Principle 6 Civic and Community Engagement
Key Element A Community Engagement & Philanthropy

Learn more 

A concrete way in which an organization can improve women's lives in the communities in which it does business is through philanthropic giving and community involvement. Philanthropic foundations associated with the organization should adhere to gender equality through all donations, grant-making, programmatic initiatives, and investments.

Organizations should encourage their employees to volunteer in the community as well, with a specific focus on working on women's and girls' issues. Finally, in many communities around the world, women are still struggling to exercise their basic rights to participate in public life. Employers and the business community in general should be strong advocates for promoting and protecting those rights. By working towards a safer and more positive environment for women the organization can help create more stable and progressive communities for their own development.

There are 7 indicators for this element.
Indicator 1

Support female employee participation in civic affairs, including providing paid time off for participation (e.g., jury duty, voting).

Implementation level
Action/Notes
Indicator 2

Establish a non-discrimination and non-retaliation policy that protects female employees' ability to participate in union-related activities, and educate all employees about this policy.

Implementation level
Action/Notes
Indicator 3

Leverage organization's expertise and assets, including brand, employees, supplier base, technology, and funding, to support women's initiatives. Encourage and support female employees to volunteer in the community, especially as role models to girls, and recognize and publicize their contributions to the community.

Implementation level
Action/Notes
Indicator 4

Analyze the organization's philanthropic initiatives to determine the amount and percentage of donations and grants that impact women and girls.

Implementation level
Action/Notes
Indicator 5

Prioritize community investments that promote the education and advancement of women and girls, particularly in non-traditional areas, and other community groups working for the advancement of women. Develop monitoring mechanisms to ensure philanthropic funding is being given ethically, responsibly, and in alliance with gender equality.

Implementation level
Action/Notes
Indicator 6

Ensure that women have representation on governance and decision-making bodies that engage and invest in the community.

Implementation level
Action/Notes
Indicator 7

Connect diversity staff with the community/philanthropy staff to ensure that diversity, including gender, is part of community initiatives and philanthropic giving.

Implementation level
Action/Notes

Save your entries      Finalize this AssessmentYou cannot change your answers if you click Finalize.     Next Key Element »    Return to Assess Your Workplace

Resource overview icon  Assess Your Workplace

Implementation explanation icon  About implementation levels

Next steps icon  Next Steps

Top resources for this Principle

Show all for this Principle

Gender Equality Checklist for Fund Managers
This annex to the report 'Implementing Gender Equality Policies and Practices in Private Sector Companies' is a checklist that identifies gender-related and women specific issues to (More...)
be addressed by fund managers at each step in the investment cycle. (Hide)
Article. pdf, 121KB Added 2/8/2010

The Business of Empowering Women
This report presents a case for why and how the private sector can intensify its engagement in the economic empowerment of women in developing countries and (More...)
emerging markets. The report draws on insights from interviews with more than 50 leaders and experts in the private and social sectors who focus on women's empowerment, as well as findings from a global survey of nearly 2,300 senior private sector executives, among others. (Hide)
Article. pdf, 1463KB Added 4/8/2010

Women in Construction: Still Breaking Ground
"The share of women in the construction industry has remained shockingly low - under 3 percent - for decades, due in large part to the discrimination (More...)
that blocks women from entering and staying in the field. Sexual harassment and hostility, lack of mentors, and stereotyped assumptions about women's capabilities all contribute to the problem. Unequal access to construction jobs in turn negatively affects women's income, as traditionally male fields pay higher wages and have a lower wage gap than those dominated by women. More must be done to reverse this trend in construction, and the growth of women's participation in similar nontraditional fields shows that it is possible." (Hide)
Article. pdf, 6150KB Added 10/4/2016

Best Practice: Symantec Corporation
Symantech's 2015 Corporate Responsibility Report addresses information security for its employees, clientele, and the world, along with the diversity and inclusion policies of the company. Article. pdf, 1941KB Added 4/9/2010

Levi Strauss & Co.
Is one of the world's leading manufacturers of blue jeans and other apparel. Established in 1952 and based in San Francisco, California, the Levi Strauss Foundation (More...)
is a private foundation organized by Levi Strauss & Co. that provides grants to community-based organizations in countries where Levi Strauss & Co. does business. In 2008, the Levi Strauss Foundation paired with Business for Social Responsibility to expand the HERproject peer health education training to 6 factories throughout Egypt. The HERproject connects businesses with health educators who train employees in reproductive health, maternal health nutrition, disease prevention, and the accessing of health services. In addition to supporting the HERproject, Levi Strauss has also sponsored an intensive return-on-investment study in the hope of demonstrating that health awareness promotion can have substantial economic benefits to an employer. These educational efforts will help women protect themselves against disease and thus empowers them to promote their basic human rights. In 1999, the Levi Strauss Foundation paired with the Asia Foundation to create grassroots programs aimed at providing female Chinese migrant workers with accessible career and human rights information. The program includes training in areas such as labor rights awareness, women's health, legal rights, occupational health and safety, and asset building. The program was the first effort of its kind in China and has provided a model for several other global companies doing business in China's industrial regions. (Hide)
Web. Added 6/22/2010

Proctor & Gamble: Social Responsibility
('P&G'), the international consumer products company headquartered in Cincinnati, Ohio, recently announced a joint venture with the United Nations' Children's Fund ('UNICEF') to raise money for (More...)
tetanus vaccinations in the Democratic Republic of Congo through the sale of Pampers diapers. For each packet of Pampers purchased over a three-month period in the United Kingdom, P&G pledged to donate the money for one tetanus vaccine. Tetanus, a disease long ago eliminated as a concern for new mothers in the developed world, claims the lives of an estimated 250,000 newborns and 30,000 mothers worldwide each year. The program appears to be a win-win for both P&G and the Democratic Republic; sales of Pampers diapers outpaced projections during the program, and as a result, 7.4 million people will receive life-saving vaccinations. (Hide)
Web. Added 6/22/2010

The Global Glass Ceiling
Over the last several decades, it has become accepted wisdom that improving the status of women is one of the most critical levers of international development. (More...)
When women are educated and can earn and control income, a number of good results follow: infant mortality declines, child health and nutrition improve, agricultural productivity rises, population growth slows, economies expand, and cycles of poverty are broken. But the challenges to improving the status of women remain dauntingly large and will demands more than the interest of the foreign aid and human rights communities, which, to date, have carried out the heavy lifting of women's empowerment in developing countries, funding projects such as schools for girls and microfinance for female entrepreneurs. It requires the involvement of the world's largest companies. This article discusses how the truly transformative shift -- both for global corporations and for women worldwide -- will occur when companies understand that empowering women in developing economies affects their bottom lines. Case studies included in this article demonstrate how companies embracing female empowerment have seen their labor forces become more productive, the quality of their global supply chains improve, and their customer bases expand. Five principles that can help guide the efforts of those corporations that are just now beginning to consider women's empowerment as a strategic aspect of their emerging-market operations are also discussed. (Hide)
Article. pdf, 45KB Added 7/14/2010

Pressured, Nike to Help Workers in Honduras
On July 28, 2010, facing pressure from universities and student groups, the apparel maker Nike announced that it would pay $1.54 million to help 1,800 workers (More...)
in Honduras who lost their jobs when two subcontractors closed their factories and failed to pay severance to their workers. This articles discusses this and other cases involving overseas apparel factories in which an image-conscious brand like Nike shows its sensitivity - advocates might say vulnerability - to campaigns led by college students who often pressure universities to stand up to producers of college-logo apparel over workers' rights. (Hide)
Article. pdf, 158KB Added 8/4/2010

Blueprint For Corporate Sustainability Leadership
A new model of leadership within the Global Compact, designed to inspire advanced performers to reach the next level of sustainability performance. Identifies leadership criteria linked (More...)
to implementation of principles, efforts to support development objectives and engagement in the Global Compact. (Hide)
Article. pdf, 2052KB Added 8/4/2010

National Institute for Women in Trades, Technology & Science (IWITTS)
IWITTS is a national organization that provides tools to educational institutions, police departments, employers, and women and girls themselves to help successfully integrate women into non-traditional (More...)
and male-dominated careers -- such as technology and law enforcement -- via trainings, publications, products, e-strategies, and research projects. Careers can range from automotive technician to pilot, computer networking technician, telecommunications engineer, electrician and police officer. (Hide)
Web. Added 2/16/2010

Report broken link

Recommend a Resource