Women in Unskilled Positions
About the data
This metric covers one of the requirements under PF indicator 20.1 of the Poverty Footprint Tool.* It is part of the 5th Poverty Dimension, gender and diversity, which refers to equal access to jobs, training, advancement, benefits, and other rights for women and minorities, as well as opportunities to maintain cultural identity. Diversity and gender are cross-cutting themes that permeate into all other poverty indicators.** More specifically, within this dimension, this particular indicator addresses the category Diversity, Cultural Rights and Right to Freedom from Discrimination.
This indicator, furthermore, falls under the 3rd Corporate area Dimension, institutions and policy, which refers to how the company’s actions regarding institutions and policy affect the well-being of people living in developing countries. It considers the effects of lobbying, direct investment, procurement and distribution practices in relation to the development of institutions (such as producer organizations, unions, social networks, women’s groups) and policies that focus on trade, finance, education, rule of law, and health.
*It is important to note that this guide is for reference purposes only. It suggests indicators that project partners may consider, but it is not a complete or exhaustive list. As highlighted in the Poverty Footprint Guide, the project partners will determine the specific indicators to be used in a Poverty Footprint study, tailored to the company’s business model, industry standards, country/regional context, among other criteria (Please see the “Implementation Section” of the Poverty Footprint Guide for more information on how to identify indicators).
**While ‘diversity and gender equality’ is listed as one of the five dimensions of poverty with its own poverty indicators, it is a topic that has relevance in the other four poverty dimensions (i.e., livelihoods, empowerment, security and stability and health and well-being). It is important to investigate and differentiate the company’s impacts on minority groups, women and other vulnerable groups, including indigenous peoples and youth, within each dimension. By integrating gender considerations throughout the framework, one obtains a complete picture of the company’s impact on its most vulnerable stakeholders.
Methodology
For project partners who have set out to research this indicator, the Poverty Footprint guideline suggests the following methodology:
survey management
consider using secondary research to identify topics such as:
local patterns of discrimination (structural and informal)
available gender analyses and gender impact studies
country laws and rights that address vulnerable groups (e.g., indigenous peoples, women, etc.)
However, WikiRate researchers may review one of the following company statements using search terms like "female representation", "female employees", "female workers", "women", and ''gender diversity" to determine whether the company in question publicly discloses the percentage of unskilled positions filled by women:
Poverty Footprint
Corporate Social Responsibility Report
Annual Report
CSO Statements or Reports
Investigative Reports, Surveys, Articles, etc.
Please provide the following contextual information in a comment to the metric value:
any additional disclosure regarding female representation in unskilled positions, e.g. policy statements, number of cases, types of contracts, etc.
the page number of the document where the information can be found