Sustainability Accounting, Management and Policy Journal

Embedding gender in sustainability reports

Katherine Miles
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Katherine Miles, (2011),"Embedding gender in sustainability reports", Sustainability Accounting,
Management and Policy Journal, Vol. 2 Iss 1 pp. 139 - 146
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NEWS ARTICLE Embedding

gender
Embedding gender
in sustainability reports
139
Katherine Miles
Global Reporting Initiative (GRI), Amsterdam, The Netherlands Received 15 November 2010
Revised 13 February 2011
Accepted 27 April 2011
Abstract
Purpose The purpose of this paper is to detail the research and consultation process highlighting
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the demand for this information, undertaken by the Global Reporting Initiative (GRI) and the
International Finance Corporation.
Design/methodology/approach The paper sets out the emerging drivers for reporting on gender
information in sustainability reports. In turn, it argues that sustainability reporters have the potential
to promote gender equality by transparently reporting on their organizations gender-responsive
practices and performance.
Findings Investors are a key stakeholder to companies. There is a growing belief in the investment
world that companies that empower women and encourage gender diversity may outperform those that do
not in the long term. Gender performance is one possible indicator of organizations financial strength.
Research limitations/implications Further research is required to identify if recent
developments increase corporate disclosure and performance reporting on gender equality.
Practical implications The research was qualitative in nature and based on the perceptions of
those attending the gender reporting consultation workshops and involved in the GRI Gender
Working Group.
Social implications Increased awareness of the case for reporting on gender equality could
increase the reporting by companies and stakeholder demands for this information. In addition,
the increased availability of this information could positively influence public policy addressing
existing levels of gender inequality.
Originality/value Stakeholders demand for gender performance information, particularly on the
number of women in management, is growing. Sustainability reporting as the mechanism that many
companies worldwide are using to communicate their other environmental, social, and governance
performance information can also help with communicating an organizations commitment to gender
equality.
Keywords Gender, Equality, Equal opportunities, Business performance, Sustainable development
Paper type General review

Introduction
The integration of gender-related corporate performance information into
a sustainability report can enhance corporate accountability to women (UNIFEM
2009). Transparently communicating this information plays a part in a companys
human rights due diligence process. It allows all interested stakeholders to gain insights
into the impacts of an organizations operations, products and services on both women
and men. At the same time, it helps people to understand how the reporting organization Sustainability Accounting,
exercises its responsibility to respect and contribute to gender equality within the Management and Policy Journal
Vol. 2 No. 1, 2011
societies in which it operates. pp. 139-146
q Emerald Group Publishing Limited
2040-8021
The author would like to thank Carmen Niethammer (IFC). DOI 10.1108/20408021111162164
 SAMPJ Corporations have huge scope but a long way to go to positively contribute to gender
2,1 equality in their sphere of influence and control. In 2010 only 13 of the 500 largest
corporations in the world had a female chief executive officer. In the same year, womens
wages still only represented between 70 and 90 percent of mens wages in a majority of
countries. Furthermore, there was found to be a considerable gender gap in labour force
participation at all ages except the early adult years (UN, 2010). Without monitoring and
140 systematically measuring progress on reducing the gender wage gap, or increasing the
participation of women in the workforce and in management, limited progress can be
made towards achieving greater equality in the workforce and in other spheres of society.
This article details the research and consultation process highlighting the demand
for this information, undertaken by the Global Reporting Initiative (GRI) and the
International Finance Corporation (IFC). It sets out the emerging drivers for reporting
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on gender information in sustainability reports. In turn, it argues that sustainability

reporters have the potential to promote gender equality by transparently reporting on
their organizations gender-responsive practices and performance.

Themes and considerations for gender reporting

The worlds most widely-used framework for producing sustainability reports is GRIs
G3 Guidelines (GRI, 2006). GRIs Reporting Framework, created using an international,
multi-stakeholder, consensus building approach, enables all types of organizations
worldwide to assess their sustainability performance and disclose the results in a
similar way to financial reporting.
Governance body and workforce gender composition and the ratio of basic salary of
men to women by employee category are the key areas of gender-related disclosure in the
GRI G3 Guidelines. However, despite the fact that inequality is still a reality, there has
been to date a low frequency of reporting against GRIs three gender-related indicators
(GRI and IFC, 2009). Moreover, research into companies reporting on gender equality
at the workplace has found that companies rarely report gender-disaggregated data.
Typically, they only disclose a mix of statistics related to the gender breakdown of the
workforce and management (Grosser and Moon, 2008).
GRI and the IFC entered into a partnership in response to the lack of coverage
of gender issues in sustainability reports. The partnership aimed to provide an
educational resource on gender and sustainability reporting that complements the
GRI Sustainability Reporting Framework, helping organizations to embed material
gender issues in their sustainability strategies.
GRI and IFC co-facilitated a series of five multi-stakeholder workshops held
between December 2008 and April 2009 in London, Johannesburg, Sao Paulo,
New Delhi, and Washington, DC. The views of the investors, members of civil society
groups, and labor representatives who are active readers of sustainability reports and
the views of report preparers were sought on the ways in which gender components
can be integrated into such reports.
The people who were consulted defined gender equality in terms of equality under
the law, equality of opportunity, and equality of voice. A range of issues related to
gender practices and reporting were put forward. Owing to the sparse reporting on
gender equality, even on basic workplace and governance-related gender performance,
the participants considered it important for companies to extend reporting on their
gender equality practices and impact. They proposed reporting is extended to
 interactions with the external domains of the supply chain, the local community, Embedding
customers and investors. Within each the participants identified and categorized gender
groups of gender-related issues that they expect sustainability reporters to manage
and report on. They also suggested qualitative and quantitative performance measures
for reporting on these issues related to each domain.
The demand for gender performance information was expressed, but the workshop
participants emphasized that it is not feasible, nor expected by stakeholders, 141
for companies to report on everything. Therefore, it is necessary for organizations to
prioritize internally and to consult their stakeholders to decide on the material gender
issues to be included in their sustainability reports.
Once information is gathered and reported, the performance data then needs to be
interpreted. The workshop participants agreed that the goal is often not to achieve
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gender equality in organizations on every issue. Instead it is important to ensure that

women and men have the same opportunities, and that they are not discriminated
against on the basis of gender. For example, outcomes, such as equal numbers of male
and female customers or equal numbers of men and women in the workforce are often
not realizable or desirable, given the cultural context, size or sector of an organization.
Therefore, the information in a report, particularly the quantitative information, has to
be viewed in context, cultural or otherwise. Organizations may find it useful to
benchmark their data with those of similar organizations to gain additional data points
for interpreting their own gender results over time. For the purpose of reporting and
collecting gender disaggregated data (distinguishing between females and males),
it should be noted that most information will actually be collected on the basis of sex,
capturing the biological differences between women and men (GRI and IFC, 2009).
The results of this research indicated that many gender equality issues can only be
analyzed if gender disaggregated breakdowns of information are provided by reporting
organizations. This is not always explicitly asked for in the GRI Guidelines and
underlined the opportunity to significantly improve the gender relevance of many of
the existing indicators in the G3 Guidelines. Furthermore, the research highlighted new
themes to be addressed in reporting such as maternity leave return rates, and policies
and practices regarding procurement from women entrepreneurs.
Following these conclusions, GRI facilitated an international multi-stakeholder
Working Group process to formulate a series of formal recommendations regarding
gender-related updates to the G3 Guidelines. This group has refined the existing GRI
indicators and protocols in order to ensure that sustainability reporters provide gender
disaggregated information on the pre-existing performance indicators. In addition,
they recommended a number of new gender-related performance indicators. In line with
GRIs due process, the Working Group recommendations were exposed for a public
comment period of 90 days, and approved by GRIs governance bodies. The expanded
guidance for reporting on gender was released in March 2011 as part of G3.1 along with
updated guidance for reporting on human rights and local community impacts.
In the GRI G3.1 Guidelines equal remuneration for women and men is a new
GRI aspect separate from the existing aspect Diversity & Equal Opportunity. Reporters
are asked to disclose procedures for equal remuneration reviews/audits and for action to
redress any gender remuneration gaps. In addition, among amendments to existing
indicators, a new GRI indicator has been incorporated encouraging companies to disclose
return to work and retention rates after parental leave, by gender.
 SAMPJ While these changes have increased the gender responsiveness of GRIs
2,1 sustainability reporting framework it remains to be seen whether they will increase
disclosure and drive change on the broad range of corporate gender-related issues.
Nevertheless, in addition to the updated GRI Guidelines, there are signs that there is
momentum building for increased gender reporting.

142 The case and emerging drivers for gender reporting

The demand for gender-related information in sustainability reporting was clearly
expressed by participants internationally through GRIs consultative workshop
process and during the G3.1 gender update process. Throughout both, participants
articulated not only the legal and ethical but also the business drivers for such
disclosure practices. There are multiple and interacting factors driving the case to
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promote and respect gender equality, and improve practices and reporting on gender
information that are underlined as a result of several market developments.
International human rights legal and policy frameworks ratified by governments
around the world have long enshrined gender equality as a globally shared value. They
have also underscored the international commitment to observe and promote equal
rights for women and men. The UN Universal Declaration of Human Rights of 1948,
the Convention on the Elimination of All Forms of Discrimination against Women and
the International Labor Organization core conventions on workers rights all promote
gender equality. Furthermore, gender equality is internationally recognized as being
fundamental to poverty reduction and sustainable development, and is therefore a cross
cutting theme embraced in the Millennium Development Goals (MDGs) (The World
Bank, 2001). It is also the focus of a specific goal, MDG 3, to promote gender equality
and empower women. In turn, it has become a priority for many governments in
their development strategies and policies. This has led many companies to commit
to contribute to this goal, as they recognize the importance of and their role in
achieving sustainable development. As the deadline for the MDGs approaches in 2015,
commitments are no longer enough and stakeholders are pressurising companies to
quantify and report on their contribution towards these goals.
The relevance to business of the role of reporting on human rights, of which gender
equality is an integral part, is also underlined through the developments of a
UN framework on Business and Human Rights. This framework was developed by the
United Nations the Special Representative of the Secretary General on Business and
Human Rights. It recognizes gender as a core component. As part of a companys
responsibility to respect human rights, the practice of considering, responding to and
tracking performance on gender impact, among other human rights impacts, is deemed
to be core to a companys human rights due diligence process (UN, 2008). The drive
towards reporting on gender performance within this framework further supports the
increased expectations of businesses to manage, measure and communicate their
performance against commitment on human rights and other sustainability issues.
The business case for corporate action to promote gender equality and womens
empowerment, and subsequently report on progress achieved, has been further
emphasized with the 2010 launch of the United Nations Development Fund for Women
(UNIFEM) and the United Nations Global Compact (UNGC) Womens Empowerment
Principles. These principles are the result of an international multi-stakeholder
consultation process. They provide a set of considerations to help the companys focus
 on key elements integral to promoting gender equality. Building on the work by GRI Embedding
and the IFC on reporting on gender, the seventh principle focuses on transparency, gender
measuring and reporting and calls for adherents to the principles to measure and
publicly report on progress to achieve gender equality (UNIFEM and UNGC, 2010).
To date, 167 CEOs have given their Statement of Support to the Womens
Empowerment Principles, including a commitment to implementing concrete actions
based on these principles and to report on their performance (UN Women, 2011). If they 143
do translate this commitment into practice, the performance reporting may increase
awareness among the management of such companies of the extent inequities that
persist. Stakeholders may also use this data to place pressure on these companies to
account for the disparities between their commitments and results achieved. As the
UN framework on Business and Human Rights gains relevance within business circles,
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it may also serve to reinforce this commitment and practice of gender reporting as
a contribution to the human rights due diligence process.
Companies such as those represented by these 167 CEOs are responding to
stakeholder demands for improved practice and disclosure. Not only because of the legal
and ethical imperatives, but also due to emerging evidence of the financial returns
resulting from improved practices related to gender equality. Research suggests
that organizations with gender diverse senior management tend to perform better
financially (Catalyst, 2007; McKinsey, 2008; Deszo and Ross, 2008). Studies
have indicated that increasing the number of women in management can increase
organizational innovation, cause a fundamental change in the boardroom and enhance
corporate governance (London Business School, 2007; Kramer et al., 2006). Organizations
ability to reduce staff turnover and absenteeism rates has in part been attributed to the
implementation of equality and diversity initiatives (Equality Authority Ireland, 2007). It
is not only within the workplace that businesses are able to gain financially, but also
among consumers. The female economy is said to represent a growth market more than
twice as big as the opportunity of China and India combined (Silverstein and Sayre, 2009).
Investors are a key stakeholder to companies. There is a growing belief in the
investment world that companies that empower women and encourage gender diversity
may outperform those that do not in the long term. Gender performance is one
possible indicator of organizations financial strength. This increased financial market
recognition of the benefits of gender equality has led to the development of investment
funds with gender screens, such as the Pax World Womens Fund[1]. Other investment
funds, such as CalPERS, a pension fund in California in the USA, and Amazone Euro
Fund[2] in Europe, include a gender indicator among their investment criteria. According
to McKinsey (2007), rating agencies have also started to apply gender-related criteria.
Consequently, investors are driving the need for gender performance information,
which they require to inform their decision making. This is adding pressure on
companies to measure, account for, and take responsibility for their gender performance.
Stock exchanges are also demanding similar gender information. Since 28 February
2010, the US Securities Exchange Commission (SEC) has required listed companies
to disclose diversity information. They have to state whether and how a nominating
committee considers diversity characteristics in identifying nominees for director,
if a policy exists, how it is implemented and its effectiveness is assessed (SEC, 2010).
From 1 January 2011, the Australian Stock Exchange (ASX) required all companies
listed on the ASX to disclose their achievements against measurable objectives on
 SAMPJ gender. They are also required to report on the proportion of women employees in
2,1 an organization, in senior executive positions and on the board (ASX, 2010). Disclosing
this gender performance information in a sustainability report is an effective
mechanism for organizations to transparently communicate their adherence to these
new and emerging requirements.
Governments are also introducing regulatory responses to gender inequality, such as
144 board diversity quotas in Norway [3], and gender wage gap reporting in the UK[4] (HM
Government, 2010). In the USA, large federal contractors are required by federal agencies
to provide written plans for subcontractor diversity (Orser and Weeks, 2009). This is in
line with the 1994 Federal Acquisition Streamlining Act (Public Law No. 103-355), which
established a goal of five percent for federal contract spending with businesses owned and
managed by women. Even where public reporting is not specifically mandated, it plays a
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role in communicating regulatory compliance. Furthermore, it can be predicted that this

information will be increasingly communicated in companies sustainability reports, as
governments separately are pushing increased non-financial disclosure by companies. As
the scale of gender inequality is quantified and unveiled in such reports, governments
may in turn be more proactive in addressing some of these issues.
Communities are key stakeholder groups for companies. Evidence is emerging to
suggest that contributing to gender equality in the community in which a company
operates can also have business benefits. It can serve to develop a more inclusive
recruitment pool within the local area, build loyalty with local customers, and avoid
litigation and disruption to operations. Rio Tinto (2009) an international mining
company, is one of the companies focusing on managing its gender-related community
impacts as part of its human rights due diligence process. Its report Why gender
matters A resource guide for integrating gender considerations into Communities
work at Rio Tinto recognizes the importance of managing its impacts so it does not
adversely affect gender equality and other human rights in the communities where it
operates, and it also stresses the important role of reporting within that. It is a welcome
sign that large multi-national companies such as Rio Tinto are acknowledging that
their business operations can negatively imbalance gender relations in a community,
as well as positively contributing to gender equality.

Next steps
It is clear that momentum is gathering. Stakeholders demand for gender performance
information, particularly on the number of women in management, is growing.
Sustainability reporting as the mechanism that many companies worldwide are using to
communicate their other environmental, social, and governance performance information
can also help with communicating an organizations commitment to gender equality. It
assists companies to report on the gender context in which it operates, its management
approach and its organizational policies and performance, such as the number of women
on the board and in senior management. As the worlds most widely used sustainability
reporting framework, the GRI Guidelines are ideally suited to enable businesses to
measure progress and analyze how well they integrate gender concerns into their business
operations. It is hoped that reporting organizations will make use of the updated GRI
Guidelines to integrate gender information into their reports. This will enable them to
address their stakeholders data demands, take adequate due diligence with respect to
gender and human rights. It is also hoped that governments will begin to recognise the
 benefits that sustainability reporting can have to encourage companies to operationalize Embedding
their commitment to a world of gender equality and sustainable development. gender
A Practitioners Guide: Embedding Gender in Sustainability Reporting is available
for download on line at: www.globalreporting.org/NR/rdonlyres/A98BDFC5-0984-
45D1-A778-39405A81C1CD/3532/GRIIFC_Full_Gender1.pdf
A summary version of the report: www.globalreporting.org/NR/rdonlyres/
A98BDFC5-0984-45D1-A778-39405A81C1CD/3514/GRIIFC_EmbeddingGender_LR.pdf 145
Translated versions of the publication are also available in Chinese, Hindi,
Portuguese and Spanish.
The G3.1 Guidelines are available at: www.globalreporting.org/NR/rdonlyres/
660631D6-2A39-4850-9C04-57436E4768BD/0/G31GuidelinesinclTechnicalProtocol
Final.pdf
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Notes
1. http://paxworld.com/investment-approach/the-benefits-of-esg/social/gender-empowerment/
2. www.ammfinance.com/docs/AmazoneOnePager-en.pdf
3. In Norway, 40 percent of directors on corporate boards are required to be women.
State-owned enterprises had to comply by 2006, and public companies had to satisfy the
requirement beginning in 2008.
4. In the UK, the Equality Act (April 2010) contains a power to require the publication of the
gender pay gap by employers with at least 250 employees but this will only be used if
sufficient progress on voluntary publication is not made by 2013.

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rules-on-gender-representation-on-compan.html?id=416864

About the author

Katherine Miles is Co-author of A Practitioners Guide: Embedding Gender in Sustainability
Reporting, a publication by GRI and IFC and Manager of the GRI G3.1 Gender Updates Process.
Katherine Miles can be contacted at: katherinesmiles@gmail.com

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