, Reporting initiative (GRi), the
ian Dodds, Cecily joseph, San Francisco Department on
UN Photo/Ky ChUNG
elisabeth Kelan, ann lehman, the Status of Women, and BPW
anu menon, Nirmala menon, international, among so many
Katherine miles, Freda miriklis, others, shared valuable
aditi mohapatra, maya morsy, expertise in this effort.
emily murase, Publication design: Kathi Rota.

14. EMPOWERMENT
PRINCIPLES
WOMEN’S
EquALITy MEANS BuSINESS
“The Women’s Empowerment Principles are subtitled Equality Means
Business because the full participation of women benefits business, and
indeed, all of us. Informed by leading businesses’ policies and practices
from different sectors and around the world, the Principles offer a
practical approach to advance women, and point the way to a future that
is both more prosperous and more fair for everyone.”
georg Kell, executIve dIrector oF the un global compact oFFIce
“As corporations are key players in the global economy they can and
must play a vital role in securing and protecting women's rights and
unleashing women's economic capacity. More than ever before, private
sector leadership is essential. Because corporations affect capital flows,
employ so many people and affect so many communities, they can exert
tremendous influence and they can set an example. ”
InéS alberdI, executIve dIrector oF unIFem
launched in 2000, the United Nations Global Compact is both a UNiFem is the women’s fund at the United Nations. it provides
policy platform and a practical framework for companies that are financial and technical assistance to innovative programmes and
committed to sustainability and responsible business practices. as strategies to foster women’s empowerment and gender equality.
a multi-stakeholder leadership initiative, it seeks to align business Placing the advancement of women’s human rights at the centre
operations and strategies with ten universally accepted principles in of all of its efforts, UNiFem focuses on reducing feminised
the areas of human rights, labour, environment and anti-corruption poverty; ending violence against women; reversing the spread of
and to catalyze actions in support of broader UN goals. With over hiv/aiDS among women and girls; and achieving gender equality
7,000 signatories in more than 135 countries, it is the world’s largest in democratic governance in times of peace as well as war.
voluntary corporate responsibility initiative. www.unifem.org <http://www.unifem.org>
www.unglobalcompact.org <http://www.unglobalcompact.org>
the Women’s empowerment Principles, the product of a collaboration between UNiFem and the UN Global Compact informed by an
international multi-stakeholder consultation, are adapted from the Calvert Women’s Principles®. the Calvert Women’s Principles were
originally developed in partnership with UNiFem and launched in 2004 as the first global corporate code of conduct focused exclusively
on empowering, advancing and investing in women worldwide.