Women Empowerment Principles (WEP)
The Women’s Empowerment Principles (WEPs) are a set of Principles offering guidance to business on how to promote gender equality and women’s empowerment in the workplace, marketplace and community. Established by UN Global Compact and UN Women, the WEPs are informed by international labour and human rights standards and grounded in the recognition that businesses have a stake in, and a responsibility for, gender equality and women’s empowerment.\n\nWEPs are a primary vehicle for corporate delivery on gender equality dimensions of the 2030 agenda and the United Nations Sustainable Development Goals. By joining the WEPs community, the CEO signals commitment to this agenda at the highest levels of the company and to work collaboratively in multistakeholder networks to foster business practices that empower women. These include equal pay for work of equal value, gender-responsive supply chain practices and zero tolerance against sexual harassment in the workplace.
Which ESG topics does the data source address?
Below you find the impact areas within the Responsibly Impact Parameter Framework which are covered by this data source.
Living wage
Social impact parameter
Principle 5 - Implement enterprise development, supply chain and marketing practices that empower women
5.8. Has a commitment to pay a living wage to all workers in its supply chain.
Workplace harassment and mistreatment
Social impact parameter
Principle 4 - Promote education, training and professional development for women.
4.1. Average hours of training that the organization's employees have undertaken, disaggregated by sex and employee level.
Principle 3 - Ensure the health, safety and well-being of all women and men workers
3.3. Has policies and procedures to ensure safety, security, confidentiality, and protection of victims of sexual harassment at workplace.
Principle 3 - Ensure the health, safety and well-being of all women and men workers
3.2. Provides confidential support for victims of violence and harassment, including domestic violence.
Workplace systems and procedures
Social impact parameter
Principle 1 - Establish high-level corporate leadership for gender equality
1.2. Has a stand-alone policy or a commitment embedded in a broader corporate policy that addresses supporting employees as parents and caregivers, covering all employees in major locations of operation.
Principle 1 - Establish high-level corporate leadership for gender equality
1.1. Has a holistic, organization-wide gender equality strategy/action plan that identifies specific priority areas where further improvement can be made with dedicated resources for implementation.
Workplace grievance mechanism
Social impact parameter
Principle 3 - Ensure the health, safety and well-being of all women and men workers
3.3. Has policies and procedures to ensure safety, security, confidentiality, and protection of victims of sexual harassment at workplace.
Principle 3 - Ensure the health, safety and well-being of all women and men workers
3.4. Has a policy prohibiting nondisclosure agreements pertaining claims of sexual harassment in settlement agreements, unless requested by the victim and does not require sexual harassment claims to go to private arbitration.
Principle 3 - Ensure the health, safety and well-being of all women and men workers
3.2. Provides confidential support for victims of violence and harassment, including domestic violence.
Equal opportunity, rights and treatment
Social impact parameter
Principle 6 - Promote equality through community initiatives and advocacy.
6.2. Percentage of financial or pro-bono support for gender equality programmes.
Principle 4 - Promote education, training and professional development for women.
4.2. Provides leadership training, coaching, and/or mentoring to support women to access management and leadership positions.
Principle 2 - Treat all women and men fairly at work- respect and support human rights and nondiscrimination
2.3. Offers support programmes for parents and caregivers, regardless of sex or marital status.
Principle 2 - Treat all women and men fairly at work- respect and support human rights and nondiscrimination
2.2. Has a stand-alone policy or a commitment embedded in a broader corporate policy that addresses equal pay for work of equal value.
Principle 2 - Treat all women and men fairly at work- respect and support human rights and nondiscrimination
2.1. Percent of women in traditionally underrepresented roles.
Principle 1 - Establish high-level corporate leadership for gender equality
1.3. Has a stand-alone policy or commitment embedded in a broader corporate policy on non-discrimination and equal opportunity policy covering recruitment, retention, re-entry, and promotion of all individuals.
Principle 1 - Establish high-level corporate leadership for gender equality
1.2. Has a stand-alone policy or a commitment embedded in a broader corporate policy that addresses supporting employees as parents and caregivers, covering all employees in major locations of operation.
Principle 1 - Establish high-level corporate leadership for gender equality
1.1. Has a holistic, organization-wide gender equality strategy/action plan that identifies specific priority areas where further improvement can be made with dedicated resources for implementation.
Gender pay gap
Social impact parameter
Principle 4 - Promote education, training and professional development for women.
4.3. Provides training, skills development, education, networking, and mentoring to recruit women in non-traditional roles.
Principle 4 - Promote education, training and professional development for women.
4.2. Provides leadership training, coaching, and/or mentoring to support women to access management and leadership positions.
Principle 2 - Treat all women and men fairly at work- respect and support human rights and nondiscrimination
2.2. Has a stand-alone policy or a commitment embedded in a broader corporate policy that addresses equal pay for work of equal value.
Diversity in management
Social impact parameter
Principle 7 - Measure and publicly report on progress to achieve gender equality.
7.2. Has time-bound, measurable goals and targets to increase women's representation in leadership.
Local community development
Social impact parameter
Principle 6 - Promote equality through community initiatives and advocacy.
6.2. Percentage of financial or pro-bono support for gender equality programmes.
Protection of vulnerable groups
Social impact parameter
Principle 2 - Treat all women and men fairly at work- respect and support human rights and nondiscrimination
2.3. Offers support programmes for parents and caregivers, regardless of sex or marital status.
Responsible marketing and selling
Social impact parameter
Principle 5 - Implement enterprise development, supply chain and marketing practices that empower women
5.10. Has a stand-alone responsible marketing communication policy or a commitment embedded in a broader corporate policy that addresses the avoidance of gender stereotypes and promotes positive portrayals of women and girls.
Principle 5 - Implement enterprise development, supply chain and marketing practices that empower women
5.4. Has a stand-alone responsible marketing policy or a commitment embedded in a broader corporate policy that addresses the portrayal of gender stereotypes.
Career management, education and training
Social impact parameter
Principle 4 - Promote education, training and professional development for women.
4.3. Provides training, skills development, education, networking, and mentoring to recruit women in non-traditional roles.
Principle 4 - Promote education, training and professional development for women.
4.2. Provides leadership training, coaching, and/or mentoring to support women to access management and leadership positions.
Principle 2 - Treat all women and men fairly at work- respect and support human rights and nondiscrimination
2.1. Percent of women in traditionally underrepresented roles.
Supplier education and training
Supplier management parameter
Principle 5 - Implement enterprise development, supply chain and marketing practices that empower women
5.7. Offers independently, or as part of a business association, ongoing capacity building to suppliers and vendors to support continuous improvement on gender equality.
Supplier human rights assessments
Supplier management parameter
Principle 5 - Implement enterprise development, supply chain and marketing practices that empower women
5.8. Has a commitment to pay a living wage to all workers in its supply chain.
Principle 5 - Implement enterprise development, supply chain and marketing practices that empower women
5.9. Has a policy requiring all suppliers to pay at least the legal minimum wage to all workers in the company supply chain.
Principle 5 - Implement enterprise development, supply chain and marketing practices that empower women
5.6. Has a supplier or vendor code of conduct that explicitly states support for gender equality.
Principle 5 - Implement enterprise development, supply chain and marketing practices that empower women
5.3. Percentage of workers in supply chain receiving a living wage, disaggregated by sex.