Study on non-legislative initiatives for companies to promote gender ...

Gender equality initiatives 67
gender stereotypes and creating a favourable working environment and atmosphere.
The successful enterprises received an audit certificate.
In the Czech Republic, within EQUAL, the pilot phase of “Genderové audity” (gender
audits) took place with the aim to develop a methodology of gender auditing for
employers. The companies to be audited shall undergo an overall evaluation with regard
to gender equality taking into account various issues such as recruitment, employment
termination, male/female ratio, compensation and benefits, career opportunities,
flexible arrangements, family friendly measures, workplace atmosphere and corporate
culture. The current project is being implemented in Prague. Although there is no label
developed by now, the procedure gives a basis for establishing one in the near future.
Labels with a broader diversity focus
Apart from labels focussing on gender equality one label covering broader issues has
been included in the analysis. The Belgian “Label Gelijkheid Diversiteit – Label Égalité
Diversité” (label equality diversity) aims at the development of a corporate culture that
fosters sustainable diversity management with focus on gender, age, ethnic origin, and
political and religious conviction. As it was inspired by actions at European level and in
neighbouring countries (such as the French equality label – see above), the label
combines management and audit concepts and is conceived as a process. The
organisations awarded with the label have to respect legislation in the field of equality
and non-discrimination, develop and implement a diversity strategy, involve employees
in the process of analysing and planning the diversity strategy and work on continuous
improvement. The label is granted for a three-years-period after a committee has
evaluated the application.
The Label Egalité Diversité/Label Gelijkheid Diversiteit (Label Equality Diversity)
has been elaborated and implemented in reaction to a report by the Belgian Committee
on Intercultural Dialogue that revealed discrimination in the fields of recruitment, salary
and promotion.
Therefore, the objective of the label is to facilitate the development of a corporate
culture that fosters sustainable diversity in terms of gender, age, colour of skin, and
political and religious convictions. All types of organisations, public and private, small
as well as large can apply for the label. In total, 11 fields of action within 3 areas are
considered in the labelling process that is accompanied by independent consultants:
area 1 – pro-diversity culture of the enterprise/organisation:
• formulate and communicate, internally and externally, the engagement of the
organisation to favour diversity and fight against discrimination;
• inform all employees about the diversity policy;
• implement a sensibilisation programme for the employees;
area 2 – pro-diversity in HR management:
• elaborate hiring procedures in favour of diversity;
• envisage specific reception procedures for new employees;
• ensure equal access to training for all employees;
• internal mobility: grant same possibilities to all employees, based on
professional quality and motivation, focus on diversity in upraising procedures;
• adapt working conditions to allow persons of different target groups to perform
at their best;
• analyse the reasons for voluntary and involuntary quits;