In 2009 the UN Global Compact and the UNIFEM have launched a consultative international process around opportunities and obstacles for business in implementing a set of Women’s Empowerment Principles to increase business contribution to the advancement of women. In 2004, the investment firm Calvert, in collaboration with UNIFEM, developed the first global voluntary code of conduct for business (the Calvert Women’s Principles) on how to empower, advance and invest in women worldwide.

http://www.unglobalcompact.org

The ILO has launched a Campaign for 2008-2009 entitled ‘Gender equality at the heart of decent work.’ Its objectives are to increase general awareness and understanding of gender equality issues in the workplace; promoting the ratification and application of key ILO gender equality labour standards; and advocating for removing barriers to gender equality. The campaign explores efforts made by organisations worldwide to highlight key themes relating to women and the workplace, as well as providing examples of gender-based discrimination worldwide.

http://www.ilo.org

The Food and Agriculture Organization of the United Nations (FAO) has sought to promote gender equality and reduce discrimination against women through various activities which also support the elimination of violence against women. Such activities include the reinforcement of food security and economic rights of women, mainly by promoting their access to management of economic resources, the reduction of women’s workload, access to healthcare, education, training and information, and the promotion of women’s participation in decision making processes.

ftp://ftp.fao.org

The GRI, a registered not-for-profit organisation, and the IFC have joined forces to help companies expand their sustainability reporting to include an emphasis on gender issues and company gender initiatives, including work with supply chains, consumers and investors. In 2009, the organisation aims to produced a Gender Sustainability Reporting Resource Guide to which highlights top gender and sustainability indicators from around the globe and provide practical insights for gender reporting.

http://www.globalreporting.org

In 2002, Oxfam published a report, Tunnel Vision, exploring the impacts of mining operations on women in affected communities. The report illustrates how women tend to be excluded from the economic benefits of mining and bear the burden of many of the negative social and environmental impacts. The report highlights the need for all stakeholders to proactively pursue gender equality and women’s empowerment in all activities and projects.

http://www.oxfam.org.au

The Inter-Agency Task Force on Adolescent Girls (UN IATF) was established in November 2007 to establish a clear interagency framework to address the most marginalised and disadvantaged adolescent girls. The task force is launching a UN joint programming framework for marginalised adolescent girls in late 2009, which will cover nearly every aspect of social and economic development of relevance to realising the rights of all adolescent girls. This will focus on strengthening partnerships, improving UN/government programmes, harmonise policies and build capacities. Six UN agencies participate in the task force: UNICEF, UNFPA, WHO, UNESCO, ILO, UNIFEM.

http://www.unfoundation.org

Cisco Systems, a company specialising in communications technology in the US, has boosted the number of women within its networks, including in its Networking Academy. In 2006, 25% of total new hires were women. This provides training in communication technology skills, run in conjunction with partners including the UN. It has created a Gender Diversity Council, which aims to identify barriers to the effective participation of women in the technology industry, such as a lack of mentors or role models. It has also partnered with the National Centre for Women and Information Technology among others, in order to boost the number of women who pursue a career in science and technology in less-developed countries such as Algeria, Tunisia, and Bangladesh.

http://www.cisco.com

In 2009 the GE Foundation initiated the Girls Education in Africa project to provide support to organisations that work to improve access and quality of primary education for girls. The program focuses on improving skills such as maths and languages, as well as educating students in life skills, hygiene and HIV/AIDS prevention. The Girls Education in Africa program aims to address the Millennium Development Goals relating to the achievement of universal primary education and the promotion of gender equality and empowerment of women.

http://www.ge.com

International clothes and accessories retailer Gap Inc., in partnership with the International Centre for Research on Women, has launched the P.A.C.E. (Personal Advancement, Career Enhancement) programme. This aims to empower and build the education, life and workplace skills of young female garment workers in the developing world; offer education in critical areas such as health care and legal rights; and provide leadership and job training to facilitate women moving into management positions. Efforts have increased productivity in its factories and Gap Inc. plans to launch the program in Cambodia in 2009.

http://www.gapinc.com

Goldman Sachs Group, Inc., a global financial services firm, founded the 10,000 Woman Initiative in 2008. The project aims to provide educational opportunities in business and management to women, mostly from developing countries, through the creation of worldwide partnerships with women’s development organisations. Courses include marketing, accounting and strategic planning. The company has already set up partnerships to help women in Brazil, China, India and the Philippines, and has conducted its own studies on the impact of women in the workforce.

http://www2.goldmansachs.com

HSBC, a multinational financial institution, has initiated a number of programs to promote women’s development and equality. For example, HSBC India has collaborated with the Manndeshi Udyogini Business School for Rural Women in order to provide financial literacy and entrepreneurship training to 83,512 women in 98 villages in rural India. In addition, HSBC France has actively promoted women to advanced positions, resulting in 25% of the General Management Committee, 32% of Branch Managers and 43% of executives being women in 2006.

http://www.hsbc.co.in

Unilever, a multinational corporation manufacturing multiple brands, launched ‘Project Saubhagya’ in Sri Lanka in 2003, to empower women in the communities where it works. The project provides women with sustainable sources of income through selling Unilever brands in their own villages. This results in a much-needed sustainable income, contributing towards better living and prosperity for these women as well as creating a new sales outlet for Unilever’s products. In 2007 the project involved 3,500 women.

http://www.unilever.com.lk

Newmont Mining Corporation, a multinational corporation primarily producing gold, has created a gender team as part of an effort to engage with local communities in relation to the Akyem mine north of Accra in Ghana. Following a study commissioned to look at gender within the scope of the project, the company identified a number of challenges which it is addressing through discussions with community members. These include alcohol consumption, teenage pregnancies, domestic violence, HIV/AIDS and prostitution.

http://newmontghana.com

Liz Claiborne Inc. has developed policies and procedures to make the workplace safe for employees who suffer from domestic violence. The company has created an Employee Assistance Program in the United States to assist employees who suffer from domestic violence. Internal policies and procedures that promote the safety of employees include providing secure work areas; escorts to and from transportation; guidance with legal processes; and a 24-hour helpline to provide counselling to employees.

http://www.loveisnotabuse.com

AstraZeneca, a multinational healthcare company, has created flexible work arrangements for employees at its Delaware office, enabling mothers to work from home. As of 2009, 90% of its field sales staff reportedly work from home, flexi-time or compress their work schedules. In addition, AstraZeneca Delaware subsidises day care and provides small peer-mentoring groups to offer support, build leadership skills and discuss business solutions. This has contributed to women comprising over 50% of AstraZeneca Delaware’s employees, 36% of their top earners, and 25% of the Board of Directors.

http://www.unglobalcompact.org

The global engineering consulting and construction firm CH2M HILL has implemented an initiative to accelerate women’s advancement called ‘Constructing Pathways for Women Through Inclusion’. Since the initiative’s launch in 2003 the company has sought to counter the traditionally male-dominated nature of the industry by taking steps such as introducing regional women’s networks and mentoring opportunities; women’s leadership summits; informal mentoring and networking opportunities; and targeted recruiting of women into the firm. The company ensures that women are placed in important positions, are visible role models and are responsible for high-profile projects, linking their expertise to business success.

http://www.ch2m.com

http://www.catalyst.org