ICS03.100.02  
 
Reference number
DRS 560: 2023
© RSB 2023
  
 RWANDA 
STANDARD  DRS 
560 
 
First edition  
2023-mm-dd  
 
Gender equality — Requirements for 
promotion, implementation and 
accountability  
   
DRS 560: 2023 
©RSB 2023- All rights reserved                  ii 
 In order to match with technological development and to keep continuous progress in industries, 
standards are subject to periodic review. Users shall ascertain that they are in possession of the latest 
edition 
 
 
 
 
 
 
 
 
© RSB2023 
All rights reserved. Unless otherwise specified, no part of this publication may be reproduced or utilized 
in any form or by any means, electronic or mechanical, including photocopying and microfilm, without 
prior written permission from RSB. 
Requests for permission to reproduce this document should be addressed to: 
Rwanda Standards Board 
P.O Box 7099 Kigali-Rwanda 
KK 15 Rd, 49 
Tel. +250 788303492 
Toll Free: 3250 
E-mail:info@rsb.gov.rw  
Website: www.rsb.gov.rw  
ePortal: www.portal.rsb.gov.rw  DRS 560: 2023 
iii                ©RSB2023- All rights reserved 
 Contents Page 
Foreword ............................................................................................................................................................. v  
1 Scope ...................................................................................................................................................... 1  
2 Normative references ............................................................................................................................ 1  
3 Terms and definitions ........................................................................................................................... 1  
4 Context of the organization .................................................................................................................. 6  
4.1 Understanding the status of gender equality ..................................................................................... 6  
4.2 Identifying and mapping stakeholders ................................................................................................ 7  
4.3 The scope of the application of gender equality standard. .............................................................. 7  
4.4 Gender equality considerations in organizational processes and operations ............................... 7  
5 Leadership ............................................................................................................................................. 8  
5.1 Leadership and commitment ............................................................................................................... 8  
5.2 Organizational gender equality policy ................................................................................................ 9  
5.2.1 Establishing gender equality policy .................................................................................................... 9  
5.2.2 Communicating the gender equality policy ........................................................................................ 9  
5.3 Organizational roles, responsibilities and authorities ...................................................................... 9  
5.3.1 General ................................................................................................................................................... 9  
5.3.2 Establishment of gender equality committee ..................................................................................... 9  
6 Planning ............................................................................................................................................... 10  
6.1 General ................................................................................................................................................. 10  
6.2 Actions to address the identified gender gaps, risks and leverage opportunities ...................... 10  
6.3 Establishment of gender equality objectives and planning to achieve them ............................... 11  
6.4 Planning for changes .......................................................................................................................... 11  
7 Support ................................................................................................................................................. 12  
7.1 Resources ............................................................................................................................................ 12  
7.1.1 General ................................................................................................................................................. 12  
7.1.2 People ................................................................................................................................................... 12  
7.1.3 Infrastructure ....................................................................................................................................... 12  
7.1.4 Environment for the operation of processes ................................................................................... 12  
7.1.5 Organizational knowledge .................................................................................................................. 13  
7.2 Competence ......................................................................................................................................... 13  
7.3 Awareness ............................................................................................................................................ 14  
7.4 Communication ................................................................................................................................... 14  
7.5 Documented information .................................................................................................................... 14  
7.5.1 Creating and updating ........................................................................................................................ 14  
7.5.2 Control of documented information .................................................................................................. 14  
8 Operations ............................................................................................................................................ 15  
8.1 General ................................................................................................................................................. 15  
8.2 Recruitment .......................................................................................................................................... 15  
8.3 Remuneration ...................................................................................................................................... 16  
8.4 Professional development, performance and promotion ............................................................... 16  
8.5 Work-life balance ................................................................................................................................. 16  
8.6 Prevention and response to sexual harassment, abuse and exploitation .................................... 17  
8.7 Inclusive and non-sexist communication ......................................................................................... 17  
8.8 Procurement ........................................................................................................................................ 18  
9 Performance evaluation ...................................................................................................................... 18  DRS 560: 2023 
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 9.1 Monitoring, measurement, analysis and evaluation ....................................................................... 18  
9.1.1 General ................................................................................................................................................. 18  
9.1.2 Compliance audit ................................................................................................................................ 19  
9.2 Management review ............................................................................................................................ 19  
9.2.1 General ................................................................................................................................................. 19  
9.2.2 Management review inputs ................................................................................................................ 20  
9.2.3 Management review outputs ............................................................................................................. 20  
10 Improvement ....................................................................................................................................... 20  
10.1 General ................................................................................................................................................. 20  
10.2 Nonconformity and corrective action ............................................................................................... 21  
10.3 Continual improvement ...................................................................................................................... 22  
 DRS 560: 2023 
v                ©RSB2023- All rights reserved 
 Foreword 
Rwanda Standardsarepreparedby Technical Committees and approved by Rwanda Standards Board (RSB) 
Board of Directors in accordance with the procedures of RSB, in compliance with Annex 3 of the WTO/TBT 
agreement on the preparation, adoption and application of standards. 
The main task of technical committees is to prepare national standards. Final Draft Rwanda Standards 
adopted by Technical committees are ratified by members of RSB Board of Directors for publication and 
gazettment as Rwanda Standards. 
DRS 560 was prepared by Technical Committee RSB/TC 058, Gender equality. 
Committee membership  
The following organizations were represented on the Technical Committee on Gender equality (RSB/TC 058) 
in the preparation of this standard. 
Rwanda Women’s Network 
Pro- Femme TweseHamwe 
Gender Monitoring Office 
United Nation-Women Rwanda 
United Nation-Development Programme Rwanda 
Rwanda Governance Board (RGB) 
Gender Monitoring Office (GMO) 
Ministry of Trade and Industry (MINICOM) 
Ministry of Public Service and Labour (MIFOTRA) 
Ministry of Gender and Family Promotion (MIGEPROF) 
Private Sector Federation (PSF) 
JOGO Consultant 
Rwanda Standards Board(RSB) – Secretariat DRS 560: 2023 
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 Introduction 
This Draft Rwanda Standardaims to set the requirements for promoting, implementing and accounting for 
gender equality in public, private and non-governmental organizations. These requirements enable 
theimplementation of gender equality principles in organization’s operations and activities. 
it also providessupport the organizations in fulfilling their legal obligations, or going beyond themand 
complements other instruments and initiatives on gender equality, but not toreplace them. 
In this Draft Rwanda Standard, the gender equality objectives follow the understanding that gender is a 
socialconstruct. The existing gender inequalities targeted are not based on the biological differences between 
men andwomen;boys and girls but are the result of the social norms and constructs imposed on every 
individual. 
This Draft Rwanda Standard is intended to streamline the promotion,implementation, accountability to gender 
equalityand certification to recognize compliant organizations. 
 DRS 560: 2023 
1                ©RSB2023- All rights reserved 
 Gender equality— Requirements for promotion, implementation and 
accountability  
1 Scope 
This Draft RwandaStandard specifies requirements for promoting,implementingand accounting for gender 
equality in all categories of organizationsregardless of their location, sizeand field of activities. 
This document focuses on addressing gender inequalities existing between women and men; girls and boys. 
2 Normative references 
There are no normative references in thisdocument. 
3 Terms and definitions 
For the purposes of this document, the following terms and definitions apply. 
3.1 
inclusive and non-sexist communication 
a form of communication that contributes to the visibility of women and men, and gender equality 
3.2 
gender equality 
a state or condition that affords women and men, girls and boys equal conditions, treatment and opportunities 
for realizing their full potential, human rights and dignity, and for contributing to (and benefitting from) 
economic, social, cultural and political development 
3.3  
gender 
social and cultural construction, which distinguishes differences in the attributes of men and women, girls and 
boys, and accordingly refers to the roles and responsibilities of men and women. It also refers to the state of 
being male or female in relation to the social and cultural roles that are considered appropriate for men and 
women 
3.4 
organization 
person or group of people that has its own functions with responsibilities, authorities and relationships to 
achieve its objectives  
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 NOTE The concept of organization includes, but is not limited to sole-trader, company, corporation, firm, enterprise, 
authority, partnership, charity or institution, or part or combination thereof, whether incorporated or not, public or 
private 
3.5 
stakeholder 
person or organization that can affect, be affected by, or perceive itself to be affected by a decision or activity 
3.6  
gender stereotype 
preconceived and generalised ideas about how members of a certain gender do or should be or behave. 
Gender stereotypes reflect ingrained biases based on the social norms of a society. 
3.7 
gender mainstreaming 
assessing the implications for women and men of any planned action; legislation (laws), policies or 
programs in all areas and at all levels. It is a strategy for making women’s and men’s concerns and 
experiences an integral dimension of the design, implementation, monitoring and evaluation of 
policies and programs in all political, economic and societal spheres so that women and men benefit 
equally and inequality is not perpetuated. The ultimate goal is to achieve gender equality. 
3.8 
gender responsive 
ascribing certain attributes, characteristics and roles to people based on their gender. Gender stereotypes can 
be negative (i.e., women are bad drivers, men can’t change diapers) and benign (i.e., women are better 
caregivers, men are stronger). It also refers to constant portrayal in the media, the press or in education of 
men and men occupying certain roles according to the socially constructed gender division of labor and 
expectation in behaviour. 
3.9 
Sexual harassment  
any unwelcome sexual advance, request for sexual favour, verbal or physical conduct or gesture of a sexual 
nature, or any other behaviour of a sexual nature that might reasonably be expected or be perceived to cause 
offence or humiliation to another, when such conduct interferes with work, is made a condition of employment 
or creates an intimidating, hostile or offensive work environment.  
3.10 
sexual abuse  
any action or inaction that causes harm to another person. It can include physical abuse, emotional abuse, 
sexual abuse and neglect. It also includes abuse online and/or through mobile technology .  
  DRS 560: 2023 
3                ©RSB2023- All rights reserved 
 3.11 
sexual exploitation  
any actual or attempted abuse of a position of vulnerability, power differential or trust to profit monetarily, 
socially or politically. It includes sexual exploitation. 
3.12 
gender pay gap 
differences between average earnings of women and men in the workforce. It is an internationally established 
measure of women’s position in the economy in comparison of to men. 
3.13 
Work-life balance 
optimal arrangement of a worker’s working and family or leisure activities’ time to facilitate health and personal 
satisfaction without negatively impacting productivity and professional success 
3.14 
top management 
person or group of people who directs and controls an organization at the highest level 
3.15 
gender equality policy  
intentions and direction of an organization for promoting, implementing and accounting for gender equality as 
formally expressed by its top management  
3.16 
risk 
effect of uncertainty 
3.17 
improvement 
activity to enhance performance 
3.18 
continual improvement  
recurring activity to enhance performance   
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 3.19 
process 
set of interrelated or interacting activities that use inputs to deliver an intended result 
3.20 
procedure 
specified way to carry out an activity or a process 
3.21 
requirement 
need or expectation that is stated, generally implied or obligatory 
3.22 
statutory requirement 
obligatory requirement specified by a legislative body 
3.23 
regulatory requirement 
obligatory requirement specified by an authority mandated by a legislative body 
3.24 
nonconformity 
non-fulfilment of a requirement 
3.25 
conformity 
fulfilment of a requirement 
3.26 
effectiveness 
extent to which planned activities are realized and planned results are achieved 
3.27 
document 
information and the medium on which it is contained DRS 560: 2023 
5                ©RSB2023- All rights reserved 
 3.28 
documented information 
information required to be controlled and maintained by an organization and the medium on which it is 
contained 
3.29 
competence 
ability to apply knowledge and skills to achieve intended results 
3.30 
remuneration 
the total compensation received by an employee. It includes not only base salary but any bonuses, 
commissionpayments, overtime pay, or other financial benefits that an employeereceives from employer. 
3.31 
corrective action 
action to eliminate the cause of a nonconformity and to prevent recurrence 
3.32 
correction 
action to eliminate a detected nonconformity 
3.33 
context of the organization 
combination of internal and external issues that can have an effect on an organization’s approach to 
developing and achieving its objectives 
3.34 
monitoring 
determining the status of a system, a process, or any activity 
3.35 
measurement 
processto determine a value  
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 3.36 
measurement process 
set of operations to determine the value of a quantity 
3.37 
gender gap 
unequal considerations between men and women by privileging or prioritizing over one another in terms of 
opportunities, pay, status, etc 
3.38 
gender diagnosis  
systematic analysis for examining the differences in roles and norms for women and men, girls and boysand 
the constraintsthey face relative to each other in achieving gender equality 
3.39 
gender inequalities 
unequal treatment between men and women; boys and girls 
3.40 
Gender pay gap 
Gender wage gap 
measure that tells the difference in pay (or wages, or income) between women and men, boys and girls 
4 Context of the organization 
4.1 Understanding the statusofgender equality 
4.1.1 The organization shall identifyresourceful person(s) to undertakethe gendered organizational 
diagnosis through identifying existing gender gaps in terms of promotion, implementation and accountability to 
gender equality.  
NOTE  resourceful person (s) may be internal or external with gender expertise.  
4.1.2 The organization shall conduct this gendered organizational diagnosis periodically and define its 
frequency for continual improvement. During the gendered organizational diagnosis, the following shall be 
considered: 
a) compliance to statutory and regulatory requirements relevant to gender equality; DRS 560: 2023 
7                ©RSB2023- All rights reserved 
 b) non-discrimination of any kind; 
c) equality in treatment and opportunities for male and female workers; 
d) commitment to promoting gender equality and closing gender gaps; and 
e) gender sensitive communication. 
4.1.3 The gendered organizational diagnosis report shall be approved by the top management and 
recommendations implemented. 
4.1.4 The organization shallretaindocumented information as evidence of approved gendered 
organizational diagnosis report. 
4.2 Identifying and mapping stakeholders 
The organization shall: 
a) identify, map anddetermine roles and requirements of relevant stakeholders who have potential effect on 
its ability to promote, implement and account for gender equality consistently; and  
b) monitor and review information about the identified stakeholders, their relevant roles and requirements. 
4.3 The scope of the application of gender equality standard. 
The organization shall implement this standard across all its structures, operations and processes.  
NOTE The structures of the organization are categorized as branches, departments, divisions, units, and or as 
established by the organization. 
4.4 Gender equality considerations in organizational processes and operations 
4.4.1 The organization shall establish and implement procedures pertaining to promote, implement and 
account for gender equality throughout its processes and operationsincluding but not limited to: 
a) Recruitment: advertisement, shortlisting, selection and placement; 
b) Professional development, performance and promotion; 
c) Remuneration: equal pay for work of equal value; 
d) Work-life balance; 
e) Prevention and response to sexual harassment, abuse and exploitation;   
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 f) Inclusive and non-sexist communication; and  
g) Procurement: gender responsive procurement policy and process. 
4.4.2 The organization shall: 
a) maintain documented information to support the operation of its processes; and  
b) retain documented information to have confidence that the processes are being carried out as planned. 
5 Leadership 
5.1 Leadership and commitment 
Top management shall demonstrate leadership and commitment to promote, implement and account for 
gender equality at all levels of the organization by: 
a) establishing a gender equality committee; 
b) putting in place gender equality policy; 
c) developing and approving gender equality plan of action responding to the identified gender equality gaps; 
d) developing a gender mainstreaming strategy that is compatible with the organization’s strategic 
orientation; 
e) promoting the use of gender responsive processes and procedures; 
f) ensuring that the resources needed for the promotion, implementation and accountability for gender 
equality are available; 
g) thorough communicating on promotion, implementation and accountability for gender equality; 
h) ensure equitable representation of males and females in all domains of the organization; 
i) promoting equitable participation of males and femalesat all levels of decision making; 
j) promote gender awareness for senior management on gender equality, mainstreaming and 
accountability; 
k) building staff capacities on gender and related concepts; 
l) putting in place mechanisms for monitoring the promotion, implementation and accountability for gender 
equality; and 
m) promoting continualimprovement in promoting, implementing and accounting for gender equality. DRS 560: 2023 
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 5.2 Organizational gender equality policy 
5.2.1 Establishing gender equality policy  
Top management shall establish, implement and maintain a gender equality policy that: 
a)  is appropriate to the purpose and context of the organization and supports its strategic orientation; 
b) provides a framework for setting gender equality objectives; 
c) includes a commitment to comply with applicable statutory and regulatory requirements; and 
d) includes a commitment to continual improvement in promoting, implementing and accounting for gender 
equality. 
5.2.2 Communicating the gender equality policy 
The gender equality policy shall: 
a) be available and be maintained as documented information; 
b) be communicated, understood and applied within the organization; and  
c) be available to stakeholdersas appropriate. 
5.3 Organizational roles, responsibilities and authorities 
5.3.1 General 
Top management shall ensure that theresponsibilities and authorities for relevant roles for promoting, 
implementing and accounting gender equalityare assigned, communicated and understood within the 
organization. 
5.3.2 Establishment of gender equality committee 
5.3.2.1 The top management shall establish and hold accountable the gender equality committee 
composed by male(s) and female(s) with representation from different departments.  
5.3.2.2 This committee shall have atleast the following responsibilities:  
d) a) facilitate and participate in the gender equality diagnosis exercise; 
e) facilitate and support the approval process and implementation of the gender equality plan of action;  
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 f) advocate for the availability and provision of the human, material and financial resources required to 
execute the gender equality plan of action; 
g) facilitate capacities and skills development on gender equality within the organization; 
h) facilitate and support gender mainstreamingin organizational strategic documents; 
i) periodically assess, monitor, document and keep top management informed on the implementation 
progress of the gender equality plan of action; 
j) disseminate good practices in relation togender equality promotion, implementation and accountability; 
and  
k) facilitate external evaluations of the gender equality promotion, implementation and accountability. 
6 Planning 
6.1 General 
When planning for the gender equality promotion, implementation and accountability, the organization shall 
consider: 
a) actions for identified gaps,  
b) assess risks, 
c) identify available opportunities;  
d) establish gender equality objectives and how to achieve them; and  
e) plan for changes to achieve the intended goals. 
6.2 Actions to addressthe identified gender gaps, risks and leverage opportunities 
The organization shall: 
a) ensure that gender equality promotion, implementation and accountability is based on the identified gaps,  
b) bridge and narrow the identified gender gaps; 
c) identify potential risks and mitigation measures; 
d) address the identified risks with the appropriate measures; and 
e) identify available opportunities and link them to appropriate measures; and DRS 560: 2023 
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 f) measure gender equality achievements against set indicators and targets in relation to the identified 
gaps, risks and opportunities. 
6.3 Establishment of gender equality objectives and planning to achieve them 
6.3.1 The organization shall establish gender equality objectives at all levels and processes needed for 
gender equality promotion, implementation and accountability.The gender equality objectives shall:  
a) be consistent with the gender equality policy; 
b) be measurable; 
c) be monitored; 
d) be communicated; and 
e) be updated as appropriate. 
6.3.2 When planning how to achieve its gender equality objectives, the organization shall determine: 
a)  what will be done; 
b)  what resources will be required; 
c)  who will be responsible; 
d) when it will be completed; and 
e) how the results will be evaluated. 
6.3.3 The organization shall maintain documented information on the gender equality objectives. 
6.4 Planning for changes 
6.4.1 When determining the need for changes to the gender equality promotion, implementation and 
accountability, the organization shall consider the following: 
a) purpose of the changes and their potential consequences; 
b) sustainability and commitment of the gender equality promotion, implementation and accountability; 
c) availability of resources; and 
d) allocation or reallocation of responsibilities and authorities.  
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 6.4.2 The organization shall review the consequences of unintended changes, taking actions to mitigate 
any adverse effects as necessary. 
7 Support 
7.1 Resources 
7.1.1 General 
7.1.1.1 The organization shall determine and provide the resources needed for the 
establishment,implementation, maintenance and continual improvement of the gender equality promotion, 
implementation and accountability. 
7.1.1.2 The organization shall consider: 
a) the capabilitiesand adequacy of existing internal resources; and 
b) what resources need to be mobilized. 
7.1.2 People 
The organization shall determine and avail the necessary persons for the effective implementationof the 
gender equality promotion, implementation and accountability and for the operation and control of its 
processes. 
7.1.3 Infrastructure 
The organization shall determine, provide and maintain the infrastructure necessary for the operationof its 
processes and to achieve compliance to gender equality promotion, implementation and accountability. 
NOTE Infrastructure can include: 
a) designated washroom and shower room for females and males; 
b) well-equipped childcare facilities; and 
c) changing room for females and males staff. 
7.1.4 Environment for the operation of processes 
The organization shall determine, provide and maintain the environment necessary for the operationof its 
processesto achieve compliance to gender equality promotion, implementation and accountability. 
NOTE  A suitable environment can be a combination of human and physical factors, such as: DRS 560: 2023 
13                ©RSB2023- All rights reserved 
 a) social (e.g.free from sexual harassment, abuse and sexual exploitation, non-discriminatory, non-
confrontational); 
b) psychological (e.g. stress-reducing, burnout prevention); 
c) physical (e.g. temperature, heat, humidity, light, airflow, hygiene, noise). 
7.1.5 Organizational knowledge 
7.1.5.1 The organization shall determine the knowledge necessary to achieve compliance to gender 
equality promotion, implementation and accountability.This knowledge shall be maintained and transferred at 
all levels of the organization. 
7.1.5.2 The organization shall consider its current knowledge and determine how to acquire or access 
any necessary additional knowledge to adapt to emerging gender equality trends and technologies. 
NOTE  Organizational knowledge can be classified as: 
a) knowledge gained from experience in promoting, implementing and accounting for gender equality; 
b)  lessons learnt fromfailures and successful initiatives in promoting, implementing and accounting for 
gender equality;  
c) undocumented knowledge and experience in promoting, implementing and accounting for gender 
equality;and  
d) achieved results from the improved processes. 
7.2 Competence 
The organization shall: 
a) determine the necessary competence of person(s) doing work under its control that affects 
theperformance and effectiveness in promoting, implementing and accounting for gender equality; 
b) ensure that these persons are competent on the basis of appropriate education, training, orexperience in 
gender equality promotion, implementation and accounting; 
c) take actions to acquire the necessary competence, and evaluate the effectivenessof the actions 
taken;and 
d) retain appropriate documented information as evidence of competence. 
NOTE Actions to acquire the necessary competencies on gender equality promotion, implementation and 
accountingmay include: the provision of trainings, mentoring, coaching, peer learning, study visits, reassignmentof 
currently employed persons, as well as hiring and contractingcompetent persons.  
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 7.3 Awareness 
The organization shall ensure that workers and stakeholders are aware of: 
a) the gender equality policy; 
b) gender equality objectives; 
c) gender mainstreaming strategy; 
d) their contribution to the effectiveness of the promotion, implementation and accounting of gender equality, 
including the benefits ofimproved performance; and 
e) the implications of not complying with the promoting, implementing and accounting for gender equality. 
7.4 Communication 
While communicating for gender equality for both internal and external audiences, the organization shall 
consider among other things, the following: 
a) what to communicate; 
b) when to communicate; 
c) with whom to communicate; 
d) how to communicate; and 
e) who communicates. 
7.5 Documented information 
7.5.1 Creating and updating 
When creating and updating documented information, the organization shall ensure appropriate: 
a) identification and description (e.g. a title, date, author, or reference number); 
b) format (e.g. language, software version, graphics) and media (e.g. paper, electronic); and  
c) review and approval for suitability and adequacy. 
7.5.2 Control of documented information 
7.5.2.1 Documented information required by this standard shall be controlled to ensure: DRS 560: 2023 
15                ©RSB2023- All rights reserved 
 a) it is available and suitable for use, where and when it is needed; and 
b) it is adequately protected (e.g. from loss of confidentiality, improper use, or loss of integrity). 
7.5.2.2 For the control of documented information, the organization shall address the followingactivities, 
as applicable: 
a) distribution, access, retrieval and use; 
b) storage and preservation, including preservation of legibility; 
c) control of changes (e.g. version control); and  
d) retention and disposition. 
7.5.2.3 Documented information of external origin determined by the organization to be necessary for 
thepromotion and implementation of gender equality shall be identified as appropriate andbe controlled. 
7.5.2.4 Documented information retained as evidence of conformity shall be protected from 
unintendedalterations. 
NOTE Access can imply a decision regarding the permission to view the documented information only, or the 
permission and authority to view and change the documented information. 
8 Operations 
8.1 General 
The organization shall plan, implement, control and maintain the processes (see 4.4) needed to meet 
requirements of the promotion, implementation and accounting for gender equality, and to implement the 
actions determined in Clause 6, by: 
a) establishing criteria for the processes; 
b) implementing control of the processes in accordance with the criteria; 
c) maintaining and retaining documented information to the extent necessary to have confidence that the 
processes have been carried out as planned; and  
d) Adapting work to workers 
8.2 Recruitment 
The organization shall ensure that:  
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 a) the processes and procedures for recruitment, selection and hiring are documented and free of gender 
bias and any kind of discrimination; 
b) job descriptions/profiles are merit-based and free of gender bias and any kind of discrimination;  
c) candidates are equally evaluated by using merit-based selection criteria;and 
d) criteria for recruitment and appointment to advisory and decision-making bodies are understandable, 
transparent and free from any kind of discrimination.        
8.3 Remuneration 
8.2.1 The organization shall establish human resource management policythat articulates the principle of 
equal remuneration between male and female workers for work of equal value.  
8.2.2 The organization shall apply fair method that is free of sex-based discrimination for the calculation of 
staff remuneration, including salaries, allowances, benefits, deductions, compensation and complimentary 
payments. When differences arise, they shall only be due to objective criteria already considered in the 
organization’s human resource management policy. 
8.2.3 The organization shall review, analyse and, where appropriate, reformulate the wage structure in 
occupations dominated by male or female, with a view to raising their low status and earnings. 
8.4 Professional development, performance and promotion 
The organization shall ensure that:  
a) policies and procedures for professional development and promotion contain equitable criteria, are 
understandable and free of any kind of discrimination; 
b) mechanisms to promote and monitor equal participation of males and females in managerial and 
leadership positions are in place; 
c) opportunities for professional development and promotion are equally shared with males and females;  
d) mechanisms that facilitate performance and productivity for both males and females are in place; and 
e) absenteeism and turnover are monitored and analyzed from gender equality perspectives. 
8.5 Work-life balance 
The organization shall: 
a) identify needs for males and females for work-life balance; 
b) put in place mechanisms to promote work-life balance and social responsibility that offer equal 
opportunities for males and females to balance their work, family and personal spheres.  DRS 560: 2023 
17                ©RSB2023- All rights reserved 
 NOTE Mechanisms to promote work-life balance may include: 
1) flexible work arrangements such as flex-time, telecommuting, shared work, location and/or re-location, 
rotation, flexible work schedules for older workers, adherence to scheduled annual leave plans;  
2) breast-feeding facilitiesin the workplace under adequate conditions; 
3) childcare services inside or outside of its facilities; 
4) promotes co-parenting byoffering additional compensation including bonuses or services such as parental 
counselling, , and others; 
5) special leave is equally approved within the working schedule for attending care of dependants for both 
males and females and/or receiving training; 
6) canteen/restaurant for workers; and 
7) hygienic and sanitary facilities (e.g washroom, pads, wipes etc) for both males and females. 
c) monitor the extent to which males and females use work-life balance mechanisms available to them; 
d) identify opportunities for improvement and develop actions aimed at enhancingwork-life balance; and 
e) identify and address gender needs for pregnant and breast-feeding mothers traveling to and from work 
and on organization related businesses. 
8.6 Prevention and response to sexual harassment, abuse and exploitation 
The organization shall: 
a) develop guidelines defining sexual harassment, abuse and exploitation at the workplace; 
b)  put in place measures to preventing and responding to sexual harassment, abuse and exploitation at the 
workplace; 
c) promote zero tolerance forsexual harassment, abuse and exploitation in the workplace by documenting 
cases, investigation reports, actions taken and referral reports; and 
d) ensure that all personnel are aware and understand the policies, procedures, measures and reporting 
mechanisms in place on sexual harassment, abuse and exploitation.   
8.7 Inclusive and non-sexist communication 
The organization shall: 
a) ensure that all personnel are trained and aware of inclusive and non-sexist communication;  
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 b) put in place internal and externalcommunication strategy free from gender bias, sex-based discrimination, 
sexist language and gender stereotypes and objectification of females and males; 
c) ensure that marketing strategy is free from gender bias, sex-based discrimination, sexist language and 
gender stereotypes and objectification of females and males;  
d) ensure that campaigns and communication materials are free from gender bias, sex-based discrimination, 
sexist language, gender stereotypes and objectification of females and males; 
e) monitor the effectiveness of the established communication strategies for inclusive and non-sexist 
communication; and  
f) establish mechanisms for collecting and handling feedback regarding inclusive and non-sexist 
communication. 
8.8 Procurement 
The organization shall: 
a) ensure that terms of reference and procurement processes provide for equitable opportunities for females 
or males bidders; 
b) ensure that procurement related committee(s) are established and members’ capacities in gender equality 
are strengthened; and 
c) ensure that procurement related committee(s)are gender inclusive in composition and practice. 
9 Performance evaluation 
9.1 Monitoring, measurement, analysis and evaluation 
9.1.1 General 
9.1.1.1 The organization shall establish, implement and maintain a process(es) for monitoring, 
measurement, analysis and performance evaluation. 
9.1.1.2 The organization shall determine: 
a) what needs to be monitored and measured, including: 
1) the extent to which regulatory (rules, regulations,), statutory (laws) and other requirements related 
to gender equality promotion are fulfilled;  
2) effectiveness of organizational activities and processes related to gender equality promotion, 
implementation and accountability; and 
3) progress towards achievement of the organization’s gender equality objectives. DRS 560: 2023 
19                ©RSB2023- All rights reserved 
 b) the methods and criteria formonitoring, measurement, analysis and performance evaluationto ensure 
valid results from gender equality promotion, implementation and accountability; and 
c) when the monitoring and measuring shall be performed, results analyzed, evaluated and communicated. 
9.1.1.3 The organization shall retain appropriate documented informationas evidence of the results of 
monitoring, measurement, analysis and performance evaluation. 
9.1.2 Compliance audit 
9.1.2.1 The organization shall establish, implement and maintain a compliance audit process for 
evaluatingcompliance with regulatory (Policies, laws), statutory (strategies, guidelines,),these standard 
requirements andothers related to gender equality promotion . 
9.1.2.2 The organization shall: 
a) plan, establish, implement and maintain an audit programme(s) including the frequency, methods, 
responsibilities, consultation and reporting; 
b) take into consideration the importance of the processes concerned and the results of previous 
complianceaudits; 
c) define thecriteria and scope for each complianceaudit; 
d) select auditors and conduct audits to ensure objectivity and the impartiality of the audit process; 
e) ensure that the results of the audits are reported to relevant managers and top management; ensure that 
relevant audit results are communicated to workers,gender equality committee members and key 
stakeholders; 
f) take action to address nonconformities and continual improvement; 
g) maintain lessons learnt from failures and successful initiatives in promoting, implementing and accounting 
for gender equality; and 
h) retain documented information as evidence of the implementation of the audit programme and the audit 
results. 
9.2 Management review 
9.2.1 General 
Top management shall review the organization’s promotion, implementation and accounting of gender 
equality, at planned intervals, toensure its continuing suitability, adequacy, effectiveness and alignment with 
the strategic orientation ofthe organization.  
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 9.2.2 Management review inputs 
The management review shall be planned and carried out taking into consideration: 
a) the status of actions from previous management reviews; 
b) changes in external and internal gender gaps that are relevant to the promotion, implementation and 
accounting of gender equality; 
c) information on the performance and effectiveness of the promotion, implementation and accounting of 
gender equality, includingtrends in: 
1) the extent to which gender equality objectives have been met; 
2) process performance and compliance of gender equality requirements; 
3) nonconformities and corrective actions; 
4) monitoring and measurement results; 
5) audit results; and  
6) the performance of external providers (e.g certification body, external gender experts). 
d) the adequacy of resources; 
e) the effectiveness of actions taken to address gender gaps, risks and leveraged opportunities; and 
f) opportunities for continual improvement. 
9.2.3 Management review outputs 
9.2.3.1 The outputs of the management review shall include decisions and actions on opportunities for 
continual improvement, resource needs, any implications for the strategic direction of the organization or any 
need for changes to enhance gender equality promotion, implementation and accountability. 
9.2.3.2 The organization shall retain documented information as evidence of the results of management 
reviews. 
10 Improvement 
10.1 General 
10.1.1 The organization shall leverage on the existing opportunities for improvement and implement 
anynecessary actions to meet requirements for promotion, implementation and accounting for gender equality. DRS 560: 2023 
21                ©RSB2023- All rights reserved 
 10.1.2 These shall include: 
a) improving practices, mechanisms, processesand procedures to meet gender equality requirements; 
b)  correcting, preventing or address persistent gender equality gaps; 
c) improving the performance and effectiveness of the promotion, implementation and accounting of gender 
equality. 
NOTE Examples of improvement can include correction, corrective action, continual improvement,breakthrough 
change, innovation and re-organization. 
10.2 Nonconformity and corrective action 
10.2.1 When a nonconformity occurs, including any arising from feedbacks or complaints from stakeholders, 
the organization shall: 
a) react to the nonconformity by: 
1) taking action to control and correct it; 
2) addressing the consequences; 
b) evaluate the need for action to eliminate the cause(s) of the non-conformity, in order that it does notre-
occur or occur elsewhere, by: 
1)  reviewing and analyzing the non-conformity; 
2) determining the causes of the non-conformity; and 
3) determining if similar non-conformities exist, or could potentially occur 
c) implement any action needed; 
d) review the effectiveness of any corrective action taken; and  
e) update risks and opportunities determined during planning, if necessary.  
10.2.2 The organization shall retain documented information as evidence of: 
a) the nature of the nonconformities and any subsequent actions taken; 
b) the results of any corrective action.  
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 10.3 Continual improvement 
10.3.1 The organization shall continually improve the suitability, adequacy and effectiveness of promoting, 
implementing and accounting for gender equality. 
10.3.2 The organization shall consider the results of analysis and evaluation, and the outputs from 
management review, to determine if there are needs to be addressed or opportunities to be leveraged as part 
of continual improvement. 
10.3.3 The organization shall maintain and retain documented information as evidence of continual 
improvement. DRS 560: 2023 
23                ©RSB2023- All rights reserved 
 Bibliography 
[1] RS ISO 9001:2015 Quality management systems —Requirements 
[2] RS ISO 9000 2015 Quality Management Systems -- Fundamentals and vocabulary  
[3] NMX-R-025-SCFI-2015 For labor equality and non-discrimination 
[4] United Nations Secretary General Bulletin Prohibition of discrimination, harassment, including sexual 
Harassment and abuse of authority (ST/SGB/2008/5). This Bulletin was published on 11 February 2008  
[5] Revised National Gender Policy, February 2021 DRS 560: 2023 
 
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