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5 | Public sector | General | SDGs | https://sdgs.un.org/goals#goals | SDG 3: Ensure health lives and promote well-being for all at all ages (1 of 8 targets focused on SRHR) SDG 5: Achieve gender equality and empower all women and girls (1 of 9 targets focused on SRHR) | |||||||||||||||||
13 | Public sector | Health | WHO Health Inequality Monitor | https://www.who.int/data/inequality-monitor/data | COVID-19 TRENDS AND IMPACT SURVEY (CTIS) INDICATORS COVID-19 CASES AND DEATHS REPRODUCTIVE, MATERNAL, NEWBORN AND CHILD HEALTH (RMNCH) INDICATORS CHILDHOOD IMMUNIZATION INDICATORS SUBNATIONAL DTP IMMUNIZATION DROPOUT RATES USING ADMINISTRATIVE DATA HIV INDICATORS TUBERCULOSIS INDICATORS MALARIA INDICATORS WATER, SANITATION AND HYGIENE (WASH) INDICATORS | |||||||||||||||||
46 | Corporates | General | GRI | https://www.globalreporting.org/ | GRI 403: Occupational Health & Safety 403-1 Occupational health and safety management system 403-2 Hazard identification, risk assessment, and incident investigation 403-3 Occupational health services 403-4 Worker participation, consultation, and communication on occupational health and safety 403-5 Worker training on occupational health and safety 403-6 Promotion of worker health 403-7 Prevention and mitigation of occupational health and safety impacts directly linked by business relationships 403-8 Workers covered by an occupational health and safety management system 403-9 Work-related injuries 403-10 Work-related ill health GRI 405: Diversity & Equal Opportunity GRI 406: Non-discrimination GRI 414: Supplier Social Assessment GRI 416: Customer Health & Safety | |||||||||||||||||
52 | Corporates | General | SASB | https://www.sasb.org/ | Human Capital: Employee Health & Safety Labor conditions in the supply chain | |||||||||||||||||
57 | Corporates | Social | WBA Social Transformation | https://www.worldbenchmarkingalliance.org/research/social-transformation-framework/ | 1) Act ethically 2) Decent Work: Health & safety fundamentals; Living wage fundamentals; Working hours fundamentals; Collective bargaining fundamentals; Workforce diversity disclosure fundamentals; Gender equality and women's empowerment fundamentals 3) Human rights | |||||||||||||||||
59 | Corporates | Human rights | WBA CHRB | https://assets.worldbenchmarkingalliance.org/app/uploads/2021/03/CHRB2020MethodologyAGAPEX.pdf | A) Governance & policies B) Embedding respect for HRDD C) Remedies & grievance mechanisms D) Performance: Company human rights practices E) Performance: Responses to serious allegations | |||||||||||||||||
65 | Corporates | Social | Workforce Disclosure Initiative | https://shareaction.org/investor-initiatives/workforce-disclosure-initiative | 1 Governance Direct Operations and Supply Chain 2 Risk assessment and human rights due diligence Direct Operations and Supply Chain 3 Workforce composition Direct Operations 4 Diversity and inclusion Direct Operations 5 Workforce wage levels and pay gaps Direct Operations 6 Stability Direct Operations 7 Training and development Direct Operations 8 Health, safety and wellbeing Direct Operations 9 Worker voice and representation Direct Operations 10 Grievance mechanisms Direct Operations 11 Supply chain transparency Supply Chain 12 Responsible sourcing Supply Chain 13 Supply chain working conditions | |||||||||||||||||
80 | Impact investors | General | IRIS+ | https://iris.thegiin.org/metrics/ | IRIS+ metrics by theme, SDG, etc. including: Health; D&I; SDG 3 | |||||||||||||||||
95 | Impact investors | General | GIIN | https://navigatingimpact.thegiin.org/gender-lens/ | Improving Health Systems through Gender-Equitable Policies and Decision-Making Improving Products and Services to Respond to Gender Inequities Improving Women’s Empowerment with Clean Cookstoves Increasing Gender Equality in Agriculture Increasing Gender Equality through Financial Inclusion Increasing Venture Capital to Women-led Businesses Reducing Gender Inequities in Governance, Leadership, and Ownership Reducing Gender Inequities in Pay Reducing Gender Inequities in Supply Chains Reducing Gender Inequities in Workplace Conditions | |||||||||||||||||
97 | All companies | Gender | WEPs Gender Gap Analysis Tool | https://weps-gapanalysis.org/ | 1) High-level corporate leadership 2) Treat all women and men fairly at work without discrimination 3) Employee health, Well-being and safety 4) Education and training for career advancement 5) Enterprise development, supply chain and marketing practices 6) Community initiatives and advocacy 7) Measurement and reporting | |||||||||||||||||
119 | All companies | Gender | UNDP Gender Equality Seal | https://www.genderequalityseal.org/ | 1) Organization profile and productivity 2) Personnel profile 3) Recruitment, selection and hiring 4) Professional development and performance 5) Remuneration 6) Prevention of sexual and sex-based harassment in the workplace 7) Work-life balance with share social responsibility 8) Communication 9) Supply chain | |||||||||||||||||
120 | All companies | Gender | WGEA Gender Equality Scorecard | https://www.wgea.gov.au/what-we-do/reporting | 1) Workforce composition 2) Governing bodies 3) Gender pay gaps 4) Employer action on pay equity 5) Employee consultation 6) Flexible working 7) Paid parental leave 8) Support for carers 9) Sex-based harrasment and discrimination 10) Family or domestic violence | |||||||||||||||||
121 | Corporates | Gender | Equileap (Global ranking) | https://equileap.com/wp-content/uploads/2022/03/Equileap_Global_Report_2022.pdf | A) Gender balance in leadership & workforce B) Equal compensation & work/life balance C) Policies promoting gender equality D) Commitment, transparency & accountability E) Gender controversies | |||||||||||||||||
123 | Corporates | Gender | Equileap (2019 US report) | https://equileap.com/wp-content/uploads/2019/05/Equileap_Gender-Equality-in-the-US-02-2019.pdf | In addition to global ranking categories: Health Plan Coverage Maternal Healthcare and Family Planning | |||||||||||||||||
126 | Corporates | Gender | Bloomberg GEI | https://assets.bbhub.io/company/sites/46/2022/05/Bloomberg-Gender-Reporting-Framework.pdf | 1) Leadership & talent pipeline 2) Equal pay & gender pay parity 3) Inclusive culture 4) Anti-sexual harassment policies 5) External brand | |||||||||||||||||
133 | Corporates | Gender | WBA Gender Benchmark | https://www.worldbenchmarkingalliance.org/gender-benchmark/ | 1) Governance & Strategy 2) Representation 3) Compensation & Benefits 4) Health & Well-being 5) Violence & harassment 6) Marketplace 7) Community | |||||||||||||||||
154 | US companies | Gender | GenderFair | https://www.genderfair.com/ | 1) Leadership & Opportunities 2) Employee Policies 3) Advertising & Communication 4) Diversity Reporting 5) Social Impact | |||||||||||||||||
155 | Corporates | Gender + Health / Supply chain | Levi Strauss / Worker Well-being | https://static1.squarespace.com/static/5a168fa5f6576eb8bfa0a5e5/t/5a340da141920241eb51b43e/1513360815165/IMPROVING-BUSINESS-PERFORMANCE-THROUGH-GENDER-EQUALITY_OCT-2017_FINAL.pdf | Business Operations Skill development Pregnacy & parenthood Menstruation Wages & work hours GBVH | |||||||||||||||||
171 | Corporates | Gender / Supply chain | BSR HER Project | https://herproject.org/ | Building Capacity Stengthening Management Systems | |||||||||||||||||
186 | Corporates | Gender + Health | RHIA Ventures / #WeAreYourReproBenefits | https://rhiaventures.org/corporate-engagement/whatareyourreprobenefits/ | Corporate responses to abortion bans | |||||||||||||||||
191 | US companies | Gender / Workplace | GenderIDEAL | https://gender-ideal.org/ | 1) Vision & commitment 2) Recruitment, promotion & pipeline 3) Compensation & pay equity 4) Benefits & policies 5) Inclusion, culture, training & community 6) Leadership demographics 7) Customers, contractors & suppliers 8) Legal compliance | |||||||||||||||||
196 | US companies | Gender / Workplace | GenderIDEAL Pro Repro Playbook | https://www.protectreproductivehealth.org/ | 1) Leadership alignment 2) Research benefits options and complete cost/benefit model 3) Decision-making & budget allocation 4) Implementation & communication planning 5) Communication & implementation | |||||||||||||||||
197 | US companies | Gender / Workplace | GenderIDEAL Pro Repro Playbook | https://www.protectreproductivehealth.org/ | 1) Leadership alignment | Action 1: Leadership alignment on approach and written statement protecting reproductive health services Senior leaders (C-suite) align on the decision to protect the reproductive health of their employees and immediate families. Agree on a written statement that affirms the company’s commitment to protecting reproductive health care access for all employees and their immediate family regardless of location in the U.S. | ||||||||||||||||
198 | US companies | Gender / Workplace | GenderIDEAL Pro Repro Playbook | https://www.protectreproductivehealth.org/ | 2) Research benefits options and complete cost/benefit model | Action 2: Evaluate new benefits options covering the 7 benefits outlined below using good/better/best options.. Benefit 1: Paid sick leave In order to take care of health and wellness needs, including reproductive health care needs, all employees should have access to paid sick leave. Paid family leave is a critical benefit for all caregivers regardless of gender. Benefit 3: Emergency Assistance Program and Wellness benefits (EAP) EAPs are a benefit that is generally made available to all employees and their immediate family. Benefit 4: Comprehensive health care insurance via employer-offered healthcare insurance. Update as needed health insurance offerings to cover the full-cost of all FDA-approved birth control pills, drugs, products, fertility and abortion services without cost-sharing or deductible requirements. Depending on your health plan, a travel reimbursement policy coverage (Benefit 5) may be added to a current plan or supplemented through a HRA. . Benefit 5: Travel reimbursement policy Supplemental travel policy that fully-reimburses the cost of employees and immediate family members who need to travel out-of-state to access reproductive health care. These policies should include: *Coverage of transportation, lodging, meals/per diem *Coverage of the cost of childcare if needed to care for young children who remain at home. * costs incurred by a travel companion Benefit 6: Emergency Funds An emergency relief fund can serve two purposes: 1. It provides immediate access to funds in order to seek out reproductive health services for employees and their immediate family who do not have funds available to cover travel and medical care expenses. 2. It directs funds for reproductive health and wellness that can be accessed by employees and their immediate family to reimburse for costs associated with accessing reproductive health services that are not fully covered by health insurance plans. Programs can be built to limit documentation and keep you safe from liability. Companies use emergency relief funds to proactively support a range of emergency hardships for their employees, many specifically leveraged these funds to cover unexpected expenses due to COVID. A similar structure can be created to allow for anonymous requests to cover the costs of reproductive health and wellness services Benefit 7: Relocation Benefits Implement a policy that allows for remote-work, internal job transfers or reimbursement for moving/relocation expenses for employees who want to relocate from states that have limited access to reproductive health services. | ||||||||||||||||
199 | US companies | Gender / Workplace | GenderIDEAL Pro Repro Playbook | https://www.protectreproductivehealth.org/ | 3) Decision-making & budget allocation | Action 3: Budget evaluation and Decision-Making Ensuring an inclusive decision-making process with realistic budget expectations and impact should ensure a smooth roll-out and provision of benefits going forward. | ||||||||||||||||
200 | US companies | Gender / Workplace | GenderIDEAL Pro Repro Playbook | https://www.protectreproductivehealth.org/ | 4) Implementation & communication planning | Action 4: Implementation and Communication Planning Mapping a clear implementation and communication plan for new benefits will ensure employees understand clearly how their reproductive health will be protected by your organization. Design a plan for employees that allows employees to confidentiality (shielding employees’ identities) request reimbursement/financial assistance/ additional support to access reproductive health services. As decisions on new benefits are determined, work with third-party benefits administrators to establish when benefits will take effect, how employees can easily and confidentiality access benefits, and how on-going communication/support between employees, HR and 3rd party providers will flow. Confirm how emergency funds/ prepaid travel costs will be disbursed and how quickly they can be released. Draft communication explaining new reproductive health benefits for employees, detailing how employees and their immediate family can access the full-range of reproductive health services and the steps that the company will take to protect the privacy of employees from legal threats. Encourage employees to share this communication with all immediate family members that are of childbearing age. Assemble up-to-date information covering Pro Repro benefits that is accessible on a dedicated reproductive health webpage on company intranet, dedicated reproductive health section in employee handbook and/or through other channels that can be accessed by all employees. | ||||||||||||||||
201 | US companies | Gender / Workplace | GenderIDEAL Pro Repro Playbook | https://www.protectreproductivehealth.org/ | 5) Communication & implementation | Action 5: Communicate, Implement and Measure Benefits Survey workforce about how they feel about the new benefits, if additional measures are needed, and whether employees feel equipped to take advantage of these benefits if needed. | ||||||||||||||||
202 | US companies | Gender / Workplace | GenderIDEAL Pro Repro Playbook | https://www.protectreproductivehealth.org/ | Action 6: On-Going evaluation of legal changes that can impact employees and their immediate family members’ access to reproductive health services On a semi-annual or annual basis, calculate the number of employees or their immediate dependents that have utilized reproductive health benefits and the actual cost of these benefits.. | |||||||||||||||||
203 | All companies | Gender / Workplace | Four for Women | https://esg.wharton.upenn.edu/wp-content/uploads/2022/08/WSII_FourForWomen_Web_Final.pdf | 1) Representation 2) Pay 3) Health 4) Satisfaction | |||||||||||||||||
204 | All companies | Gender / Workplace | Four for Women | https://esg.wharton.upenn.edu/wp-content/uploads/2022/08/WSII_FourForWomen_Web_Final.pdf | Health | Workplace fatalities, by gender: Number and rate of workplace fatalities for employees in total, for female employees, and for male employees. | ||||||||||||||||
205 | All companies | Gender / Workplace | Four for Women | https://esg.wharton.upenn.edu/wp-content/uploads/2022/08/WSII_FourForWomen_Web_Final.pdf | Health | Workplace injuries and illnesses, by gender: Number and rate of workplace injuries and illnesses for employees in total, for female employees, and for male employees. | ||||||||||||||||
206 | All companies | Gender / Workplace | Four for Women | https://esg.wharton.upenn.edu/wp-content/uploads/2022/08/WSII_FourForWomen_Web_Final.pdf | Health | Employer-sponsored health insurance: Does the employer offer the benefit of health insurance to some or all of its employees? | ||||||||||||||||
207 | All companies | Gender / Workplace | Four for Women | https://esg.wharton.upenn.edu/wp-content/uploads/2022/08/WSII_FourForWomen_Web_Final.pdf | Health | Compliance with Affordable Care Act (ACA): Does the employer offer ACA-compliant health insurance? | ||||||||||||||||
208 | All companies | Gender / Workplace | Four for Women | https://esg.wharton.upenn.edu/wp-content/uploads/2022/08/WSII_FourForWomen_Web_Final.pdf | Health | Health insurance eligibility for full-time employees, by gender: Percentage of full-time employees, by gender, who are eligible to join the company’s health insurance plan. | ||||||||||||||||
209 | All companies | Gender / Workplace | Four for Women | https://esg.wharton.upenn.edu/wp-content/uploads/2022/08/WSII_FourForWomen_Web_Final.pdf | Health | Health insurance eligibility for part-time employees, by gender: Percentage of part-time employees, by gender, who are eligible to join the company’s health insurance plan. | ||||||||||||||||
210 | All companies | Gender / Workplace | Four for Women | https://esg.wharton.upenn.edu/wp-content/uploads/2022/08/WSII_FourForWomen_Web_Final.pdf | Health | Health insurance eligibility for family members: Does the company allow the spouses and children of employees to join the company’s health insurance plan? | ||||||||||||||||
211 | All companies | Gender / Workplace | Four for Women | https://esg.wharton.upenn.edu/wp-content/uploads/2022/08/WSII_FourForWomen_Web_Final.pdf | Health | Contraceptive coverage: Does the company’s health insurance plan cover at no cost the entire range of government-approved contraceptives? | ||||||||||||||||
212 | All companies | Gender / Workplace | Four for Women | https://esg.wharton.upenn.edu/wp-content/uploads/2022/08/WSII_FourForWomen_Web_Final.pdf | Health | Paid maternity leave – potential and actual: The number of days of paid maternity leave that the company provides for full-time employees and for part-time employees, and the percentage of full-time and part-time employees who are eligible for this benefit. | ||||||||||||||||
213 | All companies | Gender / Workplace | Four for Women | https://esg.wharton.upenn.edu/wp-content/uploads/2022/08/WSII_FourForWomen_Web_Final.pdf | Health | Workplace stress, by gender: On a reliable, validated, and confidential or anonymous survey measure, the percentage of all employees, of female employees, and of male employees who endorse survey items indicating that they find their work is highly stressful. | ||||||||||||||||
214 | All companies | Gender / Workplace | Four for Women | https://esg.wharton.upenn.edu/wp-content/uploads/2022/08/WSII_FourForWomen_Web_Final.pdf | Health | Employee experiences of sexual harassment, by gender: On a reliable, validated, and confidential or anonymous survey measure, the percentage of all employees, of female employees, and of male employees who report that they have experienced sexual coercion, unwanted sexual attention, and gender harassment, respectively. | ||||||||||||||||
215 | All companies | Gender / Workplace | Four for Women | https://esg.wharton.upenn.edu/wp-content/uploads/2022/08/WSII_FourForWomen_Web_Final.pdf | Health | Organizational climate for sexual harassment, by gender: On a reliable, validated, and confidential or anonymous survey measure, the percentage of all employees, of female employees, and of male employees who endorse (i.e., agree with) survey items indicating that the organization tolerates, rather than takes active steps to prevent and punish, sexual harassment. | ||||||||||||||||
216 | Impact investors | Gender | GEM framework | https://www.meda.org/document/the-gem-framework/ | Full assessment of Social / Governance / Environment | |||||||||||||||||
217 | Impact investors | Gender | GEM framework | https://www.meda.org/document/the-gem-framework/ | Full assessment of Social / Governance / Environment | 35. Does the company provide health insurance to both women and men employees? | ||||||||||||||||
218 | Impact investors | Gender | GEM framework | https://www.meda.org/document/the-gem-framework/ | Full assessment of Social / Governance / Environment | 35a. Do all women and men employees have access to the health insurance plan? (e.g. full-time, part- time, job level) | ||||||||||||||||
219 | Impact investors | Gender | GEM framework | https://www.meda.org/document/the-gem-framework/ | Full assessment of Social / Governance / Environment | 35b. What is covered for employees under the health insurance plan? | ||||||||||||||||
220 | Impact investors | Gender | GEM framework | https://www.meda.org/document/the-gem-framework/ | Full assessment of Social / Governance / Environment | 103. List all company policies (e.g. health and safety, staff professional development, procurement, gender, forced/child labor, client protection, company code of ethics, conflict of interest, risk management, data security and privacy, community engagement, anti-discrimination, fair compensation, fair hiring, sexual harassment, etc.) | ||||||||||||||||
221 | Impact investors | Gender | GEM framework | https://www.meda.org/document/the-gem-framework/ | Full assessment of Social / Governance / Environment | 104a. Does the policy recognize the different needs of women? (e.g. women as employees, suppliers, customers and community members?) Please explain (e.g. mentorship program and policy supporting career development for women employees in a company with low representation of women in mid to senior-level positions; a health and safety policy that prevents pregnant or breastfeeding women from being exposed to hazardous materials, etc.) | ||||||||||||||||
222 | Impact investors | Gender | SEAF Gender Equality Scorecard | https://www.seaf.com/ges-manual/ | 1) Pay equity 2) Women's workforce participation 3) Gender diverse leadership & governance 4) Benefits and professional development 5) Safe & healthy workplace environment 6) Women-powered value chains | |||||||||||||||||
223 | Impact investors | Gender | SEAF Gender Equality Scorecard | https://www.seaf.com/ges-manual/ | Benefits & professional development | Health insurance policies that recognize the different health needs of women and men COMMITMENT Does the company have a stand-alone policy or a commitment embedded in a broader corporate policy that recognizes the different health needs of women and men? Does the company equally provide healthcare insurance benefits for all employees? Does the company provide critical illness or disability insurance benefits? If so, is it equally provided for men and women? Does the company provide health coverage to the employee’s spouse or domestic partner and family members? COMMUNICATION Does the company communicate its insurance policies to its employees and notify employees of any changes? IMPLEMENTATION Does the company provide options for private insurance packages that cover the specific health needs of women (e.g., gynecology, maternal health, reproductive health)? Does the company provide vital information about the issue of violence against women, including helplines, crisis centers and contacts for women’s shelters and specialized organizations that offer support? Does the company provide onsite health services or establish linkages with local health clinics and service providers for referral purposes that cover the specific health needs of women (including reproductive, maternal and newborn health)? Does the company coordinate onsite mobile clinics or screenings for employees, with health providers that are trained on women's health issues and needs? Does the company post health-related information in public areas in line with the local or national context, especially when there are public health outbreaks that can disproportionally impact women? Does the company consult with male and female employees to determine if health services and benefits meet employee needs? Do the insurance benefits provided by the company include preventive care for women? Does the company continuously assess risks regarding adverse impacts on the health and well-being of employees, including their sexual and reproductive health and right as well as mitigation plans? MEASUREMENT Does the company conduct employee satisfaction surveys that include health care benefits? Does the company review its insurance policies and practices and benchmark these against industry norms? Does the company request feedback from third-party experts, such as NGOs or other independent organizations specialized in women’s health needs, who could identify any potential gaps and areas for improvement? Does the company track the types of health services provided at the workplace and collect information on who is using the services, disaggregated by sex? ACCOUNTABILITY & TRANSPARENCY Does the company actively address deficiencies? Does the company report its progress and target improvement (if any) to the Board of Directors? | ||||||||||||||||
224 | Impact investors | Gender | SEAF Gender Equality Scorecard | https://www.seaf.com/ges-manual/ | Safe & healthy workplace environment | Approach to Occupational health & safety addresses the specific health, safety, and hygience needs of women at work COMMITMENT Does the company follow health and safety regulations and related requirements? Does the company commit to following international standards or best practices beyond compliance with national minimum requirements? COMMUNICATION Does the company provide gender-sensitive health talks on issues related to occupational health and safety, including sexual and reproductive health and rights, and nutrition to support health and a decent work environment? IMPLEMENTATION Does the company ensure adequate and safe toilet facilities for women that accommodate hygiene needs such as clean water and soap and disposal methods for feminine hygiene products? Does the company regularly check company grounds to ensure they are adequately lit and secure? Does the company provide breastfeeding/pumping rooms that are clean and safe? Does the company provide access to transportation to and from work and while on business travel (including in environments where public transport is unsafe or unavailable)? Does the company provide training to staff on ergonomics, exposure to hazardous materials, and other occupational risks, taking into account the differential biological impacts of health and safety on women and men? Not applicable: Staff is not exposed to hazardous materials or other occupational risks. Does the company provide personal protective equipment for both men and women, especially taking into consideration the needs of pregnant and nursing women? Not Applicable: Staff does not use personal protective equipment. Does the company consult with men and women employees to determine if health, safety and hygiene services and protections meet employee needs? Does the company adhere to adequate supervision and physical safety standards for women in the workplace? Does the company have a smoke-free workplace policy? 114 Does the company offer equal access to occupational health services and healthcare for all workers? Is there an employee training for occupational health and safety standards and procedures for all workers? 115 Has the company regularly promoted awareness of potential occupational risks to its employees? Has the company regularly promoted awareness of potential occupational risks to its employees? Does the company provide private and hygienic facilities for new mothers to be able to breastfeed their babies or pump breastmilk at work? Does the company have a policy to continuously assess risks regarding its adverse impact on the health and well-being of employees, including their sexual and reproductive health and rights as well as mitigation plans? For organizations that have any engagement with children, does the company have a child protection policy in place as well? Does the company offer maternity protection to ensure no workplace hazards, including chemical, biological and physical hazards (i.e., uses of pesticides, metals, dyes and solvents, noise and vibration, radiation or infectious diseases) for pregnant and breastfeeding women?116 Does the company impose appropriate safety practices for women employees on business travel such as traveling modes and choices of accommodations? Does the company ensure employees have access to secure transportation to and from the workplace? Does the company encourage collective organizing and support networks? This could include peer networks among women employees promoting peer-to-peer support and distribution of key information around sexual and reproductive rights, helping women to build solidarity networks and collectively articulate their priorities and needs. MEASUREMENT Has the company developed occupational health and safety indicators (e.g., number of occupational injuries and diseases, and the number of workers involved and workdays lost)? Does the company track health and safety incidents, disaggregated by sex? Does the company regularly conduct health and safety audits, including independent ones, in an effort to prevent incidents, etc.? ACCOUNTABILITY & TRANSPARENCY Does the company involve women in decision making on its employees’ occupational health and safety? Does the company report its progress and target improvements (if any) to the Board of Directors? Does the company report publicly to its stakeholders any health and safety incidents, disaggregated by sex? Does the company report to the Board of Directors health and safety incidents, disaggregated by sex? Has the company designated an occupational safety officer or its equivalent to oversee the operations of the company? | ||||||||||||||||
225 | Impact investors | Gender | SEAF Gender Equality Scorecard | https://www.seaf.com/ges-manual/ | Women-powered value chains | Does the company encourage and work with suppliers to adopt policies and practices that support quality health and hygiene for both men and women? | ||||||||||||||||
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