TOOLS AND TIPS ON GENDER IN BUSINESS

Welcome: Gender Toolkit for SMEs

Click on the logos to find out more who we are

Gender Mainstreaming Tool for SMEs

Interactive self assessment tool for SME owners to analyse gender mainstreaming in their business

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Gender Mainstreaming Tool for SMEs

Interactive self assessment tool for SME owners to analyse gender mainstreaming in their business

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This gender mainstreaming toolkit is designed for SMEs in fragile contexts and rural communities. It aims to:

1. Enable you to assess and identify general gender gaps.
2. Demonstrate that gender inclusion actions help business efficiency & profitability.
3. Guide you on improvements and application of resources.

Link to SDGs incl SDG 5 on gender equality

Gender Glossary

How it works

• There are 20 self assessment questions in this tool
• Each question has four answer options
• Click on the option most appropriate for you
• Each answer will lead to tips, knowledge, tools or links
• Buttons like those below, are clickable for more info

• Navigate back and forth with the gray side buttons

+ info

The Structure

Every aspect of your business has gender dimensions.

Employee Retention

Company Policies

Employee Recruitment

Products, Services & Clients

Business Leadership

Training & Development

The Structure

Every aspect of your business has gender dimensions.

Employee Retention

Company Policies

Employee Recruitment

Products, Services & Clients

Business Leadership

Training & Development

The Structure

Every aspect of your business has gender dimensions.

Employee Retention

Company Policies

Employee Recruitment

Products, Services & Clients

Business Leadership

Training & Development

Business ownership & sr leadership

KKCF Gender toolkit Map

Workforce composition

Women recruitment strategy

Training and development

Employee recruitment

Training and development

Learning Needs Assessment

Maternity/ paternity

Community outreach

Flexible work arrangement

Products and services women

Health coverage

Equal pay

Awareness women clients

Products, services and clentele

Employee retention

Leave, compensation , sickness & protection

Gender Respomsive Supply Chains

Menstrual care & breastfeeding

Feedback

SGBV awareness

Business leadership

Leadership style

SGBV policies

SGBV & other gender policies / standards

Women empowerment

Other policies and standards

Section 1: Recruitment

Q1a. Which % of the company's (senior) management, are women?

0 (no women)

Less than 30%

30%

More than 30%

Section 1: Recruitment

Q1b. Which % of the company's board currently are women?

Don't know no board

Less than 30%

30%

More than 30%

Section 1: Recruitment

Q1c. Which % of the company's shareholders currently are women?

Don't know / no shareholders

Less than 30%

30%

More than 30%

Did You Know?

• Kenya adopted the 'one-third gender rule' as constitutionalprovision (added in 2010) to promote gender equality and representation in decison making bodies.

• KKCF promotes it for better gender representation in managerial positions.

Section 1: recruitment

Q2. Which % of your employees are women ?

0 (no women)

Less than 50%

50%

More than 50%

Did you know?

• Gender diversity increases productivity.
• A more productive workforce translates to higher profits.
• Diverse teams tend to be more creative
• And better at problem-solving.
• This can make your business more competitive

GUIDE TO INCREASING GENDER DIVERSITY FROM THE WORKFORCE TO THE BOARDROOM

Did you know?

• Gender diversity increases productivity.
• A more productive workforce translates to higher profits.
• Diverse teams tend to be more creative
• And better at problem-solving.
• This can make your business more competitive.

We know...

it is not always easy to find the right person for the job. Especially in higher management levels. Recruiting and retaining women in particular, may require special interventions. Want to know how?

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Section 1: REcruitment

Q3. Does your business have a recruiment strategy that targets women or ensures diversity?

Yes, and we implement

Yes, but not implemented

We don't have

We don't need this

Did You Know?

The ways of hearing about employment opportunities are different for men and women? The ability and willingness to compete for jobs are different. Men and women may have different job needs and preferences for incentives.

Awesome

Diversity is good for business. You're on the right track! You still may want to see our tips and resources?

INCLUSIVE RECRUITMENT STRATEGIES in 5 STEPS

Click the orange button to unpack the steps, click + sign for more info

Inclusive role design and job adverts

STEP

Attracting diverse candidates

STEP

Unbiased selection process

STEP

Skills-based assessments

STEP

Offer reasonable adjustments

STEP

1. Inclusive role design and job adverts

Job Write Up

Person requirement

• Be transparent about the salary and other benefits and policies available.
• Describe the role as it stands today, Don't copy and paste.

• Make role requirements clear, specific and behaviour based.
• Ensure skills are gender neutral and non-discriminatory.
• Ensure job does not imply gender preference.

Being diverse requires going the extra mile to recruit. Here are tips and links.

Link to the gender decoder to detect bias in job ads

More tips on inclusive recruitent, equitable feedback

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Language

Use gender neutral and inclusive language. See examples

Back to steps

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2. Attracting Diverse Candidates

Link to Guide on Setting Diversity Targets

Tips

• Set targets for diversity across the recruiment pipeline
• Go beyond regular social media and adverstise where marginalized can access them.
• Engage with diverse communities, refugee-led organizations, CBOs, women's groups.
• Create diverse interview pannels, think about gender, age, ethnicity
• Ask other employees to share the job posting.

+ info

Did you know? Men and women have different ways of hearing about employment.Women may not hear about opportunities in male-dominated field, and vice versa. Men usually have larger (online) social or professional networks.

+ info

Back to steps

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3. Unbiased Selection Process

Link to Guide on How to Run Structured Interviews

Tips

• Never interview a candidate alone.
• Create a diverse interview pannel, think about gender, age, ethnicity.
• Conduct structured interviews with standard questions for all candidates.
• Use structured scoring scales (e.g. 1 to 5).
• Review all scores before shortlisting.
• Always do reference checks - previous employers or schools.
• Certificates of Good Conduct are optional.

It's important to be aware of (unconscious) bias when selecting candidates.

Unconscious bias is when our brains make quick judgments based on stereotypes or preconceived ideas, without us even realizing it.

Back to steps

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Back to steps

4. Skills-Based Assessments

Link to Guide on Skills-based Assessments

Tips

Skills based assessments should resemble the real job tasks.

• Technical job? Ask for a sample of work.
• A customer-facing role? Role-play a situation to resolve a challenging customer interaction.
• Data analysis? Analyse a dataset and pull out key summary statistics.
• Training role? Faciliate a short training session.
• Stakeholder management and communication? write a brief email to a potential client.

Can be done through sample tasks, situational judgement test, simulation or assessment centres.

Back to steps

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5. Offer Reasonable Adjustments

Link to Guide on Reasonable adjustments

Examples

• Adjust workplace facilities (e.g accessibility ramps).
• Allocate some duties to another worker.
• Allow flexible working or hydbrid working.
• Allow absences for rehabilitation or treatment.
• Specialized equipment, e.g assistive technology.
• Transport to the workplace.
• Adjusted working hours after a medical or other prolonged absence.

Discuss to understand the special needs of your employees and offer adjustments.

See Overview of Types of Assistive Technology & Devices

Back to steps

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Let's assess our gender beliefs. Are men and women workers different? With different physical and mental abilities?

True or false: Gender statements quiz

SKIP

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1/7

2/7

3/7

4/7

4/7

5/7

6/7

7/7

Gender Stereoptypes...

Are generalized beliefs about what men and women should or can (not) do.

Our gender beliefs are influenced by our societies, culture and childhood. Don't let gender stereotypes or gender bias limit your recruitement strategy.

Four Types of (Harmful) Gender beliefs

Click the Question Marks for more info

Domestic roles

Personality traits

Professional

Physical appearance

He Works, She Works, but what different impressions do they make?

SeCTION 2: RENTENTION

Q4. Does your SME offer paid maternity and paternity leave / benefits to staff?

Maternity Yes Paternity No

None / not applicable

Yes, both

To some yet, to others no

Did You Know?

Kenyan Human Resource (HR) law stipulates that female employees are entitled to three months fully paid maternity leave. Males (fathers) are officially entitled to two weeks of paternity leave when their legal wife gives birth.

Click 4 more details

SECTION 2: RETENTION

Q5. Does your SME offer flexible work arrangements, in terms of working hours & days?

No, all staff has to work same hours

Yes, only to females/ mothers

No, not possible

Yes, we always accommodate

Did You Know?

• Kenyan law: normal working hours 45 hrs per week. Night workers may not work more than 60 hours weekly.

• The labour law does not clearly provide for rest interval during working hours, but limits work limit to 8 hours a day.

• Youth (m/f) under 16 yrs may not work more than six hours per day.

Click 4 more details

Why Flexible Work Arrangements?

Pros Cons

Reduced turnover of valued staff

Some people may take advantage of flexibility

Better support for working mothers (and fathers)

Less communication and supervision of work

Happier, more satisfied staff

SECTION 2: RENTENTION

Q6. Does your SME offer health cover (WIBA, NHIF, etc)?

Not yet, but we will

Yes to all employees

Yes, most employees, not all

No, we don't

Did You Know?

The Kenyan National Health Insurance Fund (NHIF) is compulsory for all Kenyans above 18 years, with a minimum monthly income of 1,000 kes per month.

Employers submit to NHIF a list of their employee's names, ID etc, together with the rates for each employee that should be deducted.

See how

It covers maternity!

Link to NHIF forms

See NHIF rates employees

What do you Believe About Gender Pay Equality?

Paying men and women different wages for work of equal value is called the gender pay gap. It is illegal but happens a lot in practice.

news article Equity bank

SECTION 2: RETENTION

Q7. Does your SME offer equal pay for men and women staff in the same position?

No, men are paid more

Yes

Don't know / not applicable

No, women paid more

Did You Know?

The gender pay gap in Kenya has widened from 31% percent in 2019 to 46% - 52% in 2022/23. This means that women get paid almsot half compared to men in same positions.

Having (many) children in the household in sub- Saharan Africa is associated with gender pay gaps. Women without children only have a 4% gender pay gap.

Learn all about gender pay gap

Equal pay policy

When two individuals in a company do similar work at the same level of qualification yet are not paid equally, this is wage inequality. Such situations are illegal.

Link to online salary checker Kenya

Link to minimum wages per sector Kenya

SECTION 2: RETENTION

Q8. Are you aware about all aspects of the Kenyan labour law?- Annual leave, Compensation, Sickness and Social Security?

Not applicable to me

Yes fully

Some yes, some no

Don't know

All You Need to Know about Kenyan Labour laws

ICON 2

ICON 1

ICON 3

ICON 4

ANNUAL LEAVE AND HOLIDAYS

SOCIAL SECURITY

WORK AND SICKENESS

COMPENSATION

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overtime, night work, compensation of holidays or rest days

You can write a subtitle here

You can write a subtitle here

PENSION, SURVIVOR BENEFITS, INVALIDITY

You can write a subtitle here

INCOME, medical care, job security

ANNUAL LEAVE, PUBLIC HOLIDAYS, WEEKLY REST DAYS

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SECTION 2: RETENTION

Q9. Sometimes women workers have specific (physical) needs, for example when breast feeding or menstruating. Does your SME accommodate those needs?

Not applicable to me

Yes

No, these are private affairs

Don't know

Did You Know?

The right to breastfeed at the workplace is established in the law in Kenya. Employers are expected to provide space and time for nursing breaks, to feed or express milk. It is not always easy in a small business. We recommend employers to discuss the options with their lactating staff. .

Breastfeeding Mothers Bill 2019

Although employers are not required to assist, they can help with reuseable sanitary pads. Now easily available and affordable in Kenya.

SECTION 3: Policies and protection

Q10. Does your SME have a sexual gender based violence (SGBV) policy?

Yes, but needs implementation

Yes, and we implement

No, don't have but we need

We don't need

Steps in Sexual and Gender-Based Violence Policy Content

Policy objectives and principles

IFC

Survivor/victim-centered approach, Do No Harm, Scope: Employees, Clients and Community

KKCF

Prevention of SGBV

Sensitization, Communication Materials, Recognize Trauma,

An SGBV policy or Code of Conduct outlines your commitment to create a safe and respectful environment for all individuals, regardless of their gender.

Responding to SGBV

Documenting Cases, Confidentiallity, Reporting to UNHCR, Duty to report, Focal points and Due Diligence

Complaints procedures

Download IFC guide to write SGBV Code of Conduct

Informal and Formal Complaints Procedures

Forms of Sexual & Gender Based Violence

SECTION 3: Policies and protection

Q11. Do you know what 'victim blaming' is? And that it has many forms?

I am not sure

Yes, am fully aware

No idea

Remind me

Victim Blaming Can Take Many Forms...

Click the ? for more info

Questioning credibility

Shifting blame

Ignoring systemic issues

Shaming and stigmatizing

Minimizing the impact

Taking a Survivor Centered Appraoch

The Survivor has a right to:

Dignity and respect

Privacy and confidentiality

Choice in course of action

Non-discrimination

National GBV Hotline 1195 National Counseling Hotline 1190

Informed decision making

Taking a Survivor Centered Appraoch

The Survivor has a right to:

Dignity and respect

Privacy and confidentiality

Choice in course of action

Non-discrimination

National GBV Hotline 1195 National Counseling Hotline 1190

Informed decision making

Victim Blaming Language

Next

SECTION 3: Policies and protection

Q 12. Does your SME have a Child Protection policy?

Yes, but needs implementation

Yes, and we implement

No, don't have but we need

We don't need

Did You Know?

Child labour is the exploitation of children through any form of work that deprives them of their childhood, interferes with schooling, and is mentally, physically, socially, or morally harmful.

In Kenya the minimum age for employment in an industrial undertaking is 16, unless they are apprentices. Not all work performed by children is considered child labour, like light household chores can be part of a child's development.

Info

Common Forms of Child Labour in Kenya

Click the Question Marks for more info

Construction

Domestic work

Agriculture

Street hawking

Informal labour

Quarying and mining

Child Protection Policy Content

Compliance with legal regulations

Age limits (18 yrs), Working hours , Identifying worst forms of child labour.

Download child friendly booklet Violence Against Children

Info

Age verification

Birth certificate, Parental consent

Education and environment

A Child Labour policy ensures compliance with laws, protects rights and well being of young workers and demonstrates commitement to responsible business practices.

Educational support for young employees, Safe, healthy and stimulating work environment

Reporting and audit procedures

Childline Kenya, call 116

Did You Know?

The IFC is the largest global development institution focused on private sector in development countries. There are 8 IFC Performance Standards on Environmental and Social Sustainability. These provide a framework for businesses to manage risks and enhancing stability, and enable access to finance to improve competitienes.

Info

SECTION 4: TRAININg AND DEVELOPMENT

Q13. Does your SME have policies or practices for training and empowerment of youth or (refugee) women specifically?

Yes, but needs implementation

Yes, and we implement

No, don't have but we need

We don't need

Did You Know?

Empowering and upskilling women is not only a social responsibility but also a smart business strategy .

SMEs can help women who may be behind catch up, develop their skills and potential, and contribute more effectively to the organization's success. A more diverse, inclusive, and skilled workforce, drives business growth and innovation.

Training and Development Initiatives to Support Women

Click the ? for more info

(Digital) literacy and numeracy

Softskills

Technical and vocational training

Education assistance

Networking opportunities

Mentorship programs

(Youth) leadership program

7 Low-Cost Ways to do Women Empowerment Training

Internal workshops and seminars

On the job training

Government and NGO scholarships

Mentorship and peer support

Let staff lead training or chair meetings

Free online courses and webinars

Info

Rewards and recognitions (Employee of the Month)

Free Online Courses

More Free Online Courses

SECTION 4: TRAINING AND DEVELOPMENT

Q14. Does your SME conduct learning needs assessment (LNA) of staff or communities?

Yes, but can be improved

Yes, we do regularly

No, don't have but we need

We don't need

Steps to Design a Learning Needs Analysis (LNA)

Objectives and job descriptions (JDs)

Based on the business mission and JDs, what are envisaged skills, attidues and competences? Define the problem we're trying to solve

Watch Video: 5 LNA Questions to Ask

Info

Collect data to see gaps

Online surveys, Individual interviews or During job appraisal meetings

A well conducted LNA helps to allocate resources efficiently, develop the workforce and improve performance, it ensures that training efforts are aligned to the business

Prioritze learning needs

Learning is formal and informal, on-the-job and off-the job

Develop a training plan

See forms of training on page 62

SECTION 4: TRAINING AND DEVELOPMENT

Q15. Does your SME conduct training, meetings or outreach to communities, requiring specific gender attention?

Yes, but can be improved

Yes, we do regularly

No, don't have but we 'd like

We don't need

TIPS TO ORGANIZE GENDER SENSITIVE COMMUNITY MEETINGS

Click the arrows to see the steps, click ? sign for more tips

Equal and safe participation of women/men

STEP

Gender balance among speakers/facilitators

STEP

Inclusive facilitation and questioning

STEP

Monitoring

STEP

Gender-specific reporting

STEP

Next

7 Tips to Decide Right Mix of Men/Women in Meetings and Trainings

Decide when to have seperate meetings with men / women

Depending on the setting and topic, anticipate who will join

Info

Then follow up with mix gender meetings

Set targets for participation of men/women, aim for 40%-60%, or at least 1/3 women

Avoid stereoting (e.g. men are aggresors, women are victims)

Invite more women to general meetings and men to gender meetings

Actively involve boys and men to promote gender equality

SECTION 5: PRODUCTS, SERVICES, CLIENTS

Q16. Does your SME consider women and men different needs in design and delivery of goods and service?

Yes, but can be improved

Yes, we do regularly

No, don't, but we need

We don't do, don't need

Did You Know?

Specific women targeted products and services can contribute to the empowerment and well-being of women in Kenya and other similar settings. These services address immediate needs and challenges women face. Health, hygiene, childcare services, safe transportation and clean energy solutions are examples.

Examples of Practical Products & Services for Women

Menstrual Hygiene Products

Childcare Services

Water and Sanitation services

Reproductive Health services

Maternal Health services

Microfinance and Financial Inclusion Services

Affordable and Clean Energy solutions

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SECTION 5: PRODUCTS, SERVICES, CLIENTS

Q17. Does your SME use special approaches to attract and retain women customers? And men customers?

Yes, but can be improved

Yes, we apply regularly

No, don't have but we need

We don't do / Don't know

Did You Know?

Attracting and retaining both women and men customers can be a strategic goal for Small and Medium Enterprises (SMEs). To achieve this, SMEs can adopt special approaches that cater to the specific needs and preferences of each gender.

Strategies to Attract and Retain Women and Men Clientele

Watch

Marketing Research and Segmentation

Inclusive Advertizing

Gender Specific Promotions and Events

Product Diversification

Staff Sensitivity Training

Personalized Marketing & Customer Loyalty

Feedback Mechanisms

Steps in Building Gender Responsive Supply Chains

Supplier Code of Conduct

Purpose and Scope, Key Principles, Diversity & Inclusions, Consequences of Non-Compliance, Capacity Building

Download booklet: Why Gender Responsive Procurement makes business sense

Support minority-led businesses

Promote Youth and Women-led Suppliers as in Kenyan law AGPO - see more

Info

A gender responsive supply chain refers to the integration of gender equality consideration throughout the entire supply chain process, from sourcing raw materials to delivering the final products or services.

Establish gender-responsive procurement

Educational support for young employees, Safe, healthy and stimulating work environment

Engage in collaborative initiatives

Join industry-wide initatives, Multistakeholder forums and Sharing Best Practices

Examples of Inspiring & Inclusive Advertisements Campaigns

SECTION 5: PRODUCTS, SERVICES, CLIENTS

Q18. Do you have a strategy for community and stakeholder engagement?

Yes, but can be improved

Yes, we apply regularly

No, don't have but we need

We don't do / Don't know

Steps in Stakeholder (SH) & Community Engagement Planning

Define Purpose and Requirements

Set your goals - What you want achieve? Define with whom: i, promote partnersip, set expectations, give info, Set Standards and Legislation

Watch Video: ABCD Building Trust in Your Community

IFC Handbook SH engagement

Build Trust

ABCD trust model (Able, Believable, Connected, Dependable). Listen, follow up and appreciate.

Stakeholder engagement and feedback collection are crucial for building strong relationships and making informed decisions. If done well, it can lead to more supportive communities and businesses.

Use Multiple Communication Channels

Open dialogue, Open questions, Online and offline channels and face-to-face meetings.

Collect Feedback and Act Upon it

Categorize and analyze, share internally and think of actions.

SECTION 5: PRODUCTS, SERVICES, CLIENTS

Q19. Does your company have a grievance or complaints mechanism?

Yes, but can be improved

Yes, it is operational

No, don't have but we need

We don't do / Don't know

Steps in Setting up Grievance Mechanisms

Mangement Buy In

Secure senior mangement buy-in, incorporate into company policies, define scope and stakeholders.

Grievance mechanisms are part of IFC Performance Standard 2. Download it.

Design Protocols

Develop grievance reporting procedures and (digital) tools, and training staff and stakeholders.

A grievance mechanisms for workers, contractors and communities allows them to vent their complaints and protect their rights.

Launch and Operate

Communicate the system, e.g. through social media, ensure confidentiality, time processing and resolution.

software TIPS

Review and Improve

Review its effectiviness and improve where needed.

SECTION 6: BUSINESS LEADERSHIP

Q20. Inclusive leadership is the back bone for creating diversity. Are you fully aware of inclusive leadership practices?

Yes, but can be improved

Yes

No, I don't believe in that

Don't know

Some Self Reflection Questions for Managers

We start with some reflection questions. There are no right or wrong answers

Some Self Reflection Questions for Managers

Answer these questions. There are no right or wrong answers - just for reflection

Inclusive Leadership Practices and Tests

3. Transparency and Accountability

1. Self Awareness

Take the leadership transparency test

Do the online awareness test

4. Create a Safe Environment

2. Empathy and Openness

Test your safety leadership knowledge

Do the online leadership quiz

ILO Conventions and Other Resources for Further Reading

Click the numbers for more info

Fundamental Principles and Rights at work

Social Protection

Specific Groups of Workers and Sectors

Company Policies

Employment and HR

Leadership and Governance

Staff Development

Products, Clients and Services

Thank You!

Thank you for your attention. Your feedback is always welcome, we'd love to hear from you!

Thank You!

Thank you for your attention. Your feedback is always welcome, we'd love to hear from you!

Leadership and Governance

• Labour Inspection Convention, 1947 (No. 81) and Recommendation No. 81
• Labour Inspection (Agriculture) Convention, 1969 (No. 129) and No. 133
• Tripartite Consultation (International Labour Standards) Convention, 1976. (No. 144) and Tripartite Consultation (Activities of the ILO) Recommendation, 1976 (No. 152)
• Employment Policy Convention, 1964 (No. 122) and Recommendation No. 122
• Employment Policy (Supplementary Provisions) Recommendation, 1984 (No. 169)

• ILO International Training Centre (2017). Handbook on Gender and Organizational Change

• ILO (2019). The Business Case for Change

• ILO (2017). Breaking Barriers: Unconscious Gender Bias in the Workplace

• ILO (2022). Transforming Enterprises Through Diversity and Inclusion

Reuseable sanitary pads

Companies that produce include KDII and PadMad Kenya. 500-600 Kes per pack

https://padmadkenya.com/

https://kdii.org

Kenya's laws

That protect child rifghts:

• The Constitution of Kenya, 2010 Article 53 of the Constitution of Kenya details the rights of a child which include the right to be protected from abuse, neglect, harmful cultural practices, all forms of violence, inhuman treatment and punishment, and hazardous or exploitative behaviour. • The Children’s Act, 2001 The Children’s Act of 2001 is the guiding statute with regards to children’s matters. • The Basic Education Act, 2013 Section 36 prohibits torture, inhuman and degrading treatment or punishment against the child, be it physical or psychological.

Job adverts

Beyond regular social media:

Through CBOs, RLOS (Refugee-led orgs) PWD networks, women, men and youth groups and associations (on Whatsapp or on notice boards) , marketplaces and communal / social halls / clubs. Through schools, TVETs or universities. Use targeted word-of-mouth – current staff can share the vacancies with their networks

Products, Clients and Services

• UNWOMEN (2017) - The Power of Procurement: How to Source from Women- Owned Businesses• Procter & Gamble. #WeSeeEqual • UN Gender - Checklist for content creators • UN Women - Gender Inclusive Language Guidelines • UN (2022) - Disability Inclusive Communication Guidelines • UNICEF (2020) - Promoting Positive Gender Roles in Marketing and Advertising • Deloitte (2021) - Authentically Inclusive Marketing • LEGO (2021) - Girls are ready to overcome gender norms, but society continues to enforce bias that hampers their creative potential

Inclusive language

This refers to...

To words or images associated with identity-based stereotypes such as masculine / feminine or younger-age stereotypes: masculine language (for example words such as ‘ambitious’, ‘hierarchy’, ‘decisive’) and stereotypically feminine language (for example words such as ‘compassionate’, ‘cooperative’, ‘empathetic’) Similarly, older people may not apply for younger-age words like “vibrant”

• When there is strict sex segregation in the society.
• When the topics of discussion are sensitive and tenuous between the sexes, such as sexuality, reproductive health and gender-based violence When cultural or religious customs strongly discourage or prohibit women and girls to speak up in the presence of men and boys.
• When there is a need to build up women’s self-confidence and capacity.

Same sex meetings can then be follow up by mixed gender meetings.

Staff Development

• UNICEF (2019). Family Friendly Policies: Redesigning the Workplace of the Future • UNICEF (2019). Business and Family-Friendly Policies • Harvard (2011). Project Implicit - test your (un) concious gender bias • UN WOMEN. E-learning: I Know Gender

Fundamental Rights and Principles

• Equal Remuneration Convention, 1951 (No. 100) and Recommendation No. 90
• Discrimination in Respect of Employment and Occupation Convention, 1958 (No. 111)
• Freedom of Association and Protection of the Right to Organise Convention, 1948 (No. 87)
• Right to Organise and Collective Bargaining Convention, 1949 (No. 98)
• Forced Labour Convention, 1930 (No. 29) and Recommendation No. 35
• Abolition of Forced Labour Convention, 1957 (No. 105)
• Minimum Age for Admission to Employment Convention, 1973 (No. 138) and Recommendation No. 146
• Elimination of the Worst Forms of Child Labour Convention, 1999 (No. 182) and No. 190
• ILO (2014). Equal Pay: An Introductory Guide

• ILO (2015). Maternity and Paternity at Work- Law and Practice across the World

• ILO (2019). Women in Business and Management: The Business Case for Change

• ILO (2017). ACT/EMP Research Note. Breaking Barriers: Unconscious Gender Bias in the Workplace

Inclusive language

This refers to...

To words or images associated with identity-based stereotypes such as masculine / feminine or younger-age stereotypes: masculine language (for example words such as ‘ambitious’, ‘hierarchy’, ‘decisive’) and stereotypically feminine language (for example words such as ‘compassionate’, ‘cooperative’, ‘empathetic’) Similarly, older people may not apply for younger-age words like “vibrant”

The 8 IFC Performance Standards (PS)

PS1 - Risk ManagementPS2- Labour PS3- Resource Efficiency PS4 - Community PS5 - Land Resettlement PS6 - Biodiversity PS7- Indigenous People PS8- Cultural Heritage

Specific Groups of Workers and Sectors

Company Policies

• International Center For Research On Women (2018). The Costs of Sex-based Harassment to Businesses: An In-Depth Look at the Workplace • UN Women and ILO (2019). Handbook: Addressing violence and harassment against women in the world of work • ILO. Sample Sexual Harassment Policy

Ask yourself

For your recruitment strategy analysis: 1. Are certain groups less likely to apply? Why? 2. Are certain groups less likely to pass initial selection? 3. More or less likely to accept an offer?

Specific groups of workers / special interests

• Migration for Employment Convention (Revised), 1949 (No. 97), and No. 86• Migrant Workers (Supplementary Provisions) Conventions, 1975 (No. 143), and No. 151 • Plantations Convention, 1958 (No. 110), and Protocol of 1982 - Convention (No. 110 • Nursing Personnel Recommendation, 1977 (No. 157) • Indigenous and Tribal Peoples Convention, 1989 (No. 169)

Employment and Human Resource Development

• Human Resources Development Convention, 1975 (No. 142), and 2004 (No. 195) • Termination of Employment Convention, 1982 (No. 158) and Recommendation No. 166 • Promotion of Cooperatives Recommendation, 2002 (No. 193) • Employment Relationship Recommendation, 2006 (No. 198) • ILO (2017). Breaking Barriers: Unconscious Gender Bias in the Workplace

Social Protection

• Night Work (Women) Convention (Revised), 1948 (No. 89) and 1990 (Revised) (No. 89) and No. 171 + 178• Protection of Wages Convention, 1949 (No. 95) , No. 85; Minimum Wage Fixing Convention, 1970 + 131) • Social Security (Minimum Standards) Convention, 1952 (No. 102) • Maternity Protection Convention (Revised), 1952 (No. 103), No. 95, (2000) (No. 183) No. 191 • Reduction of Hours of Work Recommendation, 1962 (No. 116) • Workers with Family Responsibilities Convention, 1981 (No. 156), and Recommendation No. 165 • Occupational Safety and Health Convention, 1981 (No. 155) and No. 164; Protocol of 2002 and No. 155 • Chemicals Convention, 1990 (No. 170), and Recommendation No. 177 • Part-Time Work Convention, 1994 (No. 175), and Recommendation No. 182 • Home Work Convention, 1996 (No. 177), and Recommendation No. 184 • Safety and Health in Agriculture Convention, 2001 (No. 184), and Recommendation No. 192

Reuseable sanitary pads

Companies that produce include KDII and PadMad Kenya

https://padmadkenya.com/

https://kdii.org