Pay equal remuneration, including benefits, for work of equal value and strive to pay a living wage to all women and men
Ensure that workplace policies and practices are free from gender-based discrimination
Implement gender-sensitive recruitment and retention practices and proactively recruit and appoint women to managerial and executive positions and to the corporate board of directors
Assure sufficient participation of women – 30% or greater – in decision-making and governance at all levels and across all business areas
Offer flexible work options, leave and re-entry opportunities to positions of equal pay and status
Support access to child and dependent care by providing services, resources and information to both women and men
To retain and attract more qualified women, an Eastern European microfinance group initiated a broad-based data collection and analysis exercise, followed up with recommendations on the treatment of its female employees.
In an effort to close gender-based pay gaps, a global insurance group dedicated 1.25 million Euros over three years.
A large financial services company in Australia offers a parental leave policy that provides a total of two years parental leave for the primary care giver, which can be taken flexibly, rather than on a full-time basis.
To support diversity and inclusion, a multinational steel company established a special committee comprised of management and women workers that identifies concerns of female employees an in response organizes trainings and programmes.