11.14 Review and revise all other company policies to support gender equality, diversity, and inclusion goals
Content
Description of Best Practices
Conduct comprehensive policy gap analysis and benchmark with international standards and best practices
Review company policies with a gender and diversity lens and develop new policies to ensure they are promoting gender equality and D&I goals
Identify areas for improvement and for supporting change management efforts; revise and adopt changed policies
Ensure policies are using gender-equitable concepts and wording
Involve female and male stakeholders at all levels to contribute to policies
Sensitize communications and HR departments on gender equality and D&I, and language before undertaking this task
Challenges of Implementation
It may be easier to create new policy than to revise old one/s
Some policy changes may require approval from employee representatives and unions prior to adoption
HR department may not have gender equality or D&I orientations or capacity for review
Policy review may need external expertise to adopt international standards
Internal and external stakeholders may not be supportive of adopting policies that go beyond legal requirements
What Success Looks Like
All policies are reviewed with a gender and diversity lens and revised to promote gender equality and D&I goals
Policies adhere to international standards and are based on international best practice
Policies contain gender-inclusive language and are equitable
Employees take ownership of policies
Gender equality and D&I concepts and language utilized for all new corporate policies and practices[1]
Resources and Tools
Guide: Integrating Gender into Workplace Policies (USAID)
Guide: Organizational Goal Setting for Gender Equality and Inclusion (USAID)
Tool: Guidelines for Gender-Inclusive Language in English (United Nations)
Guide: Workplace Policies to Support Equality and Respect (Our Watch)
[1] HUMAN RESOURCES (HR) PRACTICES. HR policies are put into action by daily practices, as practices give HR the broader ability to implement and operationalize policies adopted. Practices are more adaptable than policies and can be changed more quickly to reflect the best of HR actions. (Source: Inc.com, Human Resource Policies)