ISO/DIS 53800
(Main)Guidelines for promotion and implementation of gender equality and women’s empowerment
Guidelines for promotion and implementation of gender equality and women’s empowerment
This document gives guidance on how to promote and implement gender equality and women’s empowerment. It offers guidelines for organizations to develop the capabilities to achieve a culture of gender equality and women’s empowerment. The guidelines include the framework, resources, policies, tools and good practices enabling contextualization, promotion and implementation of gender equality. This document focuses on the inequality resulting from the gender specific roles assigned to women, girls, men and boys and is applicable to all types of organisations - public or private, regardless of their size, location and field of activity. This document does not address the specific aspects of relations with labour unions or work councils, countries specific compliance and legal requirements on gender diversity. Note: Please refer to 3.5 (now) definition of gender and 3.21 (now) definition of diversity
Lignes directrices relatives à la promotion et à la mise en œuvre de l'égalité entre les femmes et les hommes et de l'autonomisation des femmes
Lignes directrices techniques sur la façon de promouvoir et de mettre en œuvre l’égalité entre les femmes et les hommes dans tous les types d’organisations, publiques ou privées, quels que soient leur taille, leur localisation géographique et leur domaine d’activité. L’objectif est d’élaborer des lignes directrices sur : Les concepts, termes et définitions; L'identification des bonnes pratiques exisantes; La définition d’actions, de stratégies, de politiques pour la promotion et la mise en œuvre de l’égalité entre les femmes et les hommes Sont exclus : les travaux de normalisation connexes sur la diversité dans la gestion des ressources humaines, tels que couverts par l’ISO/TC 260 « Management des ressources humaines »
Smernice za promocijo in uveljavitev enakosti spola ter opolnomočenje žensk
General Information
Standards Content (Sample)
SLOVENSKI STANDARD
oSIST ISO/DIS 53800:2023
01-maj-2023
Smernice za promocijo in uveljavitev enakosti spola ter opolnomočenje žensk
Guidelines for promotion and implementation of gender equality and women’s
empowerment
Lignes directrices relatives à la promotion et à la mise en œuvre de l'égalité entre les
femmes et les hommes et de l'autonomisation des femmes
Ta slovenski standard je istoveten z: ISO/DIS 53800
ICS:
03.100.02 Upravljanje in etika Governance and ethics
oSIST ISO/DIS 53800:2023 en
2003-01.Slovenski inštitut za standardizacijo. Razmnoževanje celote ali delov tega standarda ni dovoljeno.
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oSIST ISO/DIS 53800:2023
DRAFT INTERNATIONAL STANDARD
ISO/DIS 53800
ISO/PC 337 Secretariat: AFNOR
Voting begins on: Voting terminates on:
2023-04-24 2023-07-17
Guidelines for promotion and implementation of gender
equality and women’s empowerment
Lignes directrices relatives à la promotion et à la mise en œuvre de l'égalité entre les femmes et les hommes
et de l'autonomisation des femmes
ICS: 03.100.02
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oSIST ISO/DIS 53800:2023
ISO/DIS 53800:2023(E)
DRAFT INTERNATIONAL STANDARD
ISO/DIS 53800
ISO/PC 337 Secretariat: AFNOR
Voting begins on: Voting terminates on:
Guidelines for promotion and implementation of gender
equality and women’s empowerment
Lignes directrices relatives à la promotion et à la mise en œuvre de l'égalité entre les femmes et les hommes
et de l'autonomisation des femmes
ICS: 03.100.02
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oSIST ISO/DIS 53800:2023
ISO/DIS 53800:2023(E)
Contents Page
Foreword .iv
Introduction .v
1 Scope . 1
2 Normative references . 1
3 Terms and definitions . 1
4 Overall approach and issues .6
4.1 Approach to the document . . 6
4.2 Steps in the implementation of the approach . 7
4.2.1 Step 1 - Understanding the document and its terminology . 8
4.2.2 Step 2 - Analyze the current situation in regard to gender equality . 8
4.2.3 Step 3 - Identify the stakeholders . 8
4.2.4 Step 4 - Identify and prioritize issues on gender equality . 8
4.2.5 Step 5 - Associate stakeholders with issues . 9
4.2.6 Step 6 - Implement a continuous improvement approach (PDCA cycle) . 9
4.3 Integrating the approach into the organization’s sustainability social
responsibility policy . 9
5 The current state regarding gender equality . 9
5.1 General information. 9
5.2 Identifying stakeholders . . 10
5.3 Conducting an overview of the situation within the organization . 10
5.3.1 Data collection . 11
5.3.2 Quantitative elements .12
5.4 Conclusions . 13
6 Guidelines on gender equality .13
6.1 The organization internal dimension . 13
6.1.1 Issue 1: Governance .13
6.1.2 Issue 2: Labour practices . 15
6.1.3 Issue 3: Raising awareness among internal stakeholders . 16
6.1.4 Issue 4: Support for internal stakeholders . 17
6.2 Activity and investments of the organization . 18
6.2.1 Issue 1: Sustainable procurement . 18
6.2.2 Issue 2: Gender budgeting . 19
6.3 External relations of the organization . 19
6.3.1 Issue 1: Outreach to External Stakeholders . 19
6.3.2 Issue 2: Setting up partnerships . 20
6.4 Internal and external communication. 21
6.4.1 Issue 1: Editorial content . 21
6.4.2 Issue 2: Communication action. 21
Annex A Guideline for the development of a grievance mechanism to prevent, detect and
respond to gender-based violence (GBV), including sexual exploitation, abuse, and
harassment (SEAH) internally as well as in engagement with external stakeholders .23
Annex B Indicators of the comparative situation of women and men .29
Annex C List of textboxes .32
Annex D Best practices and examples .33
Bibliography .45
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Foreword
ISO (the International Organization for Standardization) is a worldwide federation of national standards
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described in the ISO/IEC Directives, Part 1. In particular the different approval criteria needed for the
different types of ISO documents should be noted. This document was drafted in accordance with the
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Attention is drawn to the possibility that some of the elements of this document may be the subject of
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This document was prepared by Project Committee ISO/PC 337.
Any feedback or questions on this document should be directed to the user’s national standards body. A
complete listing of these bodies can be found atwww.iso.org/members.html.
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ISO/DIS 53800:2023(E)
Introduction
This document provides guidance on gender equality and women's empowerment.
Gender equality means the achievement of equal rights, responsibilities and opportunities of women
and men and girls and boys, such that no one is disadvantaged.
Despite the real progress that has been made, gender inequalities and gender-based discrimination still
remain very prevalent globally, in all walks of life and in every country.
Societal gender role expectations towards female and male behaviour are reflected in the very
functioning of organizations, including organizational cultures, processes, and hierarchies. Persistent
gender inequalities in organizations mirror the structural discrimination women and girls experience
in society. By way of example, five out of ten women worldwide are integrated in the labour market,
1)
compared with nine out of ten men . Still, once employed, women, worldwide, only make 77 cents for
2) 3)
every dollar earned by men . Women remain in the minority in governing bodies and other position of
power. Concurrently, the paid and unpaid labour is unequally distributed, women and girls dedicating
4)
more time than men and boys to unpaid care and domestic work . Finally, according to the estimates
of the World Health Organization, almost one out of three women worldwide declares having been the
victim of physical or sexual violence during their lives, not to mention the psychological, economic and
5)
social forms of violence .
The purpose of this International Standard is to provide guidelines, definitions, procedures and tools to
public and private organisations in an effort to encourage, support and direct them to make sustainable
progress in promoting and achieving gender equality, both internally and externally. It aims to provide
support in the fulfilment of their legal obligations regarding gender equality by proposing an approach,
methods and operational tools. It is intended to promote a common understanding on the issue of
gender equality, and to complement other instruments and initiatives on this subject.
While women are primarily affected in fields such as the labour market, unpaid care work and sexual
and gender-based violence, gender-based discrimination can also affect men and boys in certain aspects
of life and primarily when they do not conform to typical recognized masculinity roles. Stereotypical
masculine role perceptions can have negative impacts on the lives, health, including mental health,
of men and boys. This is why, in order to address gender inequality, it is important to identify how a
particular organisational action or omission affects gender equality. Only once this has been done can
the gender imbalance be identified, and the appropriate action to address that imbalance be determined.
This is an underlying principle of this standard.
Gender equality is not a women’s issue but should concern everyone and every organization. It is seen
both as a human rights issue and as a precondition for, and indicator of, sustainable people-centered
development. All organisations are in a position to take action for gender equality, taking into account
the organization’s maturity, nature, size and objectives.
In this document, the gender equality objectives follow the understanding that gender is a social
construct. The inequalities targeted are not based on biological criteria, but are the result of the social
norms and constructs learned by or imposed on every individual through socialization processes.
While recognizing the existence of other gender identities, this document specifically focuses on the
inequality resulting from the hierarchical organization of the gender-specific roles assigned to women
and men, girls and boys, due to their prominently structural character on a society-wide scale.
1) ILOSTAT 2020.
2) UNWOMEN
3) Ranking of the feminization of executive bodies in SBF 120 companies – 2019 / HR Convictions – Secretary of
State for Gender Equality and the Fight against Discrimination.
4) International Labour Organization, 2019.
5) https://www.who.int/news-room/fact-sheets/detail/violence-against-women
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DRAFT INTERNATIONAL STANDARD ISO/DIS 53800:2023(E)
Guidelines for promotion and implementation of gender
equality and women’s empowerment
1 Scope
This document gives guidance on how to promote and implement gender equality and women’s
empowerment. It offers guidelines for organizations to develop the capabilities to achieve a culture of
gender equality and women’s empowerment. The guidelines include the framework, resources, policies,
tools and good practices enabling contextualization, promotion and implementation of gender equality.
This document focuses on the inequality resulting from the gender specific roles assigned to women,
girls, men and boys and is applicable to all types of organisations - public or private, regardless of their
size, location and field of activity.
This document does not address the specific aspects of relations with labour unions or work councils,
countries specific compliance and legal requirements on gender diversity.
NOTE Please refer to 3.5 (now) definition of gender and 3.21 (now) definition of diversity.
2 Normative references
There are no normative references in this document.
3 Terms and definitions
For the purposes of this document, the following terms and definitions apply.
ISO and IEC maintain terminological databases for use in standardization at the following addresses:
— ISO Online browsing platform: available at https:// www .iso .org/ obp
— IEC Electropedia: available at https:// www .electropedia .org
3.1
workforce
people who provide a service or labour to contribute to business or organizational outcomes
[SOURCE: ISO 30400:2016, 10.1]
Note 1 to entry: service or labour comprises paid, voluntary, or legally compulsory contributions, irrespective of
their contractual status
Note 2 to entry: workforce includes people defined as workers in ISO 26000, as well as volunteers and persons in
training
3.2
gender-based discrimination
the intentional or accomplished unfavourable treatment of a person, social group or an organization on
the basis of gender.
— Direct discrimination: the intentional or accomplished less favourable treatment of a person, social
group or an organization on ground of gender than another is, has been or would be treated in a
comparable situation;
— Indirect discrimination: an apparently neutral provision, criterion or practice putting a person,
social group or an organization at a particular disadvantage on grounds of gender than another is,
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unless that provision, criterion or practice is objectively justified by a legitimate aim, and the means
of achieving that aim are appropriate and necessary.
Note 1 to entry: gender based-discrimination can intersect and be cumulative with multiple forms of
discrimination
Note 2 to entry: within organizations, gender-based discrimination can be systemic, which involves that whereby
the policies, procedures, practices, routines and or organisational culture of any organization, or combination
thereof, whether with or without intent, contribute to less favourable outcomes within and by the organization
for persons in grounds of gender, more often for women and girls than for men and boy
3.3
gender-inclusive language
language not perpetuating gender stereotypes and making women and men in all their diversity visible
by proactively using all available syntactic rules, lexical fields and choices of word enabling the use of
feminine and masculine forms when they differ and gender-neutral terms
3.4
gender equality
equal rights, responsibilities and opportunities of women and men and girls and boys
Note 1 to entry: gender equality does not mean that women and men, girls and boys, will become the same but
that women’s and men’s rights, responsibilities and opportunities will not depend on whether they are born male
or female
Note 2 to entry: gender equality implies that the interests, needs and priorities of both women and girls, men and
boys, are taken into consideration, recognizing them in all their diversity
3.5
gender
the social attributes and opportunities associated with being male and female and the relationships
between women and men and girls and boys, as well as the relations between women and those
between men. These attributes, opportunities and relationships are socially constructed and are
learned through socialization processes. They are context or time-specific and changeable. Gender
determines what is expected, allowed and valued in a women or a man in a given context. In most
societies there are differences and inequalities between women and men in responsibilities assigned,
activities undertaken, access to and control over resources, as well as decision-making opportunities.
Gender is part of the broader socio-cultural context. Other important criteria for socio-cultural analysis
include class, race, poverty level, ethnic group and age
Note 1 to entry: gender in this definition may refer to gender as defined by national legislations or self-identified
by individuals
Note 2 to entry: gender does not refer to sexual orientation which is an other important criteria for socio-cultural
analysis
[SOURCE: UN Women]
3.6
intrapreneurship
act of behaving like an entrepreneur while working within an organization
Note 1 to entry: this approach consists in encouraging employees to think, act and create in their professional
environment as if they were entrepreneurs themselves
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3.7
organization
person or group of people that has its own functions with responsibilities, authorities and relationships
to achieve its objectives
[SOURCE: ISO 9000:2015, 3.2.1, modified]
Note 1 to entry: the concept of organization includes, but is not limited to sole-trader, company, corporation, firm,
enterprise, authority, partnership, charity or institution, or part or combination thereof, whether incorporated
or not, public or private
3.8
gender parity
relative equality in terms of numbers and proportions of women and men, girls and boys, and is often
calculated as the ratio of female-to-male values for a given indicator
3.9
gender balance
a proportional representation and participation of women and men, girls and boys, between 40% and
60% of either
3.10
stakeholder
individual or group that has an interest in any decision or activity of an organization
Note 1 to entry: an individual, group, or organization who may impact, be impacted by, or perceive itself to be
impacted by a decision, activity, or outcome of a project, program, or portfolio, or organization [A Guide to the
Project Management Body of Knowledge (PMBOK(R) Guide) -- Sixth Edition]
[SOURCE: ISO 26000:2010]
3.11
social responsibility
responsibility of an organization for the impacts of its decisions and activities on society and the
environment, through ethical and transparent behaviour that:
— contributes to sustainable development, including inclusiveness, health and the welfare of society;
— takes into account the expectations of stakeholders;
— is in compliance with applicable law and consistent with international norms of behaviour;
— is integrated throughout the organization and practised in its relationships.
Note 1 to entry: Includes activities on members and workforce of organisations
Note 2 to entry: Social responsibility includes gender equality
Note 3 to entry: Activities include products, services and processes
Note 4 to entry: Relationships refer to an organization's activities within its sphere of influence
[SOURCE: ISO 26000:2010]
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3.12
sexism
any conscious or unconscious act, gesture, visual representation, spoken or written words, practice or
behaviour based upon the idea that a person or a group of persons is inferior because of their gender,
which occurs in the public or private sphere, whether online or offline, with the purpose or effect
of: violating the inherent dignity or rights of a person or a group of persons; or resulting in physical,
sexual, psychological or socio-economic harm or suffering to a person or a group of persons; or creating
an intimidating, hostile, degrading, humiliating or offensive environment; or constituting a barrier to
the autonomy and full realisation of human rights by a person or a group of persons; or maintaining and
reinforcing gender stereotypes
Note 1 to entry: sexism can include forms of indirect violence (hints, jokes, inappropriate and insistent comments
or looks, etc.) or forms of exclusion (informal discussions about work that are not accessible to everyone, etc.)
Note 2 to entry: sexism and sexist behaviour are perpetrated at the individual, institutional and structural levels,
and experienced with detrimental effect at all three levels. At the structural level, sexism constitutes a barrier
to gender equality and to the empowerment of women and girls; whereas men and boys are also restricted in
their capabilities by sexist stereotypes. Gender stereotypes and inherent biases shape norms, behaviour and
expectations, and therefore lead to sexist acts
Note 3 to entry: sexism is a part of a continuum of violence, it contributes to create a climate which may constitute
favourable ground to violence against women or gender-based discrimination
3.13
stereotype
shared beliefs about personal characteristics, usually pertaining to personality traits and the
behaviours of a group of persons
3.14
gender stereotype
socially or culturally preconception ascribing to an individual specific and limited attributes,
characteristics or roles by reason only of membership in the social group of women and men or girls
and boys
3.15
gender responsiveness
outcomes that reflect an understanding of gender roles and inequalities and encourage equal
participation, including equal and fair distribution of benefits. Gender responsiveness is accomplished
through gender analysis that informs inclusiveness.
[SOURCE: UNPP Gender Responsive National Communications Toolkit]
3.16
gender budgeting
application of gender mainstreaming in the budgetary process of public and private organizations. It
involves conducting a gender-based assessment of budgets, incorporating a gender perspective at all
levels of the budgetary process, and restructuring revenues and expenditures in order to promote
gender equality
[SOURCE: Council of Europe (2005), Gender Budgeting: Final report of the Group of Specialists on
Gender Budgeting, Council of Europe]
3.17
gender equality-based public funding
attributing public funds (public contracts, subsidies) with conditionality based on gender equality and
actions to promote and achieve gender equality
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3.18
equal remuneration
(a) the term remuneration includes the ordinary, basic or minimum wage or salary and any additional
emoluments whatsoever payable directly or indirectly, whether in cash or in kind, by the employer to
the worker and arising out of the worker's employment;(b) the term equal remuneration for women and
men workers for work of equal value refers to rates of remuneration established without discrimination
based on sex
[SOURCE: C100 - Equal Remuneration Convention, 1951 (No. 100) - ILO]
3.19
bias
unconscious, conscious or systematic tendency, inclination or opinion that is preconceived or
unreasoned that hinders impa
...
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