GENDER DIVERSITY & INCLUSION FROM THE WORKFORCE TO THE BOARDROOM
Discover tools to help companies address gender gaps on boards, in senior management, and in the workforce.
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TOOL SUITE 1
WHAT’S IN THE TOOL SUITE?
23 practical tools and guidance notes for companies to build a gender diverse and inclusive workforce and board.
BENEFITS OF GENDER INCLUSIVITY
inclusivity - great for business
The infrastructure sector is heavily male dominated. But women’s inclusion in the water, cities, power, and transport sectors can boost financial performance, strengthen the talent pool, and improve organizational culture, operational safety, and community relations.
TOOL SUITE 1
HOW TO USE THIS TOOL SUITE
Different companies will face different challenges and opportunities. This tool suite includes a menu of tools to pick and choose from, based on organizational needs and priorities. Companies don’t need to use all the tools listed here, and can use them in the order that best fits.
Where Does Your Company Stand on Gender Diversity and Inclusion?
These tools will help you assess and establish a baseline on gender diversity and inclusion to identify next steps for action.
- Develop a Business Case to demonstrate the business benefits of investing in gender equity.
- Once management is on board and willing to invest in a more in-depth understanding of the issues, conduct a Gender Audit.
- An Employee Scorecard drills down and clarifies issues raised during an audit to identify priority issues and develop an action plan.
- A Pay Gap Survey can complement an audit or scorecard and shed light on real and perceived imbalances.
- A Board Gender Assessment can also complement a broader assessment to identify issues at the board level.
How Can You Improve Gender Diversity and Inclusion at Your Company?
These tools help companies increase gender equity in recruitment, retention, and promotion.
- Develop an overarching Gender Policy that clearly outlines a high-level approach to gender inclusion and diversity.
- Develop a complementary Gender Strategy to implement the Gender Policy.
- Develop a terms of reference for a gender champion or focal point to lead gender initiatives.
- Update HR policies to make existing and new policies more gender inclusive .
- Set gender-inclusive recruitment targets.
- Address any identified gender equity and inclusiveness challenges on the Board.
- Help senior management to demonstrate its commitment to gender equity, through the creation of gendered policies, targets, and staff capacity.
- A Gender Task Force can provide feedback on how gender issues are perceived, as well as disseminate information and receive feedback on policies and programs related to gender.
- Ensure men and women are equally supported in remote work.
- Reduce implicit workplace biases around gender.
- Strengthen the talent pipeline with guidelines for attracting and retaining talent.
- Attract diverse applicants with gender inclusive job descriptions.
- Develop female talent through mentorship and career development.
How Do You Know If Measures to Improve Gender Diversity and Inclusion are Working?
These tools focus on monitoring, evaluating, and sustaining gains in gender diversity and inclusion in the workplace.
- Identify measures to monitor progress.
- Monitor training programs for gender-equitable career development to ensure sustainability.
Fast Facts
WOMEN IN BUSINESS
Women are underrepresented in the infrastructure workforce, despite evidence that diversity improves workplace outcomes.
32%
32%
Female participation in the global renewable energy workforce remains low at 32%, with only 28% of technical roles held by women.
Source: IRENA
18%
18%
Women make up only 18% of the global water and sanitation workforce.
Source: World Bank
15%
15%
In Latin America, women are less than 15% of the construction and transport systems workforces, even though women represent half of the region’s total labor force.
Source: IDB
1.5%
1.5%
Utilities with more women in leadership ranks outperformed their peers in ROI by 1.5% on average—adding up to millions of dollars given the asset-heavy nature of the industry.
Source: EY
38%
38%
In Ireland, Dublin Bus’s women drivers had 38% fewer client complaints, on average, than the average male driver.
Source: European Commission
100%
100%
Family-friendly return-to-work policies increased post-maternity retention rates from 85 to 100% at Maersk, saving the company from replacing 54 employees each year.
Source: European Commission
15%
15%
According to McKinsey, firm that were in the top national quartile for gender diversity were 15% more likely to outperform the national industry median average for financial returns.
CO₂
CO₂
A 2022 study found that greater gender diversity at the board level was correlated with a lower carbon footprint.
EXAMPLES AND CASE STUDIES
