NI GENDER DIVERSITY – Charter Mark
This charter recognises that organisations cannot reach their full potential unless they benefit from the rich variety of talents and abilities of all their employees. A balanced workforce is good for business – it is good for customers, for profitability and workplace culture.
The NI Gender Diversity Charter Mark framework enables organisations to identify and reflect on institutional barriers facing women that impact on their career progression and in doing so helps progress the overall diversity agenda, and the working environment for all employees in the organization.
Organisations that sign up to the Charter commit to advancing gender equality by:-
- addressing areas of unequal gender representation at all levels;
- removing obstacles faced by women at key points of career development and progression;
- implementing structural and cultural changes that help advance gender equality;
- putting in place a strategy and action plan to effect change.
Charter Mark organisations acknowledge that advancing gender equality demands commitment and action at all levels of the organisation and, in particular, active leadership from the CEO and those in senior roles.
- commits organisations to support the progression of women into senior roles by focusing on the executive pipeline and the mid-tier level;
- recognises that organisations are diverse and the starting points for each may differ, and thus each organisation will set its own targets, strategy and implementation plan;
- requires organisations to report publicly on an annual basis on the activities and initiatives designed to deliver progress against these internal targets and to support the transparency and accountability needed to drive change.
My organisation pledges to promote gender diversity by:
- having one member of our senior executive team, at Board level, who is responsible and accountable for gender diversity and inclusion including the strategy to advance women into senior roles;
- incorporating responsibility for gender diversity and inclusion at all management levels in the organisation;
- setting internal targets for reaching gender diversity in our senior and middle management;