WikiRate SDG Metric design+SDG5 (Gender Equality) Actions

SDG5 (Gender Equality) Actions

Which actions did the company report on which are relevant to addressing SDG 5 (Gender Equality)?

WikiRate ID: 2621098

Metric Type: Researched

Methodology

The purpose of this metric is to record actions that a company has taken which contribute to SDG 5 - Gender Equality.

“Actions“ in this context are loosely defined, and the list of relevant actions is a work in progress, please add new response options (through “Update Value Type“) when you see an action which isn’t covered by any of the existing options. The question of what “counts“ as a relevant action for a particular SDG is an open one, and this metric can be used as a space for collaboratively figuring that out.

To add data for this metric, please select the appropriate categories from the list and include quotations from the report that give more detail on the actions.

List of possible answers and description of what they mean:

Policy on discrimination that covers gender discrimination - does the company’s report reference a policy on discrimination that covers gender discrimination? If so, copy and paste details of this policy in a comment.

Reports on female representation in workforce - does the company’s report say what percentage of the workforce is female? Is this broken down by category (e.g. female representation in management, on the board?). Quote details in comment.

Impala Platinum: “At our South African operations, at year end we had 146 women represented in management translating into 17% of total management. Our overall women representation remained at 10.6%. As outlined earlier we have various ‘women in mining’ initiatives, and women representation in mining development programmes continues to improve in all mining training streams.

In 2015, women comprised 32% of those who completed the rock breaker qualification. We increased our targeted intake of females at entry level/novices from 10% to 15%. At Zimplats, this year 17% of all surface engagements were women, surpassing our target of 10%. The number of women in mining is improving year on year, with females currently constituting 6% of the total Zimplats workforce. "

Targets for female representation in workforce: does the company’s report set targets for female representation in the workforce? Generally or in relation to a specific type of workers (e.g. management)?

Initiative(s) that aim to increase female representation in workforce: does the company’s report describe any initiatives that are designed to increase female representation or address specific barriers to women working in particular roles?

“During the year we conducted a risk assessment for women

at the mines, and identified various issues that need to be

addressed as we seek to promote the representation of women

in our mines. These included issues relating to the provision of

appropriate personal protective equipment for women, and

implementing measures to minimise any potential for sexual

harassment on the mine. We established a Women in Mining

Safety Forum at the Rustenburg operation, comprising

management, the safety department and women

representatives from each shaft with the agreement of the three

HSE union branch committees.”

New or updated parental leave policy: Does the report describe the company’s parental leave policies - specifically any changes to these policies which are intended to improve gender equality.

Reporting on gender pay gap: Does the company’s report give details of any pay gap between male and female employees?

Addressing gender pay gap: Does the company’s report describe any initiatives which specifically address the gender pay gap?

Financial support of relevant external initiatives/organisations: Does the company’s report describe any external initiatives/organisations which aim to promote gender equality that have been supported financially by the company?

Non-financial support of relevant external initiatives/organisations: Does the company’s report describe any external initiatives/organisations which aim to promote gender equality that have been supported by the company in ways other than financial support (e.g. provision of in-kind benefits, company staff participation)?

Topics

Gender equality

SDG Relevant Actions

SDG5: Gender Equality

Value Type

Multi-Category

Options

Policy on discrimination that covers gender discrimination

Reports on female representation in workforce

Targets for female representation in workforce

Initiiative(s) that aim to increase female representation in workforce

New or updated maternity policy

Reporting on gender pay gap

Addressing gender pay gap

Financial support of relevant external initiatives/organisations

Non-financial support of relevant external initiatives/organisations

Research Policy

Community Assessed

Report Type

Communication on Progress

SDG5 (Gender Equality) Actions

Methodology

examples for Reports on female representation in workforce

examples for Initiative(s) that aim to increase female representation in workforce