Resources and Links
Women’s Empowerment Principles; Equality Means Business
The Women’s Empowerment Principles offer practical guidance to business and the private sector on how to empower women in the workplace, marketplace and community. Developed through a partnership between UN Women and the United Nations Global Compact, the Principles are designed to support companies in reviewing existing policies and practices — or establishing new ones — to realize women’s empowerment.
National Council for Research on Women; Women in Fund Management Report
Women in Fund Management: A Road Map for Achieving Critical Mass – and Why it Matters, explores the under-representation of women in the field, draws on research suggesting the benefits women can bring, and lays out concrete action steps for change. Specifically, it calls on the financial services industry to develop a “critical mass principle” with quantifiable benchmarks and guidelines for increasing the number of women at all leadership levels.
Diverse Directors Datasource (link: http://www.gmi3d.com/home)
Board diversity has been shown to improve corporate performance. The Diverse Director DataSource, also known as "3D", is designed to be a clearinghouse for potential corporate director candidates with a special emphasis on a more diverse range of backgrounds, perspectives, skills and experience
Boardroom Diversity (link: http://www.boardroomdiversity.org/)
A project of the SAIS Center for Transatlantic Relations, the Boardroom Diversity website is a repository for news and information about legislative and voluntary initiatives around the globe to increase gender diversity in the boardroom and throughout corporate leadership.
Catalyst is a nonprofit membership organization working globally with businesses and the professions to build inclusive workplaces and expand opportunities for women and business.
- Women on Boards (link: http://www.catalyst.org/publication/433/women-on-boards)
- Women CEOs of Fortune 1000 (link:http://www.catalyst.org/publication/322/women-ceos-of-the-fortune-1000)
- The Bottom Line: Corporate Performance and Women’s Board Representation 2004 – 2008 (link: http://www.catalyst.org/file/445/the_bottom_line_corporate_performance_and_women%27s_representation_on_boards_%282004-2008%29.pdf)
- Increasing Gender Diversity on Boards: Current Index of Formal Approaches (link http://www.catalyst.org/file/532/approaches%20to%20increasing-gender-diversity-on-boards.pdf)
- Gender and Corporate Social Responsibility: It’s a Matter of Sustainability (link: http://www.catalyst.org/file/522/gender_and_corporate_social_responsibility_final.pdf)
- US Women in Business Pyramid (link:http://www.catalyst.org/publication/132/us-women-in-business)
- Women in Financial Services (link:http://www.catalyst.org/file/429/qt_women_in_financial_services.pdf)
The Gender Equality Principles Initiative
The Gender Equality Principles Initiative (GEP Initiative) is a groundbreaking program that helps companies around the world achieve greater gender equality and build more productive workplaces through practical implementation of the Gender Equality Principles. The GEP Initiative provides companies with practical standards, tools, and resources that can be used to improve gender equality from the factory floor to the boardroom.
The Gender Equality Project. Equal Value. Equal Respect. (link: http://www.genderequalityproject.com/)
The Gender Equality Project is a Swiss Foundation committed to creating a world where women and men are equally valued and respected in all aspects of economic, political and social life. The Foundation believes that a society can only be prosperous and sustainable if women and men are granted equal rights, responsibilities and opportunities. To close the gap in opportunities between men and women in the workplace, the Foundation’s work focuses on global corporations as key drivers of change and best practice policies. The Foundation engages corporations across the world in fostering equal opportunities by establishing a global standard and launching a global certification system in gender equality. This certification recognizes companies that have been successful in implementing policies and practices that achieve gender equality.
GovernanceMetrics International (GMI): ESG Research and Ratings (link: http://www2.gmiratings.com/)
GMI is the leading independent provider of global corporate governance, ESG and accounting risk ratings and research. Institutional investors, insurers, auditors, regulators and others all use GMI's powerful research tools to identify and monitor risks related to key non-financial metrics.
Women Effect Investments (link: http://www.criterionventures.com/ht/d/sp/i/1810/pid/1810)
Women Effect Investments (WEI) seeks to shape the social capital markets to maximize their impact on women and girls. WEI is expanding investment opportunities with a gender lens and invigorating women investors to move significant capital toward investments that generate social and financial returns. We are doing this because when women are economic agents and leaders, social change accelerates and returns multiply. The returns of women-focused investing can be measured in our families, our neighborhoods, and on the other side of the world. This is The Women Effect.
2011 World Economic Forum’s Gender Gap Report (Link: http://reports.weforum.org/global-gender-gap-2011/)
The Global Gender Gap Index introduced by the World Economic Forum in 2006, is a framework for capturing the magnitude and scope of gender-based disparities and tracking their progress. The Index benchmarks national gender gaps on economic, political, education- and health-based criteria, and provides country rankings that allow for effective comparisons across regions and income groups, and over time. The rankings are designed to create greater awareness among a global audience of the challenges posed by gender gaps and the opportunities created by reducing them. The methodology and quantitative analysis behind the rankings are intended to serve as a basis for designing effective measures for reducing gender gaps.