Principle 2: Treat all women and men fairly at work - respect and support human rights and nondiscrimination

Equal Opportunity, Inclusion and Nondiscrimination

  • 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

Company Examples

  • 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.