1 | Index Name | Source/ Sponsor | Description | Themes | Number of Questions Linked to Survey |
---|---|---|---|---|---|
2 | Gender-Specific Indices: | ||||
3 | Gender Equality in the Workplace Questionnaire | Equileap | Equileap is the leading organization providing data and insights on gender equality in the corporate sector. They research and rank over 3,000 public companies around the world. Cycle: Annual | Gender Equality Scorecard™ with 19 criteria including gender balance of the workforce, senior management, and board of directors, as well as equal pay, parental leave, non-discriminatory hiring and promotion, and supply chain safety. | 4 Categories with 18 questions Multiple choice with description boxes |
4 | Gender Equality Survey | Nevada Commission for Women | Survey of Business in NV to address gender equality gaps in the workforce | 5 sections: Demographics, Employment, Workplace, Opportunities, Security | 19 questions multiple choice with description boxes |
5 | Gender Inequality Index | The United Nations | Measures gender inequalities in three important aspects of human development - reproductive health, measured by maternal mortality ratio and adolescent birth rates; empowerment, measured by the proportion of parliamentary seats occupied by females and proportion of adult females and males aged 25 years and older with at least some secondary education; and economic status, expressed as labor market participation and measured by labor force participation rate of female and male populations aged 15 years and older. The GII is built on the same framework as the IHDI—to better expose differences in the distribution of achievements between women and men. It measures the human development costs of gender inequality. Thus the higher the GII value the more disparities between females and males and the more loss to human development. | Health Empowerment Labor market participation | Aggregation based on 5 underlying indices |
6 | Global Gender Equality Survey | Focus 2030 | https://focus2030.org/global-survey-gender?var_mode=calcul https://focus2030.org/global-survey-gender | Not available, each assessment costs USD 1,000 | |
7 | Global Gender Gap Report | World Economic Forum | The Global Gender Gap index benchmarks 156 countries, providing a tool for cross-country comparison and prioritizing the most effective policies needed to close gender gaps. The Global Gender Gap Index benchmarks the evolution of gender-based gaps among four key dimensions (Economic Participation and Opportunity, Educational Attainment, Health and Survival, and Political Empowerment) and tracks progress toward closing these gaps over time. | The Global Gender Gap Index examines the gap between men and women across four fundamental categories (subindexes). The Global Gender Gap Index framework: 1. Economic Participation and Opportunity 2. Educational Attainment 3. Political Empowerment 4. Health and Survival | See pages 73-75 (Table B.1, B.2) for further information about subindexes and related indicators. Definitions of indicators can be found on pages 76 -83. |
8 | Indicators for Gender Equality and Women’s Empowerment | Organization for Economic Co-operation and Development | Developed from UN's Gender mainstreaming scorecard that measures gender equality in organizations. (See box 12 in the linked document) | 6 areas were covered: Corporate commitments, Implementation mechanisms, Internal capacities, Gender mainstreaming in the project cycle, Accountability mechanisms, Organisational culture | See box 12, page 8 in the linked document. |
9 | Ready to Measure | Data2X | In partnership, the UN developed 16 indicators to measure gender equality Published goals can be found on pages 4 and 5 of this document. | 6 areas were covered: Economic opportunities, Education, Environment, Health, Human security, Public participation | The 6 areas and sub-topics can be found on this page. |
10 | The Bloomberg Gender-Equality Index | Bloomberg | The Bloomberg Gender-Equality Index (GEI) is a modified market capitalization-weighted index that aims to track the performance of public companies committed to transparency in gender-data reporting. The GEI framework defines a set of metrics used to determine a company’s progress towards equal representation of gender throughout the levels of the organization, commitment to gender equality goals, policies in place to reduce the impact of familial stresses and responsibilities on the workplace, and progress towards positive impact on women outside of the employee base. On an annual basis, Bloomberg conducts systematic outreach to a balanced group of representative stakeholders to help select metrics critical to promoting equity in the workplace in the current global environment surrounding gender equality. Cycle: Annual | Female leadership & talent pipeline, Equal pay & gender pay parity, Inclusive culture, Anti-sexual harassment policies, Pro-women brand | 4 Sections with 60 questions Multiple choice |
11 | The Gender Fair Index | Gender Fair | Rates companies on metrics derived from the Women’s Empowerment Principles (WEPs) to ensure companies meet benchmark investments in gender equality—internally and in the communities they serve. The current iteration of public data was collected between April 2020 and September 2020 from publicly available sources including annual reports, corporate social impact reports, sustainability reports, and company websites. Their ratings also incorporate credible, independent, third-party data from a number of sources, including the U.S. Securities and Exchange Commission and Equileap. They certify companies as Gender Fair. These companies are listed on their website. Also, others can search for companies that they have reviewed. They also offer professional services. | Gender Fair rates companies on a 100-point index assessing five key areas: Leadership & Opportunities (4 sub-criteria) Employee Policies (5 sub-criteria) Advertising & Communication (based on membership of either the Unstereotype Alliance or the SeeHer Movement) Diversity Reporting (2 criteria) Social Impact (3 criteria) | Not available, each assessment costs USD 1,000 |
12 | WIN World Survey (WWS) | Leger | The 2021 edition of the WIN World Survey (WWS) explored perspectives on gender equality in 2021. This survey is conducted annually by the Worldwide Independent Network of Market Research (WIN International), of which Leger is a founding member. From October 15 to December 18, 2021, over 33,000 people from 39 countries were surveyed using CAWI/CATI/F2F/TAPI online survey methods. Leger was responsible for data collection in Canada and the United States. | Analysis breaks survey response data down by age, education location, and other factors. Relevant themes: Level of achievement in Gender Equality Job opportunities and career Suffered any kind of violence Suffered any kind of sexual harassment | Unknown but a summary can be found here. |
13 | Women in Workforce | McKinsey | Conducted by McKinsey in partnership with LeanIn.Org, analyzes the representation of women in corporate America, provides an overview of HR policies and programs—including HR leaders’ sentiment on the most effective diversity, equity, and inclusion (DEI) practices—and explores the intersectional experiences of different groups of women at work. The data set this year reflects contributions from 423 participating organizations employing 12 million people and more than 65,000 people surveyed on their workplace experiences; in-depth interviews were also conducted with women of diverse identities, including women of color, LGBTQ+ women, and women with disabilities. Cycle: Annual | I. THE STATE OF THE PIPELINE (Progress at the top, Glass ceiling, and the broken rung) II. CULTURE (The importance of equal opportunity and fairness, The importance of work-life flexibility, The importance of safe and respectful workplaces) III. COMMITMENT TO GENDER DIVERSITY (Commitment to diversity) | Specifics were not published but the survey questions covered multiple themes (e.g., job satisfaction, employee well-being, work flexibility, remote work, the state of diversity, equity, manager actions, allyship) as well as demographic questions (e.g., role, age, sexual orientation, family status). Multiple choice with description boxes and interviews |
14 | Women’s Power and Influence Index | Arizona State University | The Women’s Power and Influence Index aims: Rank companies based on their gender policies and data on women's power and influence, in a simple and easy-to-understand score. Scores are to be published annually. The Women's Power and Influence Index is built and maintained exclusively by an interdisciplinary team of faculty, experts, and Ph.D. candidates from a wide variety of ASU units including the Sandra Day O’Connor College of Law and the Ira S. Fulton Schools of Engineering. | 6 Main themes: Compensation Women in Leadership Organizational Policies Around the Prevention of Sexual Harassment and Gender-based Violence Childcare and Family-related Benefits Organization Provided Gender-Related Health Benefits External Policies | Details of the methodology can be found here. The State of the Index Report (2022 by Sami Hollinshead - forthcoming) |
15 | Framework for Gender-Based Analysis: | ||||
16 | European Commission | EU | EU's political agreement on Gender Balance on Corporate Boards | Main elements: At least 40% of the underrepresented gender must be represented on non-executive boards of listed companies or 33% among all directors. Clear and transparent board appointment procedures with an objective assessment based on merit, irrespective of gender. | https://ec.europa.eu/commission/presscorner/detail/en/ip_22_3478 |
17 | Gender Integration Framework | FHI 360 | The specific objectives of this framework are to > build a common understanding of the fundamental role that gender plays in hindering or fostering development progress in all of FHI 360’s technical domains >provide guidance on integrating gender, including gender analysis, into the entire project cycle to produce gender-aware and transformative projects >foster commitment to gender integration at all levels of the organization and translate this commitment into practice >position FHI 360 as a technical leader in advancing gender equality through our multisectoral development work | FHI 360 FRAMEWORK FOR GENDER INTEGRATION It includes the following components: 1. Gender Integration Continuum: a conceptual framework that illustrates the different approaches to gender integration and their potential consequences 2. Introduction to Gender Analysis: an overview of the process of collecting and analyzing information on gender to inform program or research design 3. Gender Integration in Programs: the process of integrating gender considerations throughout the program cycle, including planning and proposal development; program design; implementation and management; M&E; reporting, documentation, and dissemination; and research utilization 4. Special Considerations for Gender in Research: how researchers can contribute to the growing knowledge base on gender and a full range of development issues, and on effective programmatic approaches, including gender considerations for the process of conducting research 5. The Science of Improving Lives: Putting the Framework into Action: a variety of actions that we can take to implement the framework and integrate gender into our work | Gender Integration Continuum Five Domains of Introduction to Gender Analysis 1. Access to resources 2. Knowledge, beliefs, and perceptions 3. Practices and participation: peoples’ behaviors and actions in life and how they vary by gender. 4. Legal rights and status: how people of different genders are regarded and treated by the customary and formal legal codes and judicial systems. 5. Power: the capacity to control resources and to make autonomous and independent decisions free of coercion. |
18 | Gender Lens Investing | William Blair/ U Penn | Annual survey with four "stages" in the last four years: Gender-lens investing is essentially about financial inclusion for women Investing in women entrepreneurs Getting more women on corporate boards Improving working conditions for women As with the three previous Project Sage reports, this fourth iteration is a landscape analysis of structured private equity, venture capital, and private debt funds with a gender lens. Just over 200 funds and structured vehicles were included in this latest study, with data collected through two milestone dates: December 31, 2020, and June 30, 2021. | Gender Lens Criteria Gender lens investors seek out investment opportunities in companies or funds that are owned, led by, or managed by women or in firms that: 1. include an equal number of women and men on its leadership team or board; 2. demonstrate a commitment to gender diversity and workplace equity in hiring practices and supply chain decisions; 3. offer products or services that improve the lives of women and girls 4. have a vision that values gender equity and/or a mission that addresses gender disparities; 5. create and enforce policies that equally value women’s health and protect women from discrimination, harassment, and violence; 6. build an equitable workplace culture and environment; 7. actively seek out, engage, and value women investors and advisors; 8. use data to track how well they are performing in terms of gender equity and justice; 9 hold themselves accountable to their internal and organizational goals for gender equity; 10. follow The Women’s Empowerment Principles (WEPs) established by UN Global Compact and UN Women. | Actual report |
19 | Guidelines for collection, use, and dissemination of gender statistics | The World Bank | Course on how to collect and analyze gender data. | N/A | N/A |
20 | H&M Group | Gender equality in our supply chain | Gender equality is rooted in our company values, social policies and global employee strategy. As an employer, we are responsible for ensuring equal opportunities for all our employees. In our own operations, women make up 76% of our global colleagues and 72% of our leaders. It is encouraging that these numbers reflect each other and although they are well above the average, we still have work to do across our value chain. | Health & Safety We want all women to be empowered, healthy and safe in their everyday working life. Representation We want women to have equal participation, voice and leadership in social dialogue, including all worker representation forums. Career and Development We want the number of women in leadership positions to reflect the proportion of women on staff. Wages We want men and women to receive equal remuneration for work of equal value. | N/A |
21 | #SeeHerInSports | AT&T | In 2019, AT&T partnered with the ANA to launch #SeeHerInSports, to drive discussion and actions across organizations – from leagues and teams to advertisers and broadcasters – to level the playing field for women’s sports through increased representation, visibility, distribution, and coverage. | Elevating and increasing the accurate portrayal of women and girls in marketing, advertising, media, sports, and entertainment. Building relationships rooted in technology, professional development, and the amplification of content, | N/A |
22 | The FQ Toolkit | Female Quotient | FQ’s Equality Lounge® at Davos, Cannes Lions, CES, SXSW, and more have forever altered the business agenda and sparked real change in the workplace. Through their work, they tackle three fundamental, persistent challenges to parity: > Gender inequalities still exist — and, in many cases, are getting worse. > Women in business lack a community and a platform to raise their visibility. > Organizations lack effective ways to close their equality gaps and engage the best talent. | Advancing Equality Calculator: The calculator analyzes your organization’s raw gender wage gap and provides your potential contribution to revenue and impact on GDP in closing the gap. Based on your results, you will receive added information that may help your organization build a strong business case for gender equality. Speaker Equity Assessor: The Speaker Equity Assessor analyzes a conference’s speakers and provides high-level insights to help organizations select a more diverse slate of panelists who will better represent those watching and listening. When panels lack diversity, audiences miss potential outcomes and unique perspectives. Identify Workplace Misconduct: The Female Quotient is committed to showcasing the incredible work that others are doing to advance equality and spark change. The Vault Platform exposes and mitigates previously invisible incidents of misconduct and ensures your people and your company are behaving ethically and in compliance. Also, there are other solutions including Equality Lounge, Global Exchange, and Advisory Services Note: We were introduced to FQ via this event | Multiple leads |
23 | WHIS - 16 | World Health Innovation Summit | The Gender Equality & Women’s Empowerment panel consists of a Chair and five experts, a diverse group of women and men including specialists in Education, Health, Economics, Human Rights, and Equality Studies. | N/A | N/A |
24 | White House - Fact Sheet: National Strategy on Gender Equity and Equality | US Federal Government | The Biden-Harris Administration issued the first-ever national gender strategy to advance the full participation of all people – including women and girls – in the United States and around the world. | Ten interconnected priorities: 1) economic security; 2) gender-based violence; 3) health; 4) education; 5) justice and immigration; 6) human rights and equality under the law; 7) security and humanitarian relief; 8) climate change; 9) science and technology; and 10) democracy, participation, and leadership. | |
25 | General Equity Research: | ||||
26 | Encompass Rating System | Charity Navigator | Encompass Rating System uses technology-supported automation to analyze the tax forms of 501(c)(3) organizations that have e-filed the IRS Form 990 (990PF, 990EZ or 990N is not sufficient) for three consecutive years. Nonprofits can also be rated on their delivery on stated missions via the Impact & Results beacon. The Encompass Rating System is based on a numerical score out of 100. | "4 beacons 1) Finance & Accountability 2) Impact & Results 3) Leadership & Adaptability 4) Culture & Community" | Finance and Accounting • Program Expense • Board Composition • Liabilities to Assets • Website listed • Documents board meeting minutes • Whistleblower policy • Conflict of interest policy • Records retention and destruction policy • Board Composition • Website Listed • Documents board meeting minutes • Whistleblower policy • Conflict of interest policy • Records retention and destruction policy • Strategy (40%) - The nonprofit organization presents evidence of strategic thinking and goal setting. • Mission • Vision • Strategic Goals • Leadership (30%) - The nonprofit organization provides evidence of leadership investment by focusing externally on mobilizing resources for the mission and internally through investing in leadership development. • Leadership Development • Mobilize Resources for Mission • Adaptability (30%) - The nonprofit organization has an opportunity to tell the story of how the organization adapted to tremendous external changes in the last year. |
27 | Safe Spaces | Equity | A union of more than 47,000 performers and creative practitioners, united in the fight for fair terms and conditions in the workplace. Equity brings together entertainment professionals and ensures their demands are heard: whether these are for decent pay, better health and safety regulations, or more opportunities for all – regardless of class, age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion and belief, sex and sexual orientation. | Other relevant articles from the original article: Objectified, derided, demeaned: sexism is still rampant on stage in the era of #MeToo by Arifa Akbar Theatre and #MeToo: 'There's a new anger in women's stories' An open letter to Rufus Norris and the National Theatre (your views) UK report reveals 'disgraceful' gender inequality in the arts Theatre in UK faces exodus of women after pandemic, study finds | N/A |