3.9 Provide training on gender equality and diversity strategies, policies, and codes of conduct for employees and managers
Content
Description of Best Practices
Develop training plan for informing employees on gender-related strategies and related policies or codes of conduct[1] as part of the change management[2] process and strategy implementation
Inform managers and other employees about the strategic objectives of the company with regards to gender equality and D&I and create positive momentum for strategy implementation
Create additional buy-in through awareness-raising sessions and discussions and provide opportunities for employees to raise concerns and discuss issues and challenges
Provide a platform for exchange on success stories and strategies to overcome challenges
Gather information from employees to adjust strategy implementation, if required
Challenges of Implementation
Training cost and time of employees
Training is one part of strategy implementation, but ineffective if company commitment is weak, senior managers do not “walk the talk,” or issues and challenges raised are ignored
Issues and resistance that are raised during trainings should not be mistaken as indication that the strategy is bad, but as a sign of learning and engagement toward change
What Success Looks Like
Employees understand the strategy and related policies and can identify themselves with the underlying objectives
More of the desired behavior, action, and mindset is visible
Grievances are reported and severity decreases over time
Resources and Tools
Guide: Integrating Gender into Workplace Policies (USAID)
Guide: Gender Equality in Codes of Conduct Guidance (BSR)
[1] CODE OF CONDUCT. Also known as Code of Ethics, it is a central guide that is meant to clarify an organization’s mission, values, and principles, linking them with standards of professional conduct. (Source: Ethics & Compliance Initiative, Glossary)
[2] CHANGE MANAGEMENT. Structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state, to fulfil or implement a vision and strategy. It is an organizational process aimed at empowering employees to accept changes in their current environment. (Source: ILO International Training Center, Handbook on Gender and Organizational Change)