Assign senior responsibility for non-discrimination in relation to gender, issue clear companywide policies and procedures to guide equal employment practices and link advancement to desired performance in this area

Encourage management to engage in dialogue with workers’ representatives, both women and men, to discuss areas where gender discrimination exists and how to address collectively issues of concern

Work internally and externally to ensure that any distinction made on the basis of gender is permitted only when it is an inherent requirement of a job, and avoid the systematic application of job requirements in a way that systematically disadvantages women

Maintain records on recruitment, training and promotion that provide a transparent view of opportunities for female workers and their progression within the organisation – and encourage suppliers to do likewise

Develop grievance procedures to address complaints, handle appeals and provide recourse for women. Encourage suppliers to implement similar procedures within their own operations

Where discrimination is identified, through grievances received or other communication mechanisms, discuss with workers’ representatives, both women and men, possible solutions to the general problem while respecting confidentiality in particular cases

Work internally and externally to identify and address formal structures and informal cultural issues that can prevent women from raising concerns and grievances

Establish programs to promote access to skills development training and to particular occupations – and promote the replication of these programmes within the supply chain. Ensure that training provided to workers is accessible to all workers, including those with family responsibilities