1、WOMEN AT WORKChinese companies taking action on gender equalityGuidance and good practices to advance ESG and the Sustainable Development Goals in the Second Half of the 2030 Agenda WOMEN AT WORK|3This guidebook is produced as part of a series of publications to implement the UN Global Compact China

2、 Strategy.The inclusion of company names and/or examples is intended strictly for learning purposes and does not constitute an endorsement of the individual companies by the UN Global Compact.ContentsForeword.5Acronyms and Abbreviations.6Introduction.7 Overview of Global Business and Gender Equality

3、 in the Workplace.8 Reflection on Gender Equality in the Workplace in China.9 Snapshot of WEPs Tool Aggregated Data.11Deep Dive of Business Practices in China.17 Beijing Prudence Interactive Co Ltd.18 China Pacific Property Insurance Co.,Ltd.20 CHINT Global.22 Esquel Group.24 Huawei Technologies Co.

4、Ltd.26 JD.com.28 Lenovo Group.30 Xiamen Airlines.32Guidance and Suggestions:How to promote gender equality in workplace.35 Roadmap Overview.37 Concept Learning and Performance Analysis.38 Capacity Building and Awareness Raising.39 Public Commitment and Leadership Support.39 Goal Setting and Taking A

5、ction.40 Progress Tracking and Reporting.41 Resources and Tools.42PROJECT LEAD,PROJECT TEAM AND ACKNOWLEDGEMENT.43WOMEN AT WORK|54|WOMEN AT WORKSanda OjiamboAssistant Secretary-GeneralCEO&Executive Director,United Nations Global CompactForewordIn the pursuit of equality for female workers around the

6、 world,I find myself constantly inspired by people I meet and challenged to keep demanding transformative action.On a recent visit to the Peoples Republic of China,I took part in a Women Business Leaders Roundtable in Shanghai.This was an inspiring occasion where 18 exceptional business leaders gath

7、ered at the invitation of the UN Global Compact Liaison Office in China to share their stories,reflections and ideas.Our discussions that day revolved around three crucial topics:Unraveling insights into the barriers obstructing women from reaching senior positions,spotlighting practices that can fo

8、ster gender equality across the entire business value chain,and exploring avenues for the UN Global Compact to collaborate with Chinese companies in making impactful contributions to gender equality and,more broadly,the Sustainable Development Goals.What transpired was not just dialogue;it was a res

9、ounding call to action.This publication is a testament to the collective wisdom and commitment that emerged from that extraordinary gatheringa snapshot of where things are at but also a roadmap towards gender equality in the Chinese and global workplace.At the core of this publication lies a visiona

10、ry guidebook,drawing inspiration from diverse industries and women in different jobs and working scenarios in China and beyond.This guidebook aspires to be a guiding light,illuminating the path toward creating gender-inclusive and family-friendly workplaces.It underscores the belief that the economi

11、c empowerment of women is intricately linked to the success of the 2030 Agenda for Sustainable Development and the broader global pursuit of gender equality.Chinas steadfast dedication to womens economic empowerment,exemplified by the 13th National Womens Congress and its ongoing collaboration with

12、the United Nations,underscores the significance of this guidebook.As China prepares to host the Global Leaders Meeting on Gender Equality and Womens Empowerment in 2025,I hope this guidebook can be a timely and practical resource,offering insights and ideas that can influence policies and practices

13、globally.I extend my thanks to all the leaders,male and female,who contributed to this initiative,recognizing that genuine progress necessitates collective efforts.Together,we can construct a future where equality is not merely an aspiration but a lived reality for all.Sanda OjiamboAssistant Secreta

14、ry-GeneralCEO&Executive Director,United Nations Global CompactWOMEN AT WORK|76|WOMEN AT WORKAcronyms and AbbreviationsAI Artificial IntelligenceCoP Communication on ProgressD&I Diversity and InclusionDEI Diversity,Equity,and InclusionEAP Employee Assistance ProgramESG Environmental,social,and govern

15、ance IATA International Air Transport AssociationICT Information and Communications TechnologyKPIs Key Performance IndicatorsSASAC the State-owned Assets Supervision and Administration CommissionSDGs Sustainable Development GoalsSMEs Small and Medium-sized EnterprisesSTEM Science,Technology,Engineer

16、ing,and MathematicsTGE Target Gender EqualityUNGA General Assembly of the United NationsWEPs Womens Empowerment PrinciplesWEPs Tool Womens Empowerment Principles Gender Gap Analysis Tool Introduction WOMEN AT WORK|7Photo credit:UN Global CompactWOMEN AT WORK|98|WOMEN AT WORKOverview of Global Busine

17、ss and Gender Equality in the WorkplaceAs we enter 2024,the global community has made another step closer towards the 30th anniversary of the Fourth World Conference on Women and adoption of the Beijing Declaration and Platform for Action(1995),when the progress on gender equality and the empowermen

18、t of women will be reviewed.The world is also at its critical half-way point to delivering Sustainable Development Goals(SDGs)in 2030,while the review on SDG progress has shown that the world is leaving women and girls behind.Only two indicators under SDG 5 are close to target,and countries still la

19、ck 44%of the data required to track SDG 5.1 More broadly,of the approximately 140 targets that can be evaluated,85%of them are off track or even experienced regression below the 2015 baseline and none of the SDGs are on track for achievement by 2030,according to the 2023 Sustainable Development Goal

20、s Report.2 Global economic development has not been inclusive and the growth achieved has not brought equal and shared benefits to women because of underinvestment in gender equality and lack of gender focus.Jobs created didnt bring enough women to participate in the labour force,and still women spe

21、nd 2.8 more hours than men on unpaid care and domestic work.Womens share of managerial positions remains at the rate of 28.2%,while actions with concrete goals and policies are still needed from business.3 1 UN Women and United Nations Department of Economic and Social Affairs,“Progress on the Susta

22、inable Development Goals:the Gender Snapshot 2023”.https:/unstats.un.org/sdgs/gender-snapshot/2023/GenderSnapshot.pdf2 United Nations,“The Sustainable Development Goals Report 2023(Special edition):Towards a Rescue Plan for People and Planet”.https:/unstats.un.org/sdgs/report/2023/The-Sustainable-De

23、velopment-Goals-Report-2023.pdf3 UN Women and United Nations Department of Economic and Social Affairs,“Progress on the Sustainable Development Goals:the Gender Snapshot 2023”.https:/unstats.un.org/sdgs/gender-snapshot/2023/GenderSnapshot.pdf4 UN Women and United Nations Department of Economic and S

24、ocial Affairs,“Progress on the Sustainable Development Goals:the Gender Snapshot 2023”.https:/unstats.un.org/sdgs/gender-snapshot/2023/GenderSnapshot.pdf5 UN Women and United Nations Department of Economic and Social Affairs,“Progress on the Sustainable Development Goals:the Gender Snapshot 2023”.ht

25、tps:/unstats.un.org/sdgs/gender-snapshot/2023/GenderSnapshot.pdfWith the current slow pace of change,womens share of workplace management positions will reach only 30%by 2050.4By 2025,women globally will still be spending 2.3 more hours per day on unpaid care work than men.5Reflection on Gender Equa

26、lity in the Workplace in China As the engine for jobs,growth,innovation and investment,business is a key stakeholder in advancing gender equality and the economic empowerment of women.As a country which has been leading the global average ratio of female-to-male labor force participation rate in the

27、 21st century according to the SDG Index,6 Chinese businesses in the country stand to benefit from the full participation of women in the workplace.The advancement in alleviating poverty and reducing inequality to achieve the 2030 Agenda made by China couldnt have been achieved without the participa

28、tion and economic empowerment of women.Continuous development of policies and strategic planning at the national level has created an enabling environment and raised the awareness of gender equality in the workplace.In 2022,the Law of the Peoples Republic of China on the Protection of Womens Rights

29、and Interests was revised,with added and refined requirements on equal employment,special labor protection,and sexual harassment prevention,putting forward higher standards for management.Businesses in China are increasingly recognizing gender equality,as outlined in Sustainable Development Goal 5,a

30、s a top global sustainability challenge and consider it an area where they can have a positive impact through the engagement with the UN Global Compact.The launch of the UN Global Compact China Strategy in 2022,which identified“reduce inequality”and“SDG 5”as one of seven priority areas,has been guid

31、ing business in China to maximize their collective impact to accelerate the Sustainable Development Goals both in China and globally.7 Against this backdrop,UN Global Compact launched its Target Gender Equality Accelerator in China in 2022,attracting nearly 50 companies to join.By the end of 2023,ma

32、ny have become signatories of the Womens Empowerment Principles(WEPs)and committed to ambitious Gender Equality Targets through the Forward Faster Initiative.6 Sachs,J.D.,Lafortune,G.,Fuller,G.,Drumm,E,“Implementing the SDG Stimulus.Sustainable Development Report 2023”.https:/dashboards.sdgindex.org

33、/profiles/china7 UN Global Compact,“UN Global Compact China Strategy”.https:/unglobalcompact.org/library/605230%2.3 hours Equal representation,participation and leadership across all levels of management by 2030.Equal pay for work of equal value by 2030.TAKE ACTIONTAKE ACTIONTarget 1Target 2*The gen

34、der targets in the Forward Faster InitiativeWOMEN AT WORK|1110|WOMEN AT WORKTarget Gender Equality Accelerator Closing Event,Shanghai,China.Photo credit:UN Global CompactUN Deputy Secretary-General Amina J.Mohammed speaks at meeting with women leaders in Beijing.Photo credit:UN/Yun ZhaoBusinesses in

35、 China have made significant progress to ensure women are given equal access to economic opportunities,with a growing uptake in engagement with the UN Global Compact and the usage of WEPs Gender Gap Analysis Tool,allowing an entry point to invest in actions to build inclusive workplaces and enhance

36、the implementation of WEPs.Key highlights are demonstrated through the aggregated results of the Womens Empowerment Principles Gender Gap Analysis Tool in the following section.With rising level of interest and actions taken by business,it is important to share first-hand experience,leverage the col

37、lective impact of business not only within the country but also around the globe,and advocate for sustainable,scalable and result-oriented efforts to achieve the SDGs.This guidebook contains a collection of case studies and business guidelines,compiled by the UN Global Compact Liaison Office in Chin

38、a,highlighting the good practices and lessons learned when businesses in China work to advance gender equality.Including Chinas company practices and personal stories of front-line women employees,as well as suggested gender roadmaps and key resources for business to contribute to the collective eff

39、orts towards SDG 5,this Guidebook aims to inspire more companies across China,Asia and the world,to move from commitment to action and advance gender equality.The guidebook applies a special lens on the diversity of workplaces and the challenges of non-traditional workforce and male-dominated indust

40、ries.The very different workplaces from transport,factories,and laboratories to digital apps and sales officesgenerate first-hand lessons learned and effective policies by business,providing practical guidelines and reflections under present economic conditions.Snapshot of WEPs Tool Aggregated DataT

41、he Womens Empowerment Principles Gender Gap Analysis Tool(WEPs Tool)is a business-driven tool designed to help companies from around the world assess gender equality performance across the workplace,marketplace,and community.The WEPs Gender Gap Analysis Tool is composed of 18 multiple choice questio

42、ns across the 7 Womens Empowerment Principles.The tool also covers four management stages commitment,implementation,measurement,and transparencyto ensure commitments are coupled with substantive action to implement the WEPs.The aggregated results presented in this report focus on gender equality in

43、the workplace.WOMEN AT WORK|1312|WOMEN AT WORKPromoting Equitable Workplace Outcomes42%have a nondiscrimination and equal opportunity policy39%take proactive steps to recruit women in traditionally underrepresented roles compared with 29%in 202032%regularly undertake a gender pay gap audit or evalua

44、tion18%publicly disclose the gender pay gapGlobal WEPs Results Snapshot8Ensuring Safe Workplaces76%have a policy/commitment for zero tolerance of violence at work44%track grievances related to workplace violence,disaggregated by sex 38%provide annual training on zero tolerance of violence to all emp

45、loyees compared with 28%in 202030%communicate publicly their approach to ensure an environment free of violence8 The data of the“Global WEPs Results Snapshot”are from WOMENS EMPOWERMENT AND BUSINESS 2022 TRENDS AND OPPORTUNITIES:Progress Amid Pandemic Challenges Across Regions.The data presented in

46、this report are the aggregate results of self-reported data that has not been verified or validated by any of the tool partners(United Nations Global Compact,UN Women or any member of the Inter-American Development Bank Group).It represents responses submitted by global businesses between the tools

47、launch in March 2017 and December 2021.The aggregated global data from December 2021 to December 2023 are still unavailable at the time of this publication.Supporting Working Parents72%provide paid maternity and paternity leave17%provide incentives to encourage men to take paternity leave,while 22%r

48、eport publicly on the number of women who took maternity leave and on the return to work and retention rates11%report publicly on the number of employees using parental or care benefits,disaggregated by sex5%provide on-site childcare and/or referrals for off-site childcare compared with 18%in 2020As

49、sistant Secretary-General,CEO&Executive Director,United Nations Global Compact Sanda Ojiambo Attends Women Business Leaders Roundtable,Shanghai,China.Photo credit:UN Global CompactWOMEN AT WORK|13Photo credit:CHINT GlobalWOMEN AT WORK|1514|WOMEN AT WORKPromoting Equitable Workplace Outcomes65%have a

50、 stand-alone policy or a commitment embedded in a broader corporate policy on non-discrimination and equal opportunity,that specifically addresses gender diversity in recruitment44%offer mentoring programme(s)with specific support for women37%undertake an objective gender pay gap audit or evaluation

51、 by internal or external parties at least every five years to ensure jobs of equal value are remunerated equally44%report publicly to company stakeholders on the number and rate of new employee hires and employee turnover,disaggregated by sexChina WEPs Results SnapshotEnsuring Safe Workplaces84%have

52、 as a stand-alone policy or a commitment embedded in a broader corporate policy that states zero tolerance of all forms of violence at work42%provide annual training on zero tolerance of all forms of violence to all employees,including sexual harassment,and engaging in acts of sexual exploitation of

53、 women and girls while on business travel79%have confidential grievance,resolution,and non-retaliation mechanisms in place47%track the number of grievances related to workplace violence,disaggregated by sexSupporting Working Parents91%provide paid maternity and paternity leave47%provide mentorship/s

54、uccession planning before going on maternity leave77%track the number of women who take maternity leave,and 60%track the number of men who take paternity leave23%offer on-site childcare facilities that are clean and safe or provides childcare subsidies for offsite careWOMEN AT WORK|151.More progress

55、 in Commitment and Implementation and more efforts needed in Measurement and Transparency in China are consistent with global trendsThe WEPs Gender Gap Analysis Tool sets a high bar by encouraging businesses to employ a holistic approach to gender equality and womens empowerment.According to the rep

56、ort of WOMENS EMPOWERMENT AND BUSINESS 2022 TRENDS AND OPPORTUNITIES:Progress Amid Pandemic Challenges Across Regions,the average score for all companies that have used the tool globally is 32 percent.9The average score of Chinas businesses is 39.9 percent,10 situated within the“Improver”category.11

57、 Though efforts are being made by companies,much of that progress is focused on company commitments and some in implementation.More endeavors are needed in the aspects of measurement and transparency,which is consistent with Asian and global trends in the past few years.This demonstrates the need fo

58、r more accelerated,effective and impactful change.2.Good practices of Chinas business actions to promote gender equality in the workplace are mainly demonstrated in three aspectsThe top three areas where companies have an average score on gender equality in the workplace are maternity leave,eliminat

59、ion of violence,harassment,and sexual exploitation as well as female employees health,safety,and hygiene,closely followed by non-discrimination equality in policy and recruitment.Specifically,though many companies attach great importance to the policies and the impact of maternity leave,more compreh

60、ensive actions to support working parentssuch as extended paternity leave and caregiver benefitsare still needed.In terms of ensuring a safe workplace,theres a major uptake to commitment and policies,which lays a good foundation to move beyond and to enhance the implementation and tracking.Similar t

61、o most of the companies in Asia and around the globe,the scores of Chinese companies accessing quality health service are relatively lagging behind.9 The data are from WOMENS EMPOWERMENT AND BUSINESS 2022 TRENDS AND OPPORTUNITIES:Progress Amid Pandemic Challenges Across Regions.10 This data and the

62、data of“China WEPs Result Snapshot”are the aggregate result of self-reported data that has not been verified or validated by any of the tool partners(United Nations Global Compact,UN Women or any member of the Inter-American Development Bank Group).It represents responses submitted by businesses in

63、China between December 2nd 2021 and December 1st 2023.11 Category Score:Beginner:75%.WOMEN AT WORK|1716|WOMEN AT WORKDeep Dive of Business Practices in China WOMEN AT WORK|1716|WOMEN AT WORKPhoto credit:Esquel GroupWOMEN AT WORK|1918|WOMEN AT WORK COMPANY EXAMPLEBeijing Prudence Interactive Co.,Ltd.

64、Visionary company serving the visually impaired sets it sights on gender equality tooBeijing Prudence Interactive is an innovative start up which was set out six years ago with a singular vision:To improve life for people who are blind or visually impaired.Leveraging technologies such as the interne

65、t,5G and artificial intelligence,the SME creates mobile internet communities,entertainment products,training and services for the 1.1 billion people around the world,including 17.5 million in China,who have little or no ability to see.And now,after joining the UN Global Compact in 2023,the company h

66、as added another ambitious goal to its mission:To build a fully inclusive workforce with a 50-50 gender balance.“We have a long learning journey ahead of us,but gender equality is important to us,”said Wang Lu,the Deputy General Manager at Prudence Interactive,who goes by the English name Ice.“Joini

67、ng the UN Global Compact has helped us understand sustainability and follow the Ten Principles which will help us fulfill our environmental and social responsibilities as a growing company,”she said.Currently,about 30 percent of staff are female and 70 percent of the total workforce are people with

68、varying degrees of disability.They are employed in roles such as programmers,anchors,copywriters and product managers not only for their technical skills but also their knowledge of the customers they serve.Products include a mobile screen reader used in more than 100 countries,an online community p

69、latform,an online game called“Battle Against Darkness”,on sale in the Apple store in 20 languages,as well as various training programmes to teach people life skills to help them get out and about.“We shape the world with sound.Our customers cannot see the world,but we want the world to see them,”sai

70、d Ms.Wang.The overlapping vulnerability of women with disabilities like Zhou Tong,the Head of New Media Operations,caught the attention of the company while implementing its HR policies.“In my previous experience of job searching,I came across a lot of obstacles as a person with disabilities,not to

71、mention that I am a female,”said Ms.Zhou who had many part-time and short-term jobs before finding a full-time position at Beijing Prudence Interactive.Therefore,to support its female employees,especially those with disabilities,the company adopts a flexible working policy that allows them to work b

72、oth online and offline.“Many of our positions and work are designed to be hybrid,so many of our employees,such as customer service,anchors,and product managers can work online,”said Ms.Wang.“With this policy,we want to address a major difficulty for staff with disabilities their commute to work.”“An

73、other important purpose is to create flexible working hours to ensure a work-life balance,which allows both male and female colleagues to take care of family responsibilities,”she added.Such flexibility also applies to parenting.In addition to statutory maternity leave of 128 days and paternity leav

74、e of 15 days,the company also provides 14 days of extra maternity and paternity leave as well as flexible working hours for female employees during the post-natal period.Just like other SMEs,Beijing Prudence Interactive faces the challenges of mobilizing resources to systematically design and delive

75、r their plans in gender equality,but Sector:Internet and Information Services#Employees:40UN Global Compact participation year:2023TGE participation year:2023Forward Faster Initiative Commitment:Equal representation,participation and leadership across all levels of management by 2030PROFILE STORYBei

76、jing Prudence Interactive Co.,Ltd.Zhou Tong,Head of New Media Operationsjoining the UN Global Compact and participating in the Target Gender Equality Accelerator(TGE)has helped them develop an actionable gender equality roadmap.“Established in 2017,the company is still quite young.Although we had ou

77、r own policies for hiring and managing employees,our work on gender equality and HR management was not so systematic and detailed,”Ms.Wang explained.The Target Gender Equality Accelerator provides tailored performance analysis through the Womens Empowerment Principles(WEPs)Gender Gap Analysis Tool,w

78、hich allows companies of different sizes to set priorities and plan actions based on their actual gaps and resources available.“Through the data from WEPs tool performance analysis workshops,we learned how to set goals to enhance womens leadership and use the templates and Having been born blind,33-

79、year-old Zhou Tong has spent her entire life overcoming many challenges but,in her role at Prudence Interactive,gender discrimination is not one of them.“Even the interview for this job left me feeling good.I was a 29-year-old female but I was not asked whether I was married or had children and,ever

80、 since,I dont feel I have been treated differently because I am a woman,”she said.After a friend encouraged her to apply,Ms.Zhou joined Prudence four years ago.She started off doing social media and then worked in planning and training before frameworks provided by the Accelerator to develop a compr

81、ehensive action plan to achieve these goals,”said Ms.Wang.“After each training,we also reported and discussed the issues with our team members in relevant functions,and reflected deeply aiming to incorporate learning into the actions to advance gender equality in the workplace.”“We have witnessed an

82、 increase in the proportion of female staff through our efforts in staff development and equal promotion.But with the guidance from the TGE Accelerator,we want to achieve equality,50/50,among all employees,as the next step,”said Wang Lu.“Next year,following the TGE training,we will take actions to m

83、ake it happen,such as more internal trainings and awareness raising.”“Women play an important role in society and women have the same abilities as men.So we aim to give all our employees the same opportunity,”Ms.Wang added.being promoted to her current role as Head of New Media Operations.Asked how

84、her employer has enabled her career development,Zhou said:“Working here,I feel women are treated as equals.I really believe in the products we provide and that motivates me to stay.”“There have been no limits to my personal and professional growth and I have been encouraged to try new things,”she sa

85、id,adding that her work-life balance is fair but she is happy to work overtime occasionally for the needs of the company when deadlines demand it.“The technology we are developing is quite gender-responsive.Generally speaking,networking opportunities for people with vision impairment are very limite

86、d so the games and social communities that we produce expand those opportunities,especially when it comes to women.”“Through our products,people with vision impairment have an opportunity to get to know other people in the community.There are many examples of people who met and got married on our pl

87、atforms.That is one reason I really like the products we make,”said Zhou,who got married five years ago to someone she met through her work.Asked about her hopes for the future and career progression,Ms.Zhou said:“I really believe technology can help people like me to navigate their lives and the wo

88、rld around them better.I also hope it can help others know more about our challenges and learn to see us as regular people just like them.”Photo credit:Beijing Prudence Interactive Co.,Ltd.Photo credit:Beijing Prudence Interactive Co.,Ltd.WOMEN AT WORK|2120|WOMEN AT WORK COMPANY EXAMPLEChina Pacific

89、 Property Insurance Co.,Ltd.State-owned insurance giant steadily trains and promotes its way towards gender equality China Pacific Property Insurance Co.,Ltd.(CPPIC)is a provider of insurance services,including auto,property,short-term health insurance,accidental injury insurance,and more.Headquarte

90、red in Shanghai,CPPIC is a subsidiary of China Pacific Insurance(Group)Co.,which is listed on the Fortune Global 500 for the 13th consecutive year,ranking 192nd in 2023.This parent company is also the first insurance company to be simultaneously listed on the Shanghai,Hong Kong,and London Stock Exch

91、anges.Before joining the UN Global Compact in 2023,CPPIC was actively involved in social and development issues by leveraging its strengths in talent,technology,and resources.A notable initiative is the“Poverty Prevention Insurance”launched in 2017,an innovative insurance service aimed at safeguardi

92、ng families from the catastrophic consequences of a natural disaster or an education or health emergency.This commercial anti-poverty insurance product in China has served over 50 million female beneficiaries in six years.“CPPIC adopts ESG(Environmental,Social,and Governance)practices at a strategic

93、 level,”said Tao Lei,General Manager Assistant and Board Secretary of CPPIC.“In staff recruitment,training,promotion,and management,we strictly adhere to national policies and regulations,ensuring no gender discrimination or differentiation.Everything is conducted on a gender-equal basis,”she added.

94、As of the end of December 2023,among all 55,225 employees of CPPIC,25,754 are female,accounting for 46.6 per cent of the total workforce.“During the three years of the COVID-19 pandemic,there was a global decline in the womens employment rate and income level.However,CPPIC successfully increased the

95、 percentage of female employees for three consecutive years from 2021 to 2023,”said Ms.Tao.Additionally,the percentage of female employees with higher academic qualifications(bachelors degree and above)in the company has been increasing yearly:39.8 per cent in 2021,41.5 per cent in 2022,and 42 per c

96、ent in 2023.“I dont feel any gender inequality in our company,”said Chai Qin,Senior Manager of the Technology Innovation Centre,Technology Project Management Department at CPPIC.“I started in an R&D position and now Im in a planning position.This is a career promotion for me.”“I was also chosen as t

97、he lead of our companys running group.I organise running activities,and my male colleagues are very supportive,”she added.To further support its talents,the company has launched a series of online and offline training and personnel development programmes.Among these,the Trainee Director programme is

98、 aimed at employees under 35,helping them to be the next generation of the companys senior management.A total of 764 female employees have benefited from this programme.“This isnt my first training at the Head Office,”said Song Jialin,a Trainee Director at the Head Office.“However,for the Trainee Di

99、rector programme,only 30 out of 50 candidates were selected,so I really want to cherish this opportunity as much as possible.At the Headquarters,I can engage in more in-depth Sector:Nonlife Insurance#Employees:55,225UN Global Compact participation year:2023TGE participation year:2024PROFILE STORYChi

100、na Pacific Property Insurance Co.,Ltd.Tao Lei,General Manager Assistant and Board Secretarydiscussions with senior leaders and colleagues,gain new knowledge and experiences,and accelerate my personal development.”“At CPPIC,both women and men have equal opportunities to advance,as long as they demons

101、trate excellence in their work,”Ms.Song added.Another flagship personnel development programme is the“Management Talent Cultivation Plan”.Launched in 2018,this initiative focuses on nurturing professional talent,particularly cultivating leaders and professional teams.As of 2023,2,006 staff have been

102、 selected to this programme,with women representing 49.6%of the participants.“When the company provides equal platforms and opportunities for both genders,its essential for more female employees to step forward,showcasing their strengths and professional value.This will lead to recognition and more

103、opportunities,”said Ms.Tao.Tao Lei is a women in senior management at China Pacific Property Insurance and she puts her rise to the top of the state-run company down to hard work and strong performance.Asked if she sees herself as a trailblazer for other women,she modestly replies:“I hope I can play

104、 a positive role in inspiring others.”She is confident there is a strong cohort of female managers coming up behind her.Just over one third(36 per cent)of managers at the mid-level are women and a recently-introduced Management Talent Cultivation Plan saw the recruitment of an almost equal number of

105、 women and men(49 v.51 per cent).Although Ms.Tao is currently the only woman in CPPICs senior management,the company has seen an increasing percentage of women in management roles in recent years36.1%of mid-level management staff are female in 2023.“Senior management is drawn from mid-level manageme

106、nt,which in turn is drawn from entry-level positions,”said Ms.Tao,“We can certainly expect a 50-50 gender representation in the future.”In 2024,CPPIC is joining the Target Gender Equality Accelerator(TGE)to strengthen its contribution to corporate gender equality.“The UN Global Compact and Target Ge

107、nder Equality provide a lot of guiding principles,methodologies,tools,and communication platforms.By incorporating what we learn from these resources and adopting scientific methods,we would be able to achieve the 50-50 ratio more swiftly,”Ms.Tao explained.“We dont really need to remove obstacles fo

108、r women,we just need to build an inclusive workforce and create the right environment so that women can grow alongside men,”she explains.“We need women to bravely stand up and be seen and,when we recruit,we should look at demand rather than gender.We recruit and train employees on an equal basis.Per

109、formance should be prioritized,”she adds.Having committed itself to ESG leadership and the Ten Principles of the UN Global Compact in 2023,the state-run insurance group has a dedicated team working on goal setting and systems across its management structure as well as an online learning platform for

110、 staff to help improve knowledge of ESG for professional development,training and career planning.“As part of our ESG strategy,we treat all employees as valuable assets and offer equal career planning,”says Ms.Tao.She also recognizes the valuable role that male employees play in supporting gender eq

111、uality in the workplace,citing an example a couple of years ago when three out of 15 of her staff on one team needed to take maternity leave at about the same time.“Men can be very inclusive and generous to female colleagues by stepping up to do the work while they are away,”she adds.Asked about how

112、 the role of gender equality has changed the company in recent years,Ms.Tao replies:“We believe in the strength that women can bring to our business.Female managers are very detail-oriented and female management can be a strong force for execution.”Photo credit:China Pacific Property Insurance Co.,L

113、td.Photo credit:China Pacific Property Insurance Co.,Ltd.WOMEN AT WORK|2322|WOMEN AT WORK COMPANY EXAMPLECHINT GlobalSmart energy solution provider empowering women around the worldCHINT Global is a smart electronic and clean energy solution provider with an ambitious mission to“empower the world”.S

114、oon after the companys formal set-up in 2020,CHINT Global joined the UN Global Compact as a participant in 2021 and quickly discovered that a key pathway to achieving its ambition is to empower the women in its workforce.Its parent company,CHINT Group Co.,Ltd.,founded in 1984,has consistently pursue

115、d a strategy of“industrialization,technologization,internationalization,digitalization,and platformization.”Operating in over 140 countries and regions,CHINT Group employs over 50,000 people globally.In 2023,CHINTs operating revenue reached$21.59 billion,and the company has been listed among the Top

116、 500 Chinese Enterprises for over two decades.“The Ten Principles of the UN Global Compact has helped us frame our thinking about womens empowermentlike a reminder to everyone,”said Lily Zhang,the President of CHINT Global.“Even if we all acknowledge that men and women are equal,in a traditionally m

117、ale-dominated industry like ours,without a guiding principle,people easily forget.To create new habits,reminders are necessary both externally and internally,”she explained.In 2022,CHINT Global became a signatory of Womens Empowerment Principles(WEPs),a set of Principles offering guidance to busines

118、s on how to advance gender equality and womens empowerment in the workplace,marketplace and community.The company also participated in the UN Global Compacts Target Gender Equality Accelerator(TGE)in both 2022 and 2023 to further strengthen their progress on gender equality.“At the moment,our workfo

119、rce consists of about 40%female and 60%male employees.We monitor these ratios annually during recruitment,”said Eric Gu,the Head of Human Resource of CHINT Global.“Of course,qualification and capability are paramount for any potential employee,and we find no shortage of highly qualified female appli

120、cants in China.”Womens empowerment policies are also integrated into the companys operations post-recruitment.Beyond national and local statutory paid maternity leave capped at a maximum of 158 days,CHINT Global offers a“one-hour early departure”for female employees with a baby under one year old,an

121、d 10 days per year of“childcare leave”for employees with children younger than three.The company also provides a maternity room for new mothers.“I faced no difficulties or obstacles at work after returning from my pregnancy,”said Sarah Zhang,a PV Application Manager at CHINT Global and also a mother

122、 of two children.“When I was pregnant,the company immediately assigned an engineer to assist me.Upon my return,we were able to hand over the work seamlessly,”she added.“CHINT Global ensures two days off per week,greatly helping work-life balance.”“I have my child and parents to take care of but I al

123、so have time for my own hobbies and a fulfilling life after work,”said Li Xia,a Winding Inspector at CHINT Global.Having started as a Winder,she says she was attracted to the company due to its reputation in supporting employees career development.Sector:Electronic&Electrical Equipment#Employees:mor

124、e than 2,000UN Global Compact participation year:2021WEPs signatory since:2022TGE participation year:2022 and 2023Forward Faster Initiative Commitment:Equal representation,participation and leadership across all levels of management by 2030;Equal pay for work of equal value by 2030.PROFILE STORYCHIN

125、T GlobalAmy Fan,Country Manager,Kenya and Regional Head of Southeast AfricaThis reputation also helps in attracting talent to the company in globally.Ilaria Zanetti,a marketing professional in Italy who faced challenges in persuading her previous employers to believe that a woman like her deserves a

126、 leadership role,is now thriving as a marketing manager at CHINT Global in Italy.“CHINT Global allows me to balance work and life,gives me space for my ideas,encourages my self-development,and empowers me by providing opportunities to try new things,”explained Ilaria.“In the future,I hope to attend

127、a business and administration course so that I can manage not only marketing,but also more general business as well.”CHINT Globals business now extends to more than Having studied and majored in administration,Amy Fan started her professional career at CHINT Global as a documentation clerk in 2006 b

128、ut was always ambitious to try new things.But when she applied to join the sales team,one of her male colleagues tried to alert her,telling her that sales can be very difficult and challenging to get started with for an entry-level girl.“I wanted to be more customer-facing and was very ambitious.I w

129、as ready for the job and did manage to switch to the sales team,”she explained.Now,with more than a decade of sales and corporate success behind her,Amy represents the company abroad as Country Manager,Kenya and Regional Head of Southeast Africa.Out of 10 country managers,she is one of three women 1

130、40 countries.Yet,the company aspires to more than just business expansion.At CHINT Global,the average annual income ratio of male and female employees is now 6:4,and 30 per cent of management level leaders are women.By joining the UN Global Compacts Forward Faster Initiative in 2023,CHINT Global has

131、 committed to take corporate actions in achieving ambitious targets of“equal pay for work of equal value by 2030”and“equal representation,participation,and leadership across all levels of management by 2030”.“Just create more opportunities for women,and they will never let you down,”is the message M

132、s.Lily Zhang hopes to convey to all other companies and industries.driving the companys business interests overseas.Based in Nairobi for more than eight months a year,she misses her husband and families in Shanghai and now has to navigate a very male-dominated professional environment.“Most of our c

133、ustomers and about 70 per cent of my colleagues are men,but they are always very respectful,”she says.“I do have many cross-cultural challenges to deal with and Lily,my boss,is very supportive.A female boss can give you good advice.”Under her leadership,CHINT Global has recently set up a new warehou

134、se in Kenya enabling the company to effectively respond to market emergencies and improve regional after-sales service.It also supports expanded sales channels and has improved the competitiveness of CHINT products in the local market.The new“customer-centered”warehouse can better respond to custome

135、r needs,shorten delivery cycles and improve customer experience.In the future,the Kenyan warehouse will continue to expand its service scope,fully covering the markets of Uganda,Tanzania and Rwanda by the end of 2024,and expand the markets of 10 countries in East and Southern Africa by 2025.While Am

136、y says she has never seen gender equality as a particular problem in China,she recognizes it is in some of the African countries where she works and she tries to support womens empowerment and economic advancement where she can.“Where possible,I try to recruit female colleagues too,”she says.Photo c

137、redit:CHINT GlobalPhoto credit:CHINT GlobalWOMEN AT WORK|2524|WOMEN AT WORK COMPANY EXAMPLEEsquel GroupGlobal textile and apparel provider committed to equal opportunities since 2000Esquel Group is a well-known textiles and apparels service and solution provider that intertwines business with a comm

138、itment to sustainability.Established in 1978 and operating from China,with its headquarters in Hong Kong,the company has consistently advocated for gender equality and sustainability,weaving these key values into its corporate culture.As the first Chinese company,and one of the first companies world

139、wide,to join the UN Global Compact when it was launched by UN Secretary-General Kofi Annan in 2000,Esquel has spent more than two decades implementing a comprehensive set of policies to ensure an equitable workplace.As articulated in their code of conduct established in 2005,the company has ingraine

140、d principles of non-discrimination and equal pay within its strategic goals.“Since 2000,Esquel has integrated the Ten Principles of the UN Global Compact into the Groups strategic planning and decision-making process.Gender equality is not a standalone policy but is integrated into our overall strat

141、egy.We ensure that our policies are clear on non-discrimination and harassment,translating them into various languages and displaying them across all factories and departments to ensure everyone is aware,”said Shirley Xu,Senior Manager for Sustainability and Social Responsibility.In 2022,Esquel said

142、 it received more than 690 pieces of employee feedback,none of which pertained to inequality or inclusivity issues.“Our approaches are not merely top-down,but also bottom-up.We have appeal mechanisms not only at the Group level but also at the factory level,allowing our employees to submit appeals t

143、hrough various channels.They can choose to submit through a hotline,letters,social media channels,real name or anonymous whatever our employees are most comfortable with,”explained Ms.Xu.Believing that every employee has the potential to be an agent of positive change,Esquel also places a high prior

144、ity on developing leadership and technical skills across the company,regardless of gender.They offer an array of training programs tailored to enhance the management capabilities of their employees at different levels.“Ive been with Esquel for 20 years,starting as an operational trainee.The companys

145、 emphasis on growth and opportunity has seen me through multiple roles,now leading Technical Services Department in the Knitting Mill.”explained Ms.Yin Xiuhe,Senior Manager of Knitting Mill Technical Services Department.“In Esquel,training and development are not just about improving skills;theyre a

146、bout shaping leaders for the future.Our programs reflect this philosophy,offering equal opportunities to all.I see so many elder sisters working in the management level which makes me believe that I can have a try too,”said Ms.Yan Qing,currently the Associate Director at Technical Center of Excellen

147、ce,having overseen significant growth and managed thousands of employees.As the first company in the textile and apparel industry to provide continuing education and academic enhancement opportunities for frontline employees,Esquel has partnered with the Open University of China on an academic enhan

148、cement programme since 2015.The programme has fully funded 1,519 employees,805 or 53 per cent of whom are female employees,to obtain college degrees.Around 68 per cent of the programmes beneficiaries received job promotions afterwards.“I joined Esquel right after high school and started on the front

149、lines.Through personal dedication and the companys support,I moved up from a regular frontline Sector:Personal Goods#Employees:15,716UN Global Compact participation year:2000WEPs signatory since:2020TGE participation year:2023Forward Faster Initiative Commitment:Equal pay for work of equal value by

150、2030PROFILE STORYEsquel GroupYin Xiuhe,Senior Manager of Knitting Mill Technical Services Departmentemployee to a manager,overseeing a department with over 700 employees,”shared Ms.Zhou Yingying,Assistant Manager at the Sewing Workshop(Knit),a graduate of the Academic Enhancement Programme in 2020 a

151、nd now a college degree holder.Esquels policies foster an environment where more women are willing to work and pursue long-term development opportunities.Data reveals that among employees with over 20 years of service at Esquel,69 per cent are female.This percentage is 75%and 76%among employees with

152、 10 years and 5 years of service,respectively.“When I first joined Esquel 20 years ago,I never really thought I would work for one company for such a long time,nor would I end up being able to break down technical barriers and be responsible for the Technical Services Department of our knitted fabri

153、cs.In fact,you From her first job at Esquel Group as a technician in 2003 to her current role as a Senior Manager of Knitted Fabric Factory Technical Services Department,Yin Xiuhes career trajectory is a tale of hard work,continuous learning,and the transformative power of supportive corporate polic

154、ies.“At Esquel,we dont say people who majored in dyeing can only go to the dyeing department,nor fabrics specialists cannot go to product development.In fact,Esquel provides an open platform for all,with no gender differentiation or limitation.As long as you have an open mind to learn,you can go acr

155、oss many departments,”said Ms.Yin.Yin Xiuhe majored in mechanical automationa field not directly related to textilesand joined Esquel straight after university.After five years in the Production Planning and Control Department,she discovered a keen interest in textile fabrics and sought to learn mor

156、e.can see along the way that the whole company has no barriers to training,to your personal promotion,and to the enhancement of your own skills,”said Ms.Yin Xiuhe.“In my years with Esquel,Ive seen a genuine culture of equality,where opportunities for advancement are based purely on capability and me

157、rit,”shared Ms.Yan who joined Esquel in 2003.In 2023,after joining the Target Gender Equality Accelerator,Esquel took another step forward by joining the UN Global Compact Forward Faster Initiative and committing to achieving“equal pay for work of equal value by 2030.”“Our journey in nurturing an eq

158、uitable workplace is ongoing.We strive to lead by example,demonstrating how a company can effectively integrate corporate responsibility into its core,”explained Ms.Xu.Supported by her managers,she applied for and was granted a rotation to the technical department.“There was also a very senior male

159、expert who mentored me and unreservedly exported his experience to me,”Ms.Yin explained,adding that she has never witnessed any bullying or gender discrimination at Esquel.“I feel that this is a philosophy and culture from the top down,”she adds.Asked about the other corporate policies that have sup

160、ported her two-decade tenure at Esquel,Ms.Yin replies,“One of the things I value most is our annual summer camp for employees children.It provides a respite for working mothers during school holidays,enabling them to pursue professional development without worry.”Since 2007,more than 7,400 children

161、have benefited from the summer camp.“The Parent-Child Day is also a brilliant initiative that allows children to see what their mothers do,offering them a fresh perspective on their parents roles outside the home.It strengthens the bond between parents and children and serves as a platform for mothe

162、rs to be role models,inspiring excellence both at home and at work.”In 2023,2,021 employees and their children participated in Parent-Child Day and other family activities.As the mother of a teenage boy,Ms.Yin said the summer camp and Parent-Child Day have brought her relationship with her child clo

163、ser than ever.“Around 80 per cent of employees in my current department are female.Most of us are in our 30s or 40s.The companys family friendly policies enable us to balance our professional life and family life,”Ms.Yin added.Photo credit:Esquel GroupPhoto credit:Esquel GroupWOMEN AT WORK|2726|WOME

164、N AT WORK COMPANY EXAMPLEHuawei Technologies Co.Ltd.Investing in female ICT leadership,skills and role models As a global provider of information and communications technology(ICT)and smart devices,Huawei believes that ICT can play a critical role in achieving the Sustainable Development Goals and a

165、dvancing the well-being of humanity.Through promoting several international digital inclusion initiatives and action plans including“Seeds for the Future”,“Women in Tech”and“TECH4ALL”,Huawei is working with partners to innovate technologies and solutions that can make the world a more inclusive and

166、sustainable place for all.Huawei is especially committed to creating opportunities and support for women in order to achieve its goal of building an inclusive society that embraces diversity.“Tech for Her,Tech by Her,Tech with Her”is one major company initiative to improve womens participation in an

167、d contribution to the tech sector and the digital economy at large.Founded in a small office in Shenzhen in 1987,Huawei now has 207,000 employees and operates in over 170 countries and regions.Like other technology companies,Huawei has been dealing with the long-standing industrial challenges of gen

168、der equality since it started.Back in the 1990s,women in senior positions at Huawei started a spontaneous support group to provide mentorship and guidance to younger women.Today,the company has established a systematic mentorship programme for each employee,together with HR policies,to ensure strong

169、 support in staff onboarding,professional development,and promotion.“The proportion of female employees in Huawei is growing from 19%to 21%now.Its not very high but has reached the average level regarding the industrys talent pool,”said Joanna Ma,PR Director from Huaweis Corporate Communications Dep

170、artment,who is also one of the founders of the companys“Women in Tech”initiative.But the underrepresentation of women at all levels persists,not only within the company but in the technology sector as a whole,especially in leadership positions.“The pool of women candidates in STEM is too small,”said

171、 Ms Ma.Without an active and growing pool of women candidates in the job markets and in junior positions,having more females in the promotion pipeline has become out of reach.Realizing that achieving gender equality is a broader challenge that starts with early education,the company decided to do mo

172、re externally and to establish platforms to empower more women to enter the tech industry as a whole.Against this backdrop,Huawei set its gender strategy and launched the“Women in Tech”initiative.One of the beneficiaries of this outreach is Ahlam Boumezrag,a female student from Algeria who set up a

173、start-up company to detect crop diseases using drones and artifical intelligence.After joining Huaweis training programme,she received expert guidance on doing business with ICT and benefited from onsite learning in China.“We did learn good ideas about everything that we need to build a tech start u

174、p,”said Ms.Boumezrag.From Huaweis perspective,the programme was not an easy journey because,at first,they had difficulties reaching and encouraging enough young women to participate in learning about ICT learnings and persuading them that they could potentially find employment in this area,Joanna Ma

175、 said,“We want the gender proportion of participants in our ICT learning programmes to be 50/50,but sometimes its difficult to find a lot of female students in STEM.”“The biggest barrier is that women dont even know they have these opportunities and can thrive in male-dominated industries,”shared Ja

176、na Havrankova,a Czech student who participated in Huaweis initiative.“For me,this programme was a great boost of self-confidence.Sector:Telecommunications Equipment&Telecommunications Service Providers#Employees:207,000UN Global Compact participation year:2004TGE participation year:2023PROFILE STORY

177、Huawei Technologies Co.Ltd.Berta Herrero,Head of Equality,Diversity and Inclusion,Huawei EuropeI started to believe in myself and I started to apply for jobs that I didnt think I would be a good candidate for because it was mainly male dominated.”By leveraging effective engagement strategies,such as

178、 building active communities and strengthening bonds through networks and alumni,more and more women are entering the technology industry through Huaweis initiative.“Now,we have ICT and leadership scholarships specifically designed for female students,we also have set the target to have at least one

179、-third of the participants in our biggest ICT learning programme Seeds for the Futurewhich benefitted over 2.8 million students over the past 15 yearsto be female,”said Ms.Ma.“Actually,in many countries the percentage exceeds 50 per cent.”When Berta Herrero knocked on her bosss door with the idea of

180、 creating an academy outside Huawei to train a new generation of female digital leaders,her expectations were not very high.“I was convinced that I had a great project proposal and one that could change peoples lives both inside and outside the company,”said Ms.Herrero,Head of Equality,Diversity and

181、 Inclusion at Huawei Europe.“To my surprise,my boss not only approved my idea but told me to drop everything else to make it happen.He told me Women are the future of technology and we will be here to support them.”Over the last two years,Ms.Herrero has spearheaded For now,another step forward is th

182、at the company is tracking the long-term growth of female talent.In the long run,the empowerment of talented women can boost the number of female candidates in Huaweis recruitment and promotion pipeline.Therefore,the company joined the UN Global Compacts Target Gender Equality(TGE)accelerator progra

183、mme to gain from the practical experience of industry peers.“We are in the(TGE)accelerator programme because we dont want to be limited by our own perspectives,”said Colin Qian,a TGE participant from Huawei,who is also running the Women in Tech Initiative.“Through TGE,we learn from the perspectives

184、of our peers and even competitors,and we receive many practical tools and guidance for internal decision-making which helps us better engage with stakeholders.”Schools for Female Leadership in the Digital Age and the Womens Academy for Rural Innovation which provide talented women with scholarships

185、for a life-changing series of masterclasses,workshops and debates guided by world class experts and mentors.Through these courses,selected women acquire the skills and tools they need to lead in the digital age everything from coding to AI ethics to sustainability,global collaboration and innovation

186、 against gender-based violence.With more than 9,000 applicants since the first course was launched in 2021,the program has empowered a new generation of female leaders to speak up,strive for more opportunities and reach their full potential.“One of our students,previously unsure of her potential,is

187、now a rising star within Europes aviation industry,making flying safer,more efficient and less environmentally impactful.Another discovered her passion for global collaboration and is now on track to become a diplomat committed to a more inclusive digital transition.A third alumna is using her exper

188、tise in AI and carbon accounting to provide the construction industry with next-generation climate intelligence solutions,charting a path to smarter and greener buildings,”said Ms.Herrero.“Like them,many bright female minds are overcoming limits and shaping the upcoming phase of the digital revoluti

189、onone where tech for good will be the common theme,and the end goal will be to make sure no one is left behind.”“The program has also had a catalysing effect of Huaweis work culture and our own employees,”she said.Photo credit:Huawei Technologies Co.Ltd.Photo credit:Huawei Technologies Co.Ltd.WOMEN

190、AT WORK|2928|WOMEN AT WORK COMPANY EXAMPLEJD.comWell-known retailer aims to achieve gender equality by supporting family lifeWhatever you want to buy,JD.com aims to provide services to online shopping customers through a vast product range covering everything from fresh food and apparel to electroni

191、cs and cosmetics.With nearly half a million employees,its nationwide network provides standard same-and next-day delivery to more than a billion Chinese consumers.Prioritizing customer satisfaction,the companys workforce is largely composed of frontline workers,including couriers,warehouse staff,and

192、 customer service representatives.Despite the logistics sector being traditionally male-dominated,female employees make up 22 percent of the entire company.When considering“white-collar”roles,females constitute 46 per cent across various professions.The company recognizes gender equality as a crucia

193、l factor for future success and is committed to promoting the Sustainable Development Goal 5.“Gender Equality is relevant to our business in the sense of the benefits and welfare of our employees,”said Ms.Li Yi,Director of ESG at JD.com,“Our business relies heavily on human resources to provide serv

194、ices,so we really want to provide holistic benefits and an inclusive environment to ensure that staff come to work without worries.We think supporting their families is one of the keys to the companys long-term success.”For example,in addition to statutory maternity leave,JD.com provides 30 extra da

195、ys of welfare maternity leave.To ensure women can easily return to work after having a child,JD.com provides subsidies for child care support for its employees,a child day care center for children under threewhich has benefited more than 1,700 children,and a kindergarten for children under sixwhich

196、has accumulatively enrolled more than 350 children of employees at JD.com according to the companys data by the end of 2022.About 80%of JDs frontline workers are from rural areas.When many couriers decide to stay in the cities during Chinese New Year holidays to ensure continuous doorstep delivery s

197、ervice,the company provides subsidies to arrange their children to visit their parents working cities for family reunion so they can also spend quality time together at this traditional festival.For staff in customer service,JD.com sees this position has great potential to provide inclusive economic

198、 opportunities to more women,including those with disabilities.“We launched the Sunshine Angels programme in 2013 to establish an online customer service team of staff with disabilities,particularly women.”said Ms.Li,“This team now has around 100 staff,with women accounting for 70%of the core team.M

199、any of them rise to management positions.”The ESG team led by Ms.Li has managed to raise awareness of gender equality issues among top management.“For a long time,JD.com didnt have any females on the board,but we realized that having board members of different genders helps a company make better dec

200、isions,so we continuously raised this issue,”Ms.Li explained.“Now,we are very happy to see that three out of the seven board members are female.”Meanwhile,through the efforts of the ESG team,the company has launched a Policy on Board Diversity and created a specialized position of Chief Diversity Of

201、ficer to mainstream gender equality as part of its sustainability strategy.“Though the overall ratio of women employees in our company is 22 percent,its worth mentioning that the proportion of women in senior management is also around 22 percent,which is the outcome of a good growth pathway.”said Ms

202、.Li.“But we also encounter challenges.When communicating with our top management,we need to explain not only why gender equality,but also how to achieve gender equality,especially in the China context,to demonstrate whats the good practice in the Sector:Retails and Logistics#Employees:445,268UN Glob

203、al Compact participation year:2021TGE participation year:2022Forward Faster Initiative Commitment:Equal pay for work of equal value by 2030PROFILE STORYJD.com Han Xue,Customer Serviceindustry and whats our performance compared with peers.”By engaging with the UN Global Compact,the company has learne

204、d about good practices and directions for goal setting,through which it identified the key issue of equal pay for equal work,and gained approaches to track progress and time-bound roadmaps to support womens career advancement.“We joined Target Gender Equality Accelerator in 2022,through which we wer

205、e able to systematically learn and evaluate gender indicators in human resources through the Womens Empowerment Principles and Gender Gap Analysis Tool.Then,in 2023,we joined the Forward Faster Initiative and committed to achieve equal pay for work of equal value by 2030,”said Ms.Li.“We already have

206、 a performance review and salary For Han Xue,a young mother with a disability,working at JD.com in customer service is more than just a job,its a lifeline.“It allows me to have a normal life to the greatest possible extent,”said Han,who lost her ability to walk in an accident and now relies on a whe

207、elchair to get around.“The company provides me with this job,allowing me to find my own value instead of staying at home feeling depressed all day,”she said.“The care given to people with disabilities have allowed me to embrace a new life,feel valued and loved.Eventually,I met my husband and started

208、 a new life.”Han is part of a program called Sunshine Angels,aimed at providing physically challenged people with online customer service job opportunities.She works at JD.coms Customer Service Center,with specialized and accessible work areas,dining facilities,employee dormitories,shuttle bus trans

209、portation,team building system that avoids gender discrimination,meanwhile,we also did self-checks through tools and formulas in Action Guide to Move Gender Equality Forward Faster.Through the Initiative,JD.com will strengthen its implementation,tracking and reporting on this issue.”When asked about

210、 the future plans,Ms.Li said:“Based on all these prior efforts,we are now streamlining our ESG strategy and will definitely incorporate gender equality as a core element.”Regarding the suggestions for peers,she added,“I think theres no one and only pathway for companies to achieve gender equality,be

211、cause situations vary for different industries.Gender equality may sound broad,but as long as you adopt a people-centered approach to address the key concerns for your employees and your industry,that will lead you to a starting point.”and counseling activities,among others.“If it were not for the s

212、upport of the company and this job,I might have just stayed at home,needing to be taken care of by my family and even afraid to go out,worrying about(mean)looks from others,”she added.“Coming here to work has enabled me to meet a group of friends and helped me regain my confidence and face my life.”

213、As a customer service representative,Han listens to shoppers problems and helps them solve their purchasing issues.“Every thanks I receive is a recognition from the customers and makes me feel my own worth,”she said.Before taking maternity leave and welcoming her son in 2021,Han had been acknowledge

214、d by the company for her outstanding work performance.Upon her return to work,she was once again recognized as a“Frontline Pioneer”staff member.“The company was highly supportive,”she said,“offering extended maternity leave,a childbirth insurance and allowance,day care and playground facilities.”As

215、a new mother,she recognises it may not always be possible to balance family and work life.“I want to be an optimistic and happy mother.When I am working,I strive to complete my work efficiently.After work,I set aside specific times to spend with my child,so he does not feel like his Mom is always wo

216、rking.Parents are childrens best teachers,and every day words and actions subtly influence our children.”“We must be confident,”she said.“I never felt that being a person with disabilities meant I needed to be taken care of by others.I believe that if others can do something,so can we.”Photo credit:

217、JD.comPhoto credit:JD.comWOMEN AT WORK|3130|WOMEN AT WORK COMPANY EXAMPLELenovo GroupChipping away at the glass ceiling for women in the Tech SectorWith its wide portfolio of services and technology products such as personal computers,servers,storage,mobile and cloud solutions,Lenovo is a global tec

218、hnology company that employs 77,000 people around the world with customers in 180 markets.Globally,37 per cent of Lenovos workforce are women,with an industry-leading representation of nearly 30%women in technical roles.“As a global company,we recognize the significance of diversity and inclusion an

219、d put it at the top of our management philosophies,”said Gao Lan,Lenovos Senior Vice President and Chief Human Resources Officer.As an advocate for diversity and inclusion(D&I)for many years,the company became a UN Global Compact participant back in 2009 and joined multiple initiatives under the gen

220、der umbrella.As the company deepens its governance in the journey towards D&I,it fully leverages the sustainability and ESG roadmaps offered by UN Global Compact,by becoming a signatory to the Womens Empowerment Principles(WEPs)and joining the Target Gender Equality Accelerator for two consecutive y

221、ears.With the strong determination to reach gender parity and set an example in the industry,Lenovo has taken steps to address gender representation from the top down by setting public goals.After exceeding its first generation goals for female executive representation in 2020 by achieving 21 per ce

222、nt female executive representation,Lenovo has set new targets to achieve 27 per cent female executive representation by 2026.Progress toward these goals is reported annually in Lenovos ESG Report.When asked about the benefits of having more women in staff and leadership positions,Ms.Gao said:“Both m

223、en and women bring different viewpoints to the table,leading to better decisions for the company and helping us better serve our male and female customers.”To ensure the achievement of its gender targets,Lenovo has established an institutional management system to create a conducive environment,powe

224、red by leadership support,HR policies for inclusive workplace and training programs.First,Lenovo established its D&I Board with rotated membership of senior executives from across Lenovos business units and geographies to review and set the D&I agenda for the company.Meanwhile,continuous education a

225、nd awareness-raising training sessions are implemented to help senior executives internalize the value of diversity,equity and inclusion and overcome unconscious bias.The company leverages inclusive HR policies aiming to alleviate the obstacles that female employees face in career development.“In ou

226、r hiring process,we require female candidates to be interviewed for manager positions,”Ms.Gao explained.Besides that,she emphasized that other supportive policies and facilities,such as an after-school childcare center,enables mothers to be more engaged and increase efficiency at work.This also enco

227、urages more male employees to bring their kids to work.Multiple training programs are also initiated to help prepare and support women to join the pipeline for executive positions,such as the Women in Lenovo Leadership program(WILL),which aims to provide cross-industry mentorship,and the Women Leade

228、rship Development Program(WLDP)which focuses on Sector:ICT#Employees:77,000UN Global Compact participation year:2009WEPs signatory since:2022TGE participation year:2022 and 2023PROFILE STORYLenovo GroupGao Ying(Yolanda),Hardware Engineer,Consumer Business Departmentleadership skills cultivation.“I d

229、ont want females to get ahead just because they are women.I want females to be promoted because they are capable,”Ms.Gao said.Most importantly,the goals on equal representation cannot be achieved without strong accountability.Lenovo has benefited from the quantitative indicator systems under the WEP

230、s and established its own tracking methodologies.“We joined WEPs and TGE,and we found the WEPs Gender Gap Analysis Tool very helpful as it provides a systematic result review of our progress in terms of gender equality,”said Ms.Gao,“We can identify gaps and areas for improvement.”With 70 patents to

231、her name since starting work at Lenovo as a Hardware Engineer,Gao Ying is an employee who is worth her weight in gold.She can even take credit for designing one of the companys best-selling portable computers,the Lenovo Yoga,“a high-performance convertible business Ultrabook with four different usag

232、e modesLaptop,Stand,Tent,and Tablet.”Ms.Gao,who also goes by the English name Yolanda,joined the company 13 years ago straight after graduating from Beijing Institute of Technology University with Master Degree of Automation and has never been tempted to leave,mainly due to the way she has been trea

233、ted and supported by the company and her male colleagues in particular.“At Lenovo,there is a strong collaborative spirit between female and male employees.We support and assist each other in various aspects.Personally,as a mother,The company also keeps its own D&I scorecard with shared KPIs for mana

234、gement,and regularly brings the performance review to the executive level.When asked for suggestions for peers within the industry,Ms.Gao said:“I know that in the high tech and ICT industry,acquiring talent resources can be challenging.But I believe you should integrate the D&I agenda into your hear

235、t,into the core of your business.”She emphasizes that gender equality should not be viewed as an add-on,it should be internalized as a company culture and implemented in day-to-day decision making.While becoming a diverse,equitable and inclusive enterprise is challenging,Lenovo has been successfully

236、 navigating its way.when I discovered I was pregnant,I initially had concerns about the potential impact on my career.However,I experienced no unfair treatment and,in fact,received considerable support from both my male colleague and my boss,”she said.Asked how her male colleagues helped,she explain

237、ed that they literally had to fill in for her and do her job while she took maternity leave.“They provided assistance and unwavering support when I encountered challenges upon my return.This exemplifies what we refer to as the Lenovo culturea culture that values mutual support and collaboration.”she

238、 said.“I got nearly five months maternity leave and,when I got back to work,I experienced no disparities.I dedicated myself wholeheartedly,earned recognition from both my boss and team and eventually I was promoted to a managerial position.”“Lenovo has many female employees and creates a good enviro

239、nment to support women,”she added.“The company upholds fair policies and fosters equal development for both male and female staff.There are no distinctionseveryone has access to identical opportunities,training,programs and courses for personal and professional improvement.”“We can choose to enhance

240、 either our technical expertise or managerial proficiency.Initially,I dedicated my efforts to mastering the technical aspects,receiving valuable support and training.As time progressed,I made a conscious shift towards management.Today,I have equal opportunities,alongside my male colleagues,for devel

241、oping managerial skills.”“Currently,I am part of an innovation-focused team where 50 percent of my teammates are women.”she said.Photo credit:Lenovo GroupPhoto credit:Lenovo GroupWOMEN AT WORK|3332|WOMEN AT WORK COMPANY EXAMPLEXiamen AirlinesAirline targets gender equality on its journey to becoming

242、 a profitable and sustainable global carrierSustainability is an integral part of Xiamen Airlines journey as a state-owned Chinese company.In 2017,company then-President Zhao Dong signed an agreement with the United Nations to promote the 17 Sustainable Development Goals(SDGs)and a year later,the ai

243、rline was flying the worlds first commercial aircraft painted with the SDG colours.In 2023,now Chairman Zhao joined the Board of the UN Global Compact.Headquartered in Fujian Province,Xiamen Airlines operates around 350 domestic and international routes including Amsterdam,Paris,Sydney and Los Angel

244、es,extended to all major destinations around the world via SkyTeam Alliance.Sustainability has proven to be a profitable destination.Among the 270-plus member airlines of the International Air Transport Association(IATA),Xiamen Airlines ranks in the top 30 in terms of revenue and in the top 13 in pa

245、ssenger traffic,flying more than 40 million people every year.Having started its sustainability journey in earnest in 2012,Xiamen Airlines is implementing“Xiamen Airlines Sustainable Development Plans”integrating the 17 SDGs into four categories,which include“Shared Benefits”as one category.“Gender

246、equality is part and parcel of Shared Benefits with employees and ensuring their rights,”explained Zhang Na,Director of Sustainable Development of Planning and Finance.“In 2023,Xiamen Airlines decided to specifically include gender equality as a distinct component in the companys sustainable develop

247、ment planning,elevating its importance to a strategic level.”But it is no ordinary challenge.The unconventional workplaces,irregular hours and strict demands on physical fitness add extra complexity to every airlines gender equality journey.“As a state-owned company,we see the increasing discussion

248、and requirements on gender issues and ESG by the State-owned Assets Supervision and Administration Commission(SASAC),so we want to take initiative and take the lead to tackle the challenge,”said Zhang.Xiamen Airlines pays extra attention to family-friendly policies.By providing 540 days of maternity

249、 leave for female pilots and 450 days of maternity leave for flight attendants,the airline aims to support employees to recover from childbirth and rebuild their physical strength,with tailored physical and psychological training.In addition,for lactating mothers,the airline seeks to arrange short-d

250、istance and same-day return flights as well as day-time shifts for ground staff.The company has also built 17“Moms Rooms”in workplaces nationwide,including in some airports,to provide private rest and breastfeeding facilities.Xiamen Airlines aims to strengthen gender equality across the entire human

251、 resource system.Around 30 per cent of the company employees are female.Approximately 20 per cent of managerial positions at the director level and above in Xiamen Airlines are held by women.By joining the 25by2025 campaign initiated by IATA to enhance diversity,equity,and inclusion(DEI)in the aviat

252、ion industry,Xiamen Airlines has joined global efforts aimed at increasing the number of women in senior roles and under-represented jobs by either 25 per cent against the current metrics,or to 25 per cent by 2025.However,with the deadline approaching,the company has encountered difficulties identif

253、ying all the roadblocks Sector:Travel&Leisure#Employees:23,657 UN Global Compact participation year:2022TGE participation year:2023PROFILE STORYXiamen AirlinesLuo Danyi,Flight Captain for Boeing 787and issues at stake and evaluating the effectiveness of the many supportive measures already in place.

254、“We need to establish sub-targets and milestones,incorporating them into the companys Key Performance Indicators to ensure a noticeable impact,”said Zhang.Through the Global Compacts Target Gender Equality Accelerator,Xiamen Airlines has been able to conduct performance analysis through the Womens E

255、mpowerment Principles(WEPs)and Gender Gap Analysis Toolkit enabling it to set a baseline and establish concrete steps to strengthen gender equality.Looking ahead,the company envisions providing broader healthcare and educational resources for all employees and their families but also recognizes that

256、 Dreaming of becoming a pilot since she was a teenager,Luo Danyi joined Xiamen Airlines right after graduation from university.Now,at the age of 31,she has been flying passengers around the world for a decade.“Seventy percent of my working time is spent on flights.”Ms.Luo said.“I fly long-distance r

257、outes across continents,and often have to stay up late.But this is what I can take budget constraints can be an issue.“Xiamen Airlines once initiated the after-class school service and the government consequently adopted the advice and expanded it nationwide.This shows the potential to leverage the

258、joint contribution of individuals,enterprises and the government to address the budget issue,”says Song Miaoqin,Manager of the Employee Assistance Program(EAP).“It is anticipated that with the guidance of systematic indicators and scientific methodologies from the UN Global Compact and innovative ap

259、proaches in resource mobilization,Xiamen Airlines will further the progress to promote well-being of female employees and thus gender equality,”said Ms.Zhang.after I strived for my career development.”Considering the speciality of the workplace of pilots,the company has made policies to help remove

260、potential obstacles women might face.“I first came to Xiamen Airlines as a First Officer in the Boeing 737 fleet.Now,I hold the position of Captain in the 787 fleet,”Ms.Luo said.“The promotion process of a pilot is not influenced by gender.Its entirely technical based on qualifications,learnings and

261、 skills checks.”Asked about obstacles in her professional development,Ms.Luo shared a story about her personal confidence:“I always had the longing to fly the Dreamliner 787 back in college time.When the 787 fleet was calling for pilots in our company,I was pretty nervous and worried that I couldnt

262、get the opportunity.I submitted the application and went all the way through the assessment process,and was selected as the captain.”“Women may sometimes underestimate themselves and impose limitations on themselves.Actually,the company never questioned me due to gender issues.My parents and male co

263、lleagues are also very supportive.It was me who didnt know I could make it until I actually achieved it.”Asked about how to encourage more women to grow in this career path,Ms.Luo stated:“Xiamen Airlines had some highly experienced female pilots with strong technical backgrounds.One even flew until

264、her 70s and cultivated a lot of young generations of female pilots.So we have a good culture of respecting female pilots through our history,and they are also the role models that encourage us to follow their path.”Photo credit:Xiamen AirlinesPhoto credit:Xiamen AirlinesWOMEN AT WORK|3534|WOMEN AT W

265、ORK Guidance and Suggestions:How to promote gender equality in workplace WOMEN AT WORK|3534|WOMEN AT WORKWOMEN AT WORK|3736|WOMEN AT WORKThe UN Global Compact offers the following guidance and suggestions for companies to promote gender equality in the workplace and further contribute to womens econ

266、omic empowerment and 2030 Agenda for Sustainable Development.It is suggested that business adopts a systematic approach by following the roadmaps offered in this section.They are:Concept Learning and Performance Analysis Capacity Building and Awareness Raising Public Commitment and Leadership Suppor

267、t Goal Setting and Taking Actions Progress Tracking and ReportingThese steps are applicable to companies of different sizes and different developmental stages.They offer practical guides that fit into all relevant business management phases.Leveraging this guide,companies can streamline gender equal

268、ity into their governance and take actions based on their priorities,available resources and strategic planning.Roadmap OverviewConcept Learning and Performance Analysis:Use the WEPS GENDER GAP ANALYSIS TOOL to learn about the business-relevant foundational concepts of gender equality,and to identif

269、y gaps and areas of improvement within your organization.Capacity Building and Awareness Raising:Participate in the TARGET GENDER EQUALITY ACCELERATOR,where you will raise awareness and map out an action plan through capacity building workshops,peer-to-peer learning and advocacy.Goal Setting and Tak

270、ing Actions:Commit to the FORWARD FASTER INITIATIVE by publicly declaring targets of equal representation across all levels or equal pay for work of equal value by 2030 and highlight the actions and report on progress annually.Progress Tracking and Reporting:Respond to the COMMUNICATION ON PROGRESS(

271、CoP)QUESTIONAIRE annually,as transparency and accountability is key to making progress on gender equality and womens empowerment.Public Commitment and Leadership Support:Sign the WOMENS EMPOWERMENT PRINCIPLES across the workplace,marketplace,and community to secure top level support on the strategic

272、 importance of gender equality and allow a top-down integration into planning.12345Chief of Communications&Strategic Events of the UN Global Compact Dan Thomas and Team Interviewing Companies for the Report Photo Credit:Lenovo GroupWOMEN AT WORK|3938|WOMEN AT WORKConcept Learning and Performance Ana

273、lysisA systematic understanding of key issues of gender equality that are relevant to business lays the foundation for companies to add a gender lens in human resource management.Decoding the key topics into indicators and undertaking a self-analysis on performance are the first steps that helps bus

274、inesses understand the current gaps and priorities in existing policies and activities on gender equality,as well as the sex-disaggregated data.A key tool for this is the Womens Empowerment Principles(WEPs)Gender Gap Analysis Tool,which is free and confidential,serving also as an internal learning t

275、ool to help companies walk through the gender equality policies and procedures across the workplace,marketplace,and community.Results from this tool provide companies with a clear understanding of areas for improvement,global best practices on gender equality,and benchmarks against industry standard

276、s.Capacity Building and Awareness RaisingPublic Commitment and Leadership SupportScientific and hands-on methodologies to design a gender strategy,implement gender programmes and evaluate the work can,to a large extent,improve corporate management in gender equality in the workplace.Peer experience

277、can help companies to bypass or tackle the common challenges in practice,such as awareness raising,resource mobilization,benchmarking,cross-department coordination,etc.,and accelerate business contributions to SDG 5,8 and 10.Target Gender Equality Accelerator(TGE),a nine-month capacity building prog

278、ramme offered by the UN Global Compact in Chinese and other languages,engages companies in performance analysis,capacity-building workshops,peer-to-peer learning,and multi-stakeholder dialogues.The programme supports business in engaging with top management,setting ambitious targets,revising and cre

279、ating action plans with Key Performance Indicators(KPIs),emphasizing gender balance across all organizational levels and equal pay for work of equal value.12 With the support and enhanced awareness from top management,companies can leverage the Womens Empowerment Principles(WEPs)to integrate gender

280、equality as a holistic strategy and make a public commitment on promoting gender equality.Becoming a signatory of WEPs allows a business to consider and plan gender equality as an organization-wide strategy that is aligned with the broader business strategy.The Principles in WEPs have served as a si

281、gnatories moral compass,blueprint,and framework to lay out their gender equality ambitions.12 UN Global Compact,“Target_Equality_Brochure_2023”.https:/info.unglobalcompact.org/l/591891/2023-03-01/576kd2/591891/1677699401eCG535Mh/Target_Equality_Brochure_2023.pdfWOMEN AT WORK|4140|WOMEN AT WORKThe Wo

282、mens Empowerment Principles(WEPs)are a set of seven principles launched in 2010 by the UN Global Compact and UN Women.By signing the WEPs and joining the WEPs community,the CEO signals a public commitment to this agenda at the highest levels of the company and to work collaboratively in multi-stakeh

283、older networks to foster business practices that advance gender equality in the workplace,marketplace and community.Goal Setting and Taking ActionCommitments and awareness are just the first steps,companies are encouraged to set ambitious goals and take accountable measures to achieve gender equalit

284、y in the workplace,especially through gender balance and equal pay,to activate the significant potential of women as economic,social and sustainable development change-agents,and accelerate world progress towards the 2030 Agenda.Over the next seven years,Forward Faster Initiative is calling upon bus

285、inesses to commit to a set of targets to advance gender equality in two key areas by 2030:equal representation,participation,and leadership across all levels of management and equal pay for work of equal value.13 With publicly declared goals,highlighted actions undertaken and required reporting on p

286、rogress,business can increase accountability and transparency under time-bounded goals and achieve collective impact.13 UN Global Compact,“Moving Gender Equality Forward Faster Action Guide”.https:/info.unglobalcompact.org/forwardfaster_gender_equalityProgress Tracking and ReportingAs business commi

287、tment to gender equality continues to grow,transparency and accountability has become essential to make lasting progress towards a more sustainable and equitable world.Reporting and monitoring on gender-disaggregated data is recommended.The Communication on Progress(CoP),with indicators on gender eq

288、uality,is the annual reporting framework of the UN Global Compact for participating businesses,serving as the main accountability mechanism to measure companies progress.Regular reporting of UN Global Compact participating companies in the CoP will help to track the global aggregated efforts on gend

289、er equality and inclusiveness.WOMEN AT WORK|4342|WOMEN AT WORKResources and ToolsPlatforms for Engagement:Communication on Progress(CoP):https:/unglobalcompact.org/participation/report/cop Forward Faster Initiative:https:/forwardfaster.unglobalcompact.org/home Peer Learning Groups:https:/unglobalcom

290、pact.org/take-action/peerlearning Target Gender Equality Accelerator(TGE):https:/unglobalcompact.org/take-action/target-gender-equality/impact UN Global Compact Panel Pledge:https:/unglobalcompact.org/what-is-gc/our-work/social/gender-equality/un-global-compact-panel-pledge Women Empowerment Princip

291、les(WEPs):https:/www.weps.org/Knowledge Products and Toolkits for Business:Accelerate the Pace of Change E-learning Course:https:/academy.unglobalcompact.org/opencourses/learn/course/external/view/elearning/262/gender-equality-how-business-can-accelerate-the-pace-of-change Decent Work Toolkit for Su

292、stainable Procurement:https:/unglobalcompact.org/take-action/sustainableprocurement Male Allyship E-Learning Course:https:/info.unglobalcompact.org/maleally SDG Ambition Benchmark on Equal Pay For Work of Equal Value:https:/info.unglobalcompact.org/l/591891/2023-03-28/57bgmj/591891/1680038785sZ6VYbn

293、I/Equal_pay_for_work_of_equal_value.pdf SDG Ambition Benchmark on Gender Balance at All levels of Management:https:/info.unglobalcompact.org/l/591891/2022-06-02/4p4m9w/591891/1654181562FpOVuzGD/Gender_balance_at_all_levels_of_management.pdf Target Gender Equality Newsletter:https:/unglobalcompact.or

294、g/library/5833r WEPs Guidance:https:/www.weps.org/resource-category/weps-guidance Women Empowerment Principles(WEPs)Gender Gap Analysis Tool(GGAT):https:/weps-gapanalysis.org Project LeadLiu Meng,United Nations Global Compact,Head,UN Global Compact Liaison Office in Chinaliuunglobalcompact.orgDan Th

295、omas,United Nations Global Compact,Chief of Communications&Strategic Eventsthomasunglobalcompact.org Project TeamLiu Ben,United Nations Global Compact,Consultant,Gender Equality Programmeben.liuunglobalcompact.org Zhou Liyue,United Nations Global Compact,Manager,Communications and Participant Suppor

296、tzhouunglobalcompact.orgLina Al Qaddoumi,United Nations Global Compact,Senior Gender Equality Manageralqaddoumiunglobalcompact.orgAcknowledgementsThe project team would like to thank the following individuals and experts who have provided insightful inputs:Ahlam Boumezrag,Amy Fan,Berta Herrero,Chai

297、Qin,Colin Qian,Eric Gu,Gao Lan,Gao Ying,Han Xue,Ilaria Zanetti,Jana Havrankova,Joanna Ma,Lily Zhang,Li Xia,Li Yi,Luo Danyi,Sarah Zhang,Shirley Xu,Song Jialin,Song Miaoqin,Tao Lei,Wang Lu,Wang Xuan,Yan Qing,Yin Xiuhe,Zhang Na,Zhou Tong,Zhou YingyingPROJECT LEAD,PROJECT TEAM AND ACKNOWLEDGEMENTWOMEN A

298、T WORK|43WOMEN AT WORK|4544|WOMEN AT WORKAbout the UN Global Compact As a special initiative of the UN Secretary-General,the United Nations Global Compact is a call to companies everywhere to align their operations and strategies with Ten Principles in the areas of human rights,labor,environment and

299、 anti-corruption.Launched in 2000,the UN Global Compact guides and supports the global business community in advancing UN goals and values through responsible corporate practices.With more than 24,000 companies and non-business participants based in over 160 countries,it is the largest corporate sus

300、tainability initiative in the world.The UN Global Compact is unparalleled in its ability to unite companies with every stakeholder group working to advance sustainable development,including the United Nations,Government,civil society,investors and academia.Together,through bold actions and collabora

301、tion between all sectors of society,we can end extreme poverty and hunger,fight inequalities and address climate change,ensuring no one is left behind.Visit unglobalcompact.org and cn.unglobalcompact.org to learn more.For more information,please follow UN Global Compact on social media platforms:UN

302、Global Compact WeChatUN Global Compact WeiboUN Global Compact Liaison Office in China XAbout the 17 Sustainable Development Goals(SDGs)The 2030 Agenda for Sustainable Development,adopted by all United Nations Member States in 2015,provides a shared blueprint for peace and prosperity for people and t

303、he planet,now and into the future.At its heart are the 17 Sustainable Development Goals(SDGs),which are an urgent call for action by all countriesdeveloped and developing in a global partnership.They recognize that ending poverty and other deprivations must go hand-in-hand with strategies that impro

304、ve health and education,reduce inequality and spur economic growthall while tackling climate change and working to preserve our oceans and forests.1.No Poverty 2.Zero Hunger 3.Good Health and Well-being 4.Quality Education 5.Gender Equality 6.Clean Water and Sanitation 7.Affordable and Clean Energy

305、8.Decent Work and Economic Growth 9.Industry,Innovation,and Infrastructure 10.Reducing Inequality 11.Sustainable Cities and Communities 12.Responsible Consumption and Production 13.Climate Action 14.Life Below Water 15.Life On Land 16.Peace,Justice,and Strong Institutions 17.Partnerships for the Goa

306、ls Visit sdgs.un.org/goals to learn more.2024 United Nations Global Compact685 Third Avenue New York,NY 10017,USAWOMEN AT WORK|4544|WOMEN AT WORK46|WOMEN AT WORKAbout the Ten Principles of the UN Global CompactCorporate sustainability starts with a companys value system and a principles-based approa

307、ch to doing business.This means operating in ways that,at a minimum,meet fundamental responsibilities in the areas of human rights,labour,environment and anti-corruption.Responsible businesses enact the same values and principles wherever they have a presence,and know that good practices in one area

308、 do not offset harm in another.By incorporating the Ten Principles of the UN Global Compact into strategies,policies and procedures,and establishing a culture of integrity,companies are not only upholding their basic responsibilities to people and the planet but also setting the stage for long-term

309、success.The Ten Principles of the United Nations Global Compact are derived from:the Universal Declaration of Human Rights,the International Labour Organizations Declaration on Fundamental Principles and Rights at Work,the Rio Declaration on Environment and Development,and the United Nations Convent

310、ion Against Corruption.Human RightsLabour EnvironmentAnti-corruption1.Businesses should support and respect the protection of internationally proclaimed human rights;and 2.make sure that they are not complicit in human rights abuses.3.Businesses should uphold the freedom of association and the effec

311、tive recognition of the right to collective bargaining;4.the elimination of all forms of forced and compulsory labour;5.the effective abolition of child labour;and 6.the elimination of discrimination in respect of employment and occupation.7.Businesses should support a precautionary approach to envi

312、ronmental challenges;8.undertake initiatives to promote greater environmental responsibility;and 9.encourage the development and diffusion of environmentally friendly technologies.10.Businesses should work against corruption in all its forms,including extortion and bribery.Visit unglobalcompact.org/

313、what-is-gc/mission/principles to learn more.For more information about the UN Global Compact,please email ungc.chinaunglobalcompact.org.The Ten Principles of the United Nations Global Compact are derived from:the Universal Declaration of Human Rights,the International Labour Organizations Declaration on Fundamental Principles and Rights at Work,the Rio Declaration on Environment and Development,and the United Nations Convention Against Corruption.