You said that “rarely do those groups work together in an integrated way on gender initiatives”. What can companies do to bring departments like HR or the board of directors together to create a plan to promote equality in the workplace?
Thanks for your comment. Your question is, of course, a key one. What is needed is a cross-functional group from different areas of a company, reporting to the CEO or another senior leader. Having a group that collaborates and coordinates gender-related programs and policies helps develop a powerful business case, and clear messaging, to engage a variety of stakeholders. It also helps ensure accountability. This type of cross-company coordination is not easy, and is much more difficult if not driven by a CEO or other senior individual who cares about gender equality and appreciates its potential power for the business as a whole. Nonetheless, any way to share information across silos as to what is being done to address gender issues within a company and its supply chain provides a place for individuals to start coordinating efforts.
Dow Chemical has some very progressive approaches if you would ever be interested in talking about our affinity networks, not just for women, but across multiple areas of focus. I saw this posted on CFR member page. Are you a CFR member?
THIS IS IN RESPONSE TO SAM’S MARCH 9 COMMENT, BUT I COULD NOT FIGURE OUT HOW TO RESPOND DIRECTLY:
Sam’s question is a great one. I have not seen any writings noting that correlation, but it would not surprise me. That is largely because a corporation’s focus on each of these issues would, in my mind, reflect an appreciation for the value of a sustainable business model over longer term. The only hint of this correlation that I have heard is in reports that US Trust, in connection with its investment approach called the Women and Girls Equality Strategy found that “companies that score well in the analysis [on gender] are likely to have fewer environmental penalties, labor violations, and product safely recalls.” This was reported in SSIR’s article,“The Rise of Gender Capitalism.”
I would like to put you into touch with my people here. could you send me an email address? Or send a note to .(JavaScript must be enabled to view this email address), and I will connect you from there. thank you.
COMMENTS
BY Marissa Wesely
ON March 6, 2015 07:50 AM
I welcome all comments! Marissa
BY Elizabeth
ON March 8, 2015 12:43 PM
You said that “rarely do those groups work together in an integrated way on gender initiatives”. What can companies do to bring departments like HR or the board of directors together to create a plan to promote equality in the workplace?
BY Marissa Wesely
ON March 8, 2015 05:37 PM
Thanks for your comment. Your question is, of course, a key one. What is needed is a cross-functional group from different areas of a company, reporting to the CEO or another senior leader. Having a group that collaborates and coordinates gender-related programs and policies helps develop a powerful business case, and clear messaging, to engage a variety of stakeholders. It also helps ensure accountability. This type of cross-company coordination is not easy, and is much more difficult if not driven by a CEO or other senior individual who cares about gender equality and appreciates its potential power for the business as a whole. Nonetheless, any way to share information across silos as to what is being done to address gender issues within a company and its supply chain provides a place for individuals to start coordinating efforts.
BY Sam
ON March 9, 2015 01:39 PM
Is there any relationship between companies that do well in gender equality and climate matters?
BY Neil Hawkins
ON March 11, 2015 06:31 AM
Dow Chemical has some very progressive approaches if you would ever be interested in talking about our affinity networks, not just for women, but across multiple areas of focus. I saw this posted on CFR member page. Are you a CFR member?
BY Marissa Wesely
ON March 14, 2015 05:00 AM
THIS IS IN RESPONSE TO SAM’S MARCH 9 COMMENT, BUT I COULD NOT FIGURE OUT HOW TO RESPOND DIRECTLY:
Sam’s question is a great one. I have not seen any writings noting that correlation, but it would not surprise me. That is largely because a corporation’s focus on each of these issues would, in my mind, reflect an appreciation for the value of a sustainable business model over longer term. The only hint of this correlation that I have heard is in reports that US Trust, in connection with its investment approach called the Women and Girls Equality Strategy found that “companies that score well in the analysis [on gender] are likely to have fewer environmental penalties, labor violations, and product safely recalls.” This was reported in SSIR’s article,“The Rise of Gender Capitalism.”
BY marissa wesely
ON March 14, 2015 05:11 AM
Hi Neil - I am indeed a CFR member and would love to learn more about Dow Chemical’s approaches.
BY Neil Hawkins
ON March 16, 2015 03:04 PM
I would like to put you into touch with my people here. could you send me an email address? Or send a note to .(JavaScript must be enabled to view this email address), and I will connect you from there. thank you.