Section 1 - Policies
Our toolkit navigator includes the following guiding symbols to guide audiences in prioritizing resources
ToolKit Navigator
⧫ Beginner: Entry-level tools and step-by-step guides for investors and financial institutions to get started on their gender mainstreaming journeys.
⧫⧫ Intermediate: Intermediate-level tools, strategies, guidelines, and manuals for investors and financial institutions already working with impact-investing frameworks and with a solid understanding of the concepts of gender, diversity, equity, and inclusion.
⧫⧫⧫ Advanced: Advanced-level intersectional frameworks and analytical gender lenses for investors and financial institutions with established GDE&I practices and a strong conceptual understanding of applying a gender lens across institutional activities.
☆Must read
*** Key resource for diversifying the gender perspective
Does your institution have a gender, diversity, equity and inclusion (GDE&I) lens incorporated in its internal policies, guidelines or manuals?
Choose your answer
Understanding gender is key to achieving sustainable financial, business, and social outcomes. Formalizing a GDE&I policy helps institutions to make their commitments to gender equality become an official part of their organizational culture. This not only helps kick-start cultural and institutional changes but can increase companies’ profitability, brand image, and talent retention.
An institutional buy-in at both the leadership and operative levels is key to ensuring actions are targeted, strategic and benefit different populations and under-represented groups in an effective and equitable way.
Are you ready to mainstream gender across your institution? Check out the Gender in Practice guide on p. 56 (Sheet 9a) for key questions to assess gender in terms of institutional commitments and policy.
⧫⧫⧫ Advanced, English, ☆Must read
Whether you are just beginning your gender equality journey or have already established a set of frameworks and policies but want to think on diversity, equity, and inclusion more profoundly, this Section 1 has resources and tools that can guide you through any policy-related question in gender mainstreaming.
Interested in tracking the extent of the integration of gender equality in your organization? Read through this rapid overview to analyze the strengths and potential weaknesses of your organization's gender approach.
Select the challenges you identify with and explore the resources
Challenge:
There is consistent research that shows gender-diverse teams perform better than less diverse ones. Eliminating discrimination against female workers can boost productivity by up to 40%. You can test the power of a community by signing the UN Women’s Empowerment Principles (WEPs) to see if your competitors have signed into empowering women in the workplace and whether that has created a positive effect on their business performance.
⧫⧫ Intermediate, English
Interested in diving deeper? Take a look at the EIGE step-by-step guide on Institutional Change to guide you on your journey. Although this may be targeted toward public institutions, governing a cultural change is a universal challenge. Many organizations deal with gender differently but no organization is gender-neutral!
⧫⧫ Intermediate, English
Read through Step 7 of the Institutional Change Toolkit to plan for both internal and external communication in terms of gender mainstreaming. At the end of the page you’ll find some examples on how others have done it.
⧫ Beginner, English
Want to take a deep dive on communicating with a gender focus and becoming a thought leader in gender equality? Section 3 in this toolkit offers valuable resources on why promoting best practices in gender is important.
Challenge:
Check out this short but practical how-to guide from the CDC Gender Equality Toolkit on how to create an environment in which gender DE&I thrives.
⧫ Beginner, English ☆Must read
Is gendered language putting people off applying to your job listing? Decode your job listing from masculine and feminine words and increase the number of your women applicants here.
⧫ Beginner, English
The document Gender equity: Unconscious bias and interview panels toolkit refers to biases, their behavior and how to avoid them when hiring personnel. In addition, it provides the reader with other tools to deepen knowledge on the subject (self-assessment, toolkits, documents, videos, etc. related to gender bias).
⧫ Beginner, English
Need to do an inclusivity health check in your institution? Check out this tool.
Need to better understand why gender pay gaps persist? You can further deepen the process of gender mainstreaming, particularly with regard to equal financial compensation policies, by exploring the CDC Gender Toolkit Gender pay gap analysis section and learn how to use analysis to better understand the reasons for gender pay gaps between men and women.
⧫⧫ Intermediate, English
This CDC ESG Toolkit gives you an overview of most environmental and social issues needed to take into consideration when designing value-chain policies in global transnational businesses or investments.
Need to put values into concrete actions? There are tools that can create quick results in the value chain and inform about subminimum wages, modern slavery, fair working conditions, excessive executive pays etc.
4. Racial Justice Exclusion List
6. Investigate
Ever wonder what an anti-racist institutional strategy looks like? This guide outlines six principles to help organizations develop an action strategy to help end systemic racism and address racial inequalities at work.
When visiting conferences or traveling for work, whether as an employee or employer, it is important to consider safety for all. This guide can help you toward an organizational approach to LGBT+ mobility and navigate through what needs to be considered in terms of international mobility and risk assessment.
⧫⧫ Intermediate, English, *** Key resource for diversifying the gender perspective
Read through the TRANSForming Inclusion: An Organizational Guide from Leeway Foundation to become more trans* inclusive at work.
⧫⧫ Intermediate, English, *** Key resource for diversifying the gender perspective
Disability is not a gender-neutral experience. It has a different impact on women, men, girls, boys and other gender identities. Further, while all women and girls face inequality, women and girls with disabilities often face additional, severe disadvantage due to discriminatory social norms and perceptions of their value and capacity. Read through this excellent toolkit on gender and disability here.
Are you Spanish speaking? Check out this resource here.
Challenge:
Why diverse women do not advance in the workplace has to do with various different factors. The problem can be at the level of unconscious biases, non-gender neutral hiring processes or institutional language, or in unequal opportunities in practice. In this CDC Gender Equality Toolkit you can find resources to help you evaluate institutional processes with a more critical lens and get your gender equity goals moving.
⧫ Beginner, English
Are you Spanish speaking? Do you already have monitoring, evaluation and learning frameworks in place but have not incorporated a gender perspective? The Equality Indicators for Companies presents an ABC for developing a diagnosis that can be useful for developing a monitoring and evaluation practice. The document is divided into two, where the first section establishes a diagnostic process that emphasizes the construction of indicators, information sources and collection methods, and the second part guides you through an analysis and processing of this.
⧫⧫ Intermediate, Spanish
Read through Section 5 in this toolkit on how to get started on your journey of gender statistics and the importance of measuring diversity.
Challenge:
You can jump straight to Section 10 to read more about why accountability is part of an inclusive organizational culture.
Are you part of an organization that implements social programs and projects? Want to hold decision-makers to account and for those who want to be accountable to the women they serve? Check out this toolkit for Accountability in Action.
EN 
ES