WEPs Gender Gap Analysis Tool
From Principles to Practice

CHECKLIST
This guidance document is to help companies understand the steps to prepare and complete theself-assessment. It is recommended that large companies begin these steps 1-2 weeks in advanceto allow sufficient time to form your team and gather relevant data.
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1. Designate a lead contact to fill in the assessment on behalf of your company. This
person will lead on coordinating with other teams to gather relevant information,
create and manage your company log-in to the WEPs Gender Gap Tool, complete theassessment online, and share results within the company.

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2. Identify other team members to contribute to the assessment process. The tool
covers company policies and practices related to leadership, workplace, marketplace,and community. This means you might need information from colleagues in
Procurement; Human Resources; Diversity and Inclusion; Corporate Social
Responsibility; Marketing; Product and Research Development, and Community or
Government Relations.

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3. Prepare to take the assessment. Prior to starting the assessment, download this
pdf and share among your assessment team. Gather relevant data and reports tocomplete the assessment. Pilot companies reported an average of 2-3 hours to
prepare to take the assessment.

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4. Complete the assessment online. Use the information gathered by theassessment team to fill in the online assessment. Your answers will be saved as yougo, and you can always come back and complete the assessment later. Pilot
companies reported an average of 2-3 hours to complete the assessment.

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5. Receive your results. The WEPs tool platform will produce a results documentthat can be downloaded and shared. You can also download your company's
responses to all questions. Results include an overall score, as well as progress
across different approaches to women's empowerment. We encourage you to review
results as a team to discuss strengths and opportunities, and to develop an action
plan.

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6. Consult relevant resources to strengthen your approach. The tool will point you toresources that can support you in taking next steps.

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7. Revisit the tool to measure your progress.

Thank you for using the WEPs Gender Gap Analysis Tool on behalf of your company and for taking
this critical step to address women's empowerment!

Page 1WEPs Tool: Questionnaire
1. Does your company have leadership commitment and support for gender equality
and women's empowerment?
No, our company currently does not have an approach, but:
We are interested in learning more.
We plan to take steps in the next year.
Some of our country offices or business units have taken steps.
None of the above.
Yes, our company has leadership commitment or support for gender equality and women's
empowerment.
Commitment
Has circulated an internal communication(s) and/or informal acknowledgement of therelevance of gender equality and women's empowerment
Has released a public written statement or commitment outlining our company's
commitment to gender equality and women's empowerment (e.g. WEPs CEO Statement ofSupport)

Implementation
Has an organization-wide gender equality strategy that identifies specific priority areas
where further improvement can be madeHas an organization-wide gender equality strategy that includes a business case or
rationale for investment in gender equality
Has an organization-wide gender equality strategy that articulates the link between genderequality and other areas of corporate sustainability and business performance
Has an organization-wide gender equality strategy that was developed in consultation with
employees
Has an organization-wide gender equality strategy that was developed in consultation withexternal stakeholders
Has an organization-wide gender equality strategy this is communicated to all employees
Advocates for gender equality and women's empowerment and promote's our company'
commitment in public forums
Updated - April 3, 2020

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Measurement
Includes time-bound, measurable goals and targets in the strategy
Includes formal accountability mechanisms for progress and outcomes on the strategy

Transparency
Reports publicly to company stakeholders on progress made and outcomes of strategy
commitments and targets
Reports to the board on progress made and outcomes of strategy commitments andtargets

2. Does your company have a non-discrimination and equal opportunity policy,
either stand-alone or clearly included in a broader corporate policy?
No, our company currently does not have a policy, but:
We are interested in learning more.
We plan to take steps in the next year.
Some of our country offices or business units have taken steps.
None of the above.
Yes, our company has a non-discrimination and / or equal opportunity policy
Commitment
Has a non-discrimination and equal opportunity policy
Has a non-discrimination and equal opportunity policy that was informed by internal
and/or external expertise (including employees and/or trade unions).
Has a non-discrimination and equal opportunity policy that is communicated to all
employees
Has a non-discrimination and equal opportunity policy that is communicated topotential employees in job applications and at the time of hiring
Updated - April 3, 2020

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Implementation
The non-discrimination policy is supported by confidential grievance and resolution
mechanisms
The grievance and resolution mechanism is managed by an independent third party
Our company provides training to all employees, including managers on non-discriminationand equal opportunity
Our company provides unconscious bias training to all employees

Measurement
Our company collects and analyzes sex-disaggregated data on incidents of discrimination(related to sex/gender) and corrective actions taken

Transparency
Reports publicly to company stakeholders the total number of incidents of discrimination(related to sex/gender) and corrective actions taken.
Reports to the board the total number of incidents of discrimination (related to sex/gender)and corrective actions taken

3. Does your company have an approach to ensure non-discrimination and equal
opportunity in recruitment processes?
No, our company currently does not have an approach, but:
We are interested in learning more.
We plan to take steps in the next year.
Some of our country offices or business units have taken steps.
None of the above.
Yes, our company has an approach to gender diversity in recruitment policies or processes.

Updated - April 3, 2020

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Commitment
Has a stand-alone policy or a commitment embedded in a broader corporate policy on
non-discrimination and equal opportunity, that specifically addresses gender diversity inrecruitment

Implementation
Forbids inquiring about the status or plans of the following in job applications or during
interview processes: marriage, pregnancy or care responsibilities
Has due diligence and remediation processes in place to identify and address violations ofrecruitment policies that are based on gender discrimination
Takes proactive steps to recruit women at all levels
Takes proactive steps to recruit women in traditionally underrepresented roles
Ensures gender-balanced interview panels during hiring processes
Ensures that both women and men candidates are shortlisted for interviews
Ensures job descriptions use gender neutral language and images

Measurement
Tracks employee recruitment and reasons for turnover disaggregated by sex

Transparency
Reports publicly to company stakeholders on the number and rate of new employee hires
and employee turnover, disaggregated by sex
Reports to the board on the number and rate of new employee hires and employee
turnover, disaggregated by sex

4. Does your company have an approach to ensure non-discrimination and equal
opportunity in professional development and promotion processes?
No, our company currently does not have an approach, but:
Updated - April 3, 2020

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We are interested in learning more.
We plan to take steps in the next year.
Some of our country offices or business units have taken steps.
None of the above.
Yes, our company has an approach to ensure gender diversity in professional development
processes.
Commitment
Has a stand-alone policy or a commitment embedded in a broader corporate policy that
includes professional development opportunities for women and supports the building of apipeline of qualified women for management/ senior leadership level positions

Implementation
Offers mentoring programme(s) with specific support for women
Offers leadership coaching with specific support for women
Offers access to professional networks (internal and/or external) with specific support for
women
Offers development trainings, rotational programmes, and educational opportunities withspecific support for women
Offers specific programmes to build the pipeline of qualified women for management/
senior leadership level positions
Has measures in place to ensure professional development programmes are scheduled attimes that accomodate the scheduling needs of both men and women (taking into
consideration care responsibilities)

Measurement
Has time-bound and measurable goals and targets to build a pipeline of qualified womenfor management level positions

Transparency
Reports publicly to company stakeholders on the average number of training hours,
disaggregated by sex and employee level
Updated - April 3, 2020

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Reports to the board on the average number of training hours, disaggregated by sex andemployee level
Reports publicly to company stakeholders on the total number of women, as compared tomen, in management and senior leadership level positions
Reports to the board on the total number of women, as compared to men, in management
and senior leadership level positions
Reports publicly to company stakeholders on the total number of employees promoted in
the last year, disaggregated by sex
Reports to the board on the total number of employees promoted in the last year,
disaggregated by sex

5. Does your company have an approach to ensure women and men arecompensated equally?
No, our company currently does not have an approach, but:
We are interested in learning more.
We plan to take steps in the next year.
Some of our country offices or business units have taken steps.
None of the above.
Yes, our company has an approach to ensure women and men are compensated equally.
Commitment
Has a stand-alone policy or a commitment embedded in a broader corporate policy that
addresses equal pay for work of equal value, aligned with national regulatory requirements
and/or the ILO Convention 100 on Equal Remuneration,1951

Implementation
Has procedures in place to remediate pay inequalities (including working with unions or
staff representatives)
Assesses other financial benefits including insurance benefits, bonuses, and retirement
contributions when reviewing compensation
Updated - April 3, 2020

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Measurement
Undertakes an objective gender pay gap audit or evaluation by internal or external parties
at least every five years to ensure jobs of equal value are remunerated equally

Transparency
Publicly discloses to company stakeholders the overall ratio and ratio by employee level ofbasic salary and remuneration of women to men
Reports to the board the overall ratio and ratio by employee level of basic salary andremuneration of women to men

6. Does your company offer and support paid maternity leave?
No, our company currently does not have an approach, but:
We are interested in learning more.
We plan to take steps in the next year.
Some of our country offices or business units have taken steps.
None of the above.
Yes, our company offers and supports paid maternity leave.
Commitment
Has a Paid Maternity Leave Policy:
Aligned with national regulatory requirements in the country it operates, but is lower
than the ILO's Convention 183 on Maternity Protection of 14 weeks
Aligned with the ILO's Convention 183 on Maternity Protection of 14 weeks
Above the ILO Convention of 14 weeks paid weeks or regulatory requirements in the
country it operates (whichever is higher)
Communicates maternity leave policies to all employees and notifies employees of any
changes

Updated - April 3, 2020

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This policy extends to employees that adopt children

Implementation
Informs employees of major changes at work while they are on leave
Provides mentorship/ succession planning before going on maternity leave
Provides financial support for replacement staff and training or support to managers
supervising employees on maternity leave
Consults with female employees or conducts employee surveys to determine if maternity
leave benefits meet employee needs

Measurement
Tracks the number of women who take maternity leave
Tracks the effectiveness of its approach to retain women after maternity leave

Transparency
Reports publicly to company stakeholders on the number of women that took maternity
leave and the return to work and retention rates
Reports to the board on the number of women that took maternity leave and their return towork and retention rates

7. Does your company offer and support paid paternity leave?
No, our company currently does not have an approach, but:
We are interested in learning more.
We plan to take steps in the next year.
Some of our country offices or business units have taken steps.
None of the above.
Yes, our company offers and supports paid paternity leave.
Updated - April 3, 2020

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Commitment
Has a Paid Paternity Leave Policy:
Aligned with national regulatory requirements in the country it operates, if national
provisions exist
Above regulatory requirements in the country it operates, if national provisions exist
Although no legal requirements exist in the country it operates
Communicates paternity leave policies to all employees and notifies employees of any
changesThis policy extends to employees that adopt children

Implementation
Informs employees of major changes at work while they are on leave
Provides incentives to encourage men to take paternity leave
Provides mentorship/ succession planning before going on paternity leave
Provides training and support to managers supervising employees on paternity leave
Consults with male employees or conducts employee surveys to determine if paternity
leave benefits meet employee needs

Measurement
Tracks the number of men who take paternity leave
Tracks the effectiveness of its approach to retain men after paternity leave

Transparency
Reports publicly to company stakeholders on the percentage of eligible male employeesthat took paternity leave
Reports to the board on the percentage of eligible male employees that took paternity
leave
Updated - April 3, 2020

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8. Does your company have an approach to support employees as parents andcaregivers?
No, our company currently does not have an approach, but:
We are interested in learning more.
We plan to take steps in the next year.
Some of our country offices or business units have taken steps.
None of the above.
Yes, our company has an approach to support employees as parents and caregivers.
Commitment
Has a stand-alone policy or a commitment embedded in a broader corporate policy that
addresses supporting employees as parents and caregivers
Communicates parental and caregiver benefits and services to all employees and notifies
employees of any changes
Offers parental and caregiver benefits to part-time workers
Not Applicable: We do not have part-time workers

Implementation
Provides mentorship, support, or training to refresh employee skills when returning fromparental leave
Provides an option for a phased return to work after maternity or paternity leave
Provides referrals for off-site childcare facilities that are clean and safe
Has paid time off for breast feeding or pumping
Offers on-site childcare facilities that are clean and safe or provides child care subsidies
for offsite care
Offers paid time off to attend healthcare appointments with dependents

Updated - April 3, 2020

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Consults with male and female employees or conducts employee surveys to determine if
parental and caregiver benefits meet employee needs

Measurement
Tracks the percentage of women and men that take advantage of parental or care benefits

Transparency
Reports publicly to company stakeholders on the total number of employees that takeadvantage of parental or care benefits, disaggregated by sex
Reports to the board on the total number of employees that take advantage of parental orcare benefits, disaggregated by sex

9. Does your company have an approach to accommodate the work/life balance of
all employees?
No, our company currently does not have an approach, but:
We are interested in learning more.
We plan to take steps in the next year.
Some of our country offices or business units have taken steps.
None of the above.
Yes, our company has an approach to accommodate the work/life balance of all employees.
Commitment
Has a stand-alone policy or a commitment embedded in a broader corporate policy that
addresses work/life balance for men and women
Extends or makes arrangements to accommodate part time workers
Not Applicable: Our company does not have any part time workers
Communicates the policy to all eligible employees and notifies employees when there arechanges

Updated - April 3, 2020

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Implementation
Offers flextime
Offers telecommuting
Offers job sharing or part time work with benefits
Offers compressed work weeks
Offers predictable hourly shifts
Not Applicable: We only have salaried employees.
Consults with male and female employees or conducts employee surveys to determine ifpractices meet employee needs

Measurement
Tracks the total number of employees that take advantage of flexible work benefits,disaggregated by sex (including part time workers)

Transparency
Reports publicly to company stakeholders the total number of employees that takeadvantage of flexible work benefits, disaggregated by sex (including part time workers)
Reports to the board the total number of employees that take advantage of flexible work
benefits, disaggregated by sex (including part time workers)

10. Does your company have an approach to ensure an environment free ofviolence, harassment and sexual exploitationNo, our company currently does not have an approach, but:
We are interested in learning more.
We plan to take steps in the next year.
Some of our country offices or business units have taken steps.
None of the above.
Updated - April 3, 2020

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Yes, our company has an approach to ensure an environment free of violence, harassment,
and sexual exploitation.
Commitment
Has a stand-alone policy or a commitment embedded in a broader corporate policy thatstates zero tolerance of all forms of violence at work (including while on business related travel
and in client entertainment)

Implementation
Provides annual training on zero tolerance of all forms of violence to all employees,
including sexual harassment, and engaging in acts of sexual exploitation of women and girls
while on business travelHas confidential grievance, resolution, and non-retaliation mechanisms in place
Provides confidential support for victims of domestic violence
Requires gender-sensitive training for security personnel (including contracted staff) on
procedures to respond to complaints of gender based violence or harassment
Has a process in place to monitor/ audit business travel and client entertainment expenses
to detect inappropriate business expenses such as company funds being used to sexually
exploit women and girls or adult "entertainment" involving nudity or lewd behavior

Measurement
Tracks the number of grievances related to workplace violence, disaggregated by sex

Transparency
Communicates publicly, or to relevant company stakeholders, our company's approach toensuring an environment free of violence
Communicates to the board the company's approach to ensuring an environment free ofviolence

11. Does your company have an approach to address the specific health, safety,
and hygiene needs of women at work and while commuting to work?
Updated - April 3, 2020

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No, our company currently does not have an approach, but:
We are interested in learning more.
We plan to take steps in the next year.
Some of our country offices or business units have taken steps.
None of the above.
Yes, our company has an approach to address the specific health, safety, and hygiene needsof women at work and while commuting to work.
Commitment
Has health and safety protocols that include explicit reference to the health, safety, andhygiene needs of women

Implementation
Ensures adequate and safe toilet facilities for women that accommodate hygiene needs
such as clean water and soap and disposal methods for feminine hygiene products
Regularly checks company grounds to ensure they are adequately lit and secure
Provides breastfeeding/pumping rooms that are clean and safe
Provides access to transportation to and from work and while on business travel (including
in environments where public transport is unsafe or unavailable)
Provides training to staff on ergonomics, exposure to hazardous materials, and otheroccupational risks, taking into account the differential biological impacts of health and safety
on women and men
Not applicable: Staff is not exposed to hazardous materials or other occupational risks
Provides personal protective equipment for both men and women, especially taking into
consideration the needs of pregnant and nursing women
Not Applicable: Staff does not use personal protective equipment.
Consults with male and female employees to determine if health, safety, and hygiene
services and protections meet employee needs

Measurement
Tracks health and safety incidents, disaggregated by sex
Updated - April 3, 2020

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Transparency
Reports publicly to company stakeholders health and safety incidents, disaggregated bysex
Reports to the board health and safety incidents, disaggregated by sex

12. Does your company have an approach to promote access to quality healthservices that meet the specific health needs of women employees?
No, our company currently does not have an approach, but:
We are interested in learning more.
We plan to take steps in the next year.
Some of our country offices or business units have taken steps.
None of the above.
Yes, our company has an approach to promoting access to quality health services that meetthe specific needs of women employees.
Commitment
Has a stand-alone policy or a commitment embedded in a broader corporate policy thatrecognizes the different health needs of women and men

Implementation
Provides options for private insurance packages that cover the specific health needs ofwomen (examples include: gynecology, maternal health, reproductive health, domestic
violence)
Provides onsite health services or establishes linkages with local health clinics and service
providers for referral purposes, that cover the specific health needs of women (including
reproductive, maternal and newborn health)
Coordinates onsite mobile clinics or screenings for employees, with health providers thatare trained on women's health issues and needs
Posts health-related information in public areas in line with the local or national context,
Updated - April 3, 2020

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especially when there are public health outbreaks that can disproportionally impact women
Consults with male and female employees to determine if health services and benefits
meet employee needs

Measurement
Tracks the types of health services provided at the workplace and collects information on
who is using the services, disaggregated by sex

Transparency
Reports publicly to company stakeholders on the types of health services provided andused at the workplace
Reports to the board on health services provided and used at the workplace

13. Does your company take proactive procurement steps to expand relationships
with women-owned businesses in the value chain and when contracting vendors?
No, our company currently does not have an approach, but:
We are interested in learning more.
We plan to take steps in the next year.
Some of our country offices or business units have taken steps.
None of the above.
Yes, our company does take proactive procurement steps to expand relationships withwomen-owned businesses in the value chain and when contracting vendors.
Not Applicable, The company does not have vendors or suppliers.
Commitment
Has a stand-alone policy or a commitment embedded in a broader corporate policy that
includes proactively sourcing from women-owned business

Implementation

Updated - April 3, 2020

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Has outreach initiatives to communicate procurement opportunities to women-owned
businesses
Uses databases to identify women-owned businesses in the purchasing process
Sets procurement targets and or goals for the amount and percentage spend withwomen-owned businesses
Participates in trade fairs that engage gender diverse suppliers
Provides training to women to complete formal bid processes

Measurement
Tracks percentage spend with women-owned businesses

Transparency
Reports publicly to company stakeholders on percentage spend with women-owned
businesses
Reports to the board on percentage spend with women-owned businesses

14. Does your company encourage suppliers and vendors to advance performanceon gender equality?
No, our company currently does not have an approach, but:
We are interested in learning more.
We plan to take steps in the next year.
Some of our country offices or business units have taken steps.
None of the above.
Yes, our company encourages suppliers or vendors to advance performance on genderequality.
Not Applicable, The company does not have suppliers or contract vendors
Commitment

Updated - April 3, 2020

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Has a supplier or vendor code of conduct that explicitly states support for gender equality

Implementation
Encourages suppliers and vendors to have a gender equality strategy or policy that
addresses: nondiscrimination, equal pay for equal work, and health and safety of women
workers
Has robust due diligence or assessment processes for suppliers and vendors to ensure
they are not causing or contributing to adverse human rights impacts, particularly for womenand girls
Undertakes due diligence or assessments to identify human trafficking in its supply chain
Incorporates gender equality expectations in supplier communications
Offers independently, or as part of a business association, ongoing capacity building to
suppliers and vendors to support continuous improvement on gender equality
Encourages and works with suppliers to adopt policies and practices that support quality
health and hygiene for both male and female workers
Works with suppliers to develop a corrective action plan if gender equality risks orchallenges arise

Measurement
Encourages suppliers to set and measure targets and benchmarks on gender equality

Transparency
Includes gender equality criteria in standard auditing protocols, supplier scorecards, orother supply chain management tools
Includes gender-specific questions in supplier self-assessments

15. Does your company have an approach to responsible marketing that considers
the portrayal of gender stereotypes?

Updated - April 3, 2020

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No, our company currently does not have an approach, but:
We are interested in learning more.
We plan to take steps in the next year.
Some of our country offices or business units have taken steps.
None of the above.
Yes, our company has an approach to responsible marketing that considers the portrayal ofgender stereotypes.
Not Applicable, The company does not have external marketing materials
Commitment
Has a stand-alone responsible marketing policy or a commitment embedded in a broader
corporate policy that addresses the portrayal of gender stereotypes

Implementation
Reviews marketing materials and tactics to protect against negative gender stereotypes
Has a marketing strategy tailored to women as a customer segment
Has a marketing approach that seeks to challenge existing gender norms and promote
positive images of women and girls
Consults with focus groups to ensure marketing approaches are not perpetuating genderstereotypes

Measurement
Tracks the number of marketing complaints that relate to gender stereotyping or negative
portrayals of womenTransparency
Communicates publicly to company stakeholders its commitment to not perpetuate genderstereotypes
Communicates to the board its commitment to not perpetuate gender stereotypes

Updated - April 3, 2020

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16. Does your company have an approach to assess differential impacts on womenand men when developing products and/or services?
No, our company currently does not have an approach, but:
We are interested in learning more.
We plan to take steps in the next year.
Some of our country offices or business units have taken steps.
None of the above.
Yes, our company assesses the differential impacts on women and men when developing
products and/or services.
Not Applicable, The company does not produce consumer-facing products or services. For
example: a chip for a cell phone that is not sold independently of the phone.
Commitment
Has a stand-alone policy or a commitment embedded in a broader corporate policy that
ensures products and services are developed for the needs of both women and men
consumers.

Implementation
Conducts market research on the specific product and/or service needs of womenDevelops products and/ or services that specifically target or meet the needs of womenConsiders gender differences in access to products and/or services and changes
distribution models to accommodates these differences
Consults stakeholders and focus groups to continuously improve design of products andservices for women

Measurement
Tracks segmented customer data to understand women's spending patterns and needs
Tracks the revenue and profit generated by women customers

Updated - April 3, 2020

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Transparency
Communicates publicly to company stakeholders its commitment to ensure products andservices are developed with needs of women and men in mind.
Communicates to the board its commitment to ensure products and services are (delete
second are) developed with the needs of women and men in mind.

17. Does your company have policies and processes in place to ensure theresponsibility to respect the rights of women and girls in the local communities inwhich it operates?
No, our company currently does not have an approach, but:
We are interested in learning more.
We plan to take steps in the next year.
Some of our country offices or business units have taken steps.
None of the above.
Yes, our company takes action that specifically seeks to respect the rights of women in girls in
the communities in which it operates.
Not Applicable, The company does not have physical operations that impact local
communities.
Commitment
Has a stand-alone policy or a commitment embedded in a broader corporate policy that
addresses respecting the rights of women and girls in the communities in which it operates

Implementation
Ensures equal participation of women and men in community consultations
Has transparent community grievance and resolution mechanisms in place
Assesses differential impacts on men and women during human rights or social impact
assessments
Provides gender-sensitive training to facilitators of community consultations

Updated - April 3, 2020

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Measurement
Tracks stakeholder engagement and participation in community consultations
disaggregated by sex

Transparency
Reports publicly to company stakeholders on the percentage of operations in local
community engagement, impact assessments, and/or development programs (including
reporting on the use of gender impact assessments and participatory community consultation
processes that include vulnerable groups)
Reports to the board on the percentage of operations with local community engagement,
impact assessments, and/or development programs (including reporting on the use of gender
impact assessments and participatory community consultation processes that include
vulnerable groups)

18. Does your company have an approach to embed gender in corporate social
responsibility activities, philanthropy, public advocacy, and partnerships?
No, our company currently does not have an approach, but:
We are interested in learning more.
We plan to take steps in the next year.
Some of our country offices or business units have taken steps.
None of the above.
Yes, our company has an approach to embed gender in corporate social responsibility
activities, philanthropy, public advocacy, and partnerships.
Commitment
Has a stand-alone policy or a commitment embedded in a broader corporate policy that
addresses embedding gender in corporate social responsibility activities, philanthropy, public
advocacy, and partnerships

Implementation
Provides financial or pro-bono support for programmatic gender equality work at the global
and/ or grassroots level

Updated - April 3, 2020

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Provides financial support to civil society organizations at the global and/or grassroots
level that are working to empower women and girls
Joins public advocacy campaigns and or advocates in public forums the business case forrespecting and supporting the rights of women and girls
Partners with local or global organizations or other companies on gender equality andwomen's empowerment
Provides training to build the capacity of women entrepreneurs
Provides financial support and investment, or partners with banks and financial institutions,to provide credit and other financial services to women entrepreneurs
Advocates for the removal of legal barriers that restrict women's economic empowerment
Participates in multi-stakeholder platforms promoting the rights of women and girls
Consults with external stakeholders to understand the spectrum of opportunities toempower women and girls

Measurement
Has clear goals on the impacts it is seeking to achieve for women and girls whendeveloping and implementing community projects
Tracks the number of beneficiaries from community projects and initiatives, disaggregatedby sexTransparency
Reports publicly to company stakeholders the number of beneficiaries from community
projects and initiatives, disaggregated by sex
Reports to the board the number of beneficiaries from community projects and initiatives,
disaggregated by sex

Updated - April 3, 2020

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