11.2 Establish a corporate-level equal employment opportunity (EEO) policy

Description of Best Practices

Adopt an equal employment opportunity (EEO) policy statement at the board of directors/ownership level

Disclose board selection process, skills, and gender equality and D&I goals

Ensure that all relevant characteristics are included such as race, religion, color, gender, pregnancy, sexual orientation, marital status, national origin, age, genetic information, military status or disability and any other characteristic protected by applicable law.

Appoint HR or another organizational unit such as a gender equality and D&I department to implement EEO policy and other company gender equality and D&I policies, strategies, programs, and initiatives aimed at promoting gender equality and dedicate necessary financial resources

Establish a multi-divisional gender equality and D&I committee comprised of women and men to plan, oversee and support the implementation of gender equality and D&I initiatives with the gender equality and/or HR Departments

Create accountability by declaring specific targets and goals on gender equality and D&I and hold the company’s leaders accountable for achieving these goals over a defined timeframe

Challenges of Implementation

Stakeholders may lack commitment during EEO policy formulation and adoption

Unconscious bias exists within the company

What Success Looks Like

EEO policy is adopted and fully implemented through supporting processes, as detailed in this framework

Implemented training programs raise awareness of unconscious bias and build commitment to implementing policies and procedures that ensure gender equality and diversity

Gender equality and D&I is an ingrained part of corporate culture and institutionalized in all programs and activities