{"id":653,"date":"2025-01-09T11:51:02","date_gmt":"2025-01-09T11:51:02","guid":{"rendered":"https:\/\/goodbusinesslablatam.org\/?page_id=653"},"modified":"2025-01-14T12:07:51","modified_gmt":"2025-01-14T12:07:51","slug":"plan-de-diversidad-equidad-e-inclusion-de-genero-2","status":"publish","type":"page","link":"https:\/\/goodbusinesslablatam.org\/en\/plan-de-diversidad-equidad-e-inclusion-de-genero-2\/","title":{"rendered":"Gender Diversity, Equity and Inclusion plan"},"content":{"rendered":"
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    Introduction<\/b><\/p>\n

    Good Business Lab (GBL) is dedicated to improving the lives of workers around the world. Central to this mission is creating a workplace that fosters diversity, equity and inclusion, ensuring that all individuals, regardless of gender, have the opportunity to\nthrive. This plan reflects our commitment to a fairer and more equitable world of work, in alignment with our core values of Inclusion, Collaboration, and a Culture of Care.<\/span><\/p>\n

    Purpose and Scope<\/b><\/p>\n

    This Gender diversity, equity and inclusion plan outlines GBL's framework for promoting gender equality across our organization. It is designed to address potential imbalances, build an inclusive environment, and ensure equitable opportunities at all levels.<\/span><\/p>\n

    Core Principles<\/b><\/p>\n

      \n
    1. Equal Opportunity:<\/b> GBL is committed to ensuring all employees, regardless of gender, have equal access to career opportunities, development resources\nand career advancement -<\/span>\n
        \n
      1. Fair Recruitment: We ensure that our recruitment processes reduce\nbias, using clear, well-defined, and objective criteria to assess\ncandidates. For example, we have used software to remove gendered\nlanguage from our job descriptions, experimented with masked\nscreenings for some roles, include case studies and work samples to\nassess both soft and technical skills, and ensure there is a hiring\ncommittee rather than an individual making the nal decision and that\nall conversations and scores are documented. We also clearly outline\nthe recruitment process in the job description and try our best to keep\nthe process lean and minimize free labor through our exercises. We also\ninclude statements in our JDs to encourage diverse applicants to apply;\nsuch as: We know it\u2019s tough, but please try to avoid the confidence gap.\nYou don\u2019t have to match all the listed requirements exactly to be\nconsidered for this role. Parity is ensured through the defined salary\nbands for each level across the organization. We introduced Affirmative\naction in internships in Winter 2021, so far 60+ interns have been hired\nthrough this process. In each of the cycles we have managed to fill 50%\nof the internship positions from the Affirmative action (AA)\n1 pool (Other\nBackward Classes (OBC)\/Scheduled Tribes(ST)\/Scheduled Castes (SC))<\/span><\/li>\n<\/ol>\n<\/li>\n<\/ol>\n

        A total of nine people have converted to full-time roles, two of who are\nfrom the AA pool (we recognize we can do more to increase this\nnumber through mentorship and other support).<\/span><\/p>\n

        We ask about reasonable accommodations requirements during the\nrecruitment process, and we have accommodated needs such as;\nextended timelines for assignments, shared questions in writing before\nthe interview, etc. We also mention our commitment to diversity and\nthat GBL is an equal opportunity employer and all qualied applicants\nwill receive consideration for employment without regard to race, color,\nnational origin, religion, sexual orientation, gender, gender identity, age,\nphysical disability, or length of time spent unemployed. We celebrate\ndiversity and are committed to creating an inclusive environment for all\nemployees.<\/span><\/p>\n

          \n
        1. Development Opportunities:<\/b> We provide equal access to training,\nskill-building, and mentorship to foster the professional growth of all\nemployees. For example, we\u2019ve matched employees who want to\npursue a PhD with academics and policy oriented team members with\nsenior people at the World Bank to facilitate career growth. Some\nopportunities for empowerment Initiatives include: developing\nmentorship programs and leadership pathways to uplift\nunderrepresented genders. Some examples of training sessions\norganized for GBL team include: onboarding sessions for new hires, Art\nof Feedback, Effective Business Communication, Finding Your Flow,\nAdditionally, team members have individual T&D (Training &\nDevelopment) budgets to pursue training programs that align with\ntheir development needs as well as team\/organization needs.<\/span><\/li>\n
        2. Promotion: We ensure that promotions are based on performance and\nstandardised, transparent eligibility criteria, reducing bias, offering\nequal opportunities for career progression across all GBL levels,\nincluding senior roles. This includes skills grading across core\ncompetencies and 360 feedback from peers, direct reports, and\n1 Afrmative Action(AA) for internships in India\n2\nmanagers to provide a holistic perspective. Additionally, alignment with\nculture and values is also a crucial parameter for performance\nassessment and promotions<\/li>\n<\/ol>\n
            \n
          1. Diversity and Inclusion: <\/b>We are committed to fostering an environment where\ndiverse perspectives and experiences are sought and valued, and everyone\ncan contribute meaningfully -<\/span>\n
              \n
            1. Inclusive Culture: We create an inclusive work environment where every\nemployee feels valued, respected, and empowered to contribute their\nideas and experiences. Our GBL culture handbook serves as a guide to\nachieving our shared goal. It\u2019s what makes us come together and work\nharmoniously, making GBL a safe, healthy, and nurturing workspace\nthat brings out the best in all of us. A place where we are in the ow of\nwork, together. The handbook includes ve core values (Inclusion,\nCulture of Care, Courage, Effective Communication, and\nResult-orientation), eight operating principles, norms and protocols.\nThey are written to be actionable, highlighting expected behavior from\nteam members. They help us describe the type of behavior we expect\nfrom GBL team members. For example, we regularly solicit feedback\nfrom the team on our values and operating principles to evolve and\nidentify instances where our values are not being lived through actions.\n\n2. Inclusive policies: GBL maintains key policies, such as the Prevention of\nSexual Harassment (POSH) policy for the India team and our Code of\nConduct for all GBL team members with a policy section on Equal\nopportunity at the workplace, free of discrimination and harassment,\nwhich are aligned with the needs of a diverse and inclusive\norganization. All GBL policies are designed to address and support\ndiverse needs. These policies are regularly updated to reect changes in\nlocal laws, organizational priorities, and evolving best practices.<\/li>\n
            2. Inclusive Communication: We create a welcoming environment where\neveryone feels comfortable sharing their thoughts\/opinions\/\nsuggestions\/feedback. This involves being mindful of the language we\nuse, whether in verbal conversations, written communication, or any\nother format. Thoughtful and respectful interactions, both within our\norganization and with external partners and stakeholders, are essential\nfor fostering an inclusive and supportive community. To support this\neffort, we are developing an Inclusive Communication Workplace\nGuide, which includes a section on the \u2018use of pronouns\u2019, encouraging\nnew team members to use the pronouns that they best identify with.\nWe encourage brain-writing and other forms of hosting inclusive\nmeetings<\/li>\n
            3. A dedicated DEI Taskforce was formed this year through an open\napplication process and consists of team members, representing\nvarious levels, to provide input and contribute to GBL's DEI initiatives on\na strategic level, advancing our dual mission, one for the world and one\nfor us - to enable all businesses to improve the lives of workers\u2014 and to\nempower our team to lead fullling, impactful lives while we do it.<\/li>\n
            4. Addressing Unconscious Bias: We implement ongoing training and\ndiscussions to identify and address unconscious biases in\ndecision-making processes, covering gender, age, caste, and other\ntopics to spark conversations and motivate team members to reflect on\ntheir daily actions.<\/li>\n<\/ol>\n<\/li>\n
            5. Culture of Care:<\/b> We recognize that employee wellbeing is fundamental to their\nsuccess and productivity, so we foster a culture of support that caters to both\npersonal and professional needs:<\/span>\n
                \n
              1. Mental and Physical Health: GBL offers wellbeing resources such as\nindividual and organisational wellbeing budgets that can be used for\ntherapy, physical health, other such investments or wellbeing\nemergency needs, and exible working arrangements to ensure\nemployees can thrive inside and outside the workplace.<\/li>\n
              2. Work-Life Balance: We promote a healthy work-life blend by offering\nexible schedules, liberal time-off policies with recommended but not\nrigid limits, gender-neutral parental leave and the option to work\nremotely based on personal commitments and work requirements.<\/li>\n
              3. Supportive senior management: Senior management team at GBL is\ncommitted to be approachable, empathetic, and supportive, offering\nguidance and resources to ensure that every team member succeeds in\ntheir roles. For example, through monthly GBL managers training and\nknowledge sharing sessions, managers are equipped to navigate\nchallenges, and to guide and empower their team.<\/li>\n<\/ol>\n<\/li>\n<\/ol>\n

                Awareness and Training<\/b><\/p>\n

                At GBL, our dedication to fostering an inclusive and equitable workplace is at\nthe heart of our training initiatives. Guided by our commitment to DEI, we\nconduct training programs that cater to the diverse needs of our team while\npromoting awareness, continuous learning and action. Some examples of\ntraining programs conducted this year - unconscious bias, neurodiversity,\n4\nemotional inclusion; Code of Conduct, and POSH2\n- Sexual Harassment of\nWomen at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 - team\nawareness sessions. We also do an annual training for Internal Committee (IC\n3\n)\nand Ethics Committee (EC\n4\n) members to equip them with the knowledge of\nresources to ensure compliance with these two policies.<\/span><\/p>\n

                These sessions are thoughtfully designed to equip team members with the\nknowledge and skills needed to cultivate a safe, respectful, and inclusive\nworkplace. Additionally, we actively collaborate with external experts, ensuring\nthat our approach remains relevant, comprehensive, and impactful.<\/span><\/p>\n

                Implementation and Monitoring<\/b><\/p>\n

                The implementation of this Gender diversity, equity and inclusion plan will be led by\nPeople Operations, who will ensure the plan\u2019s alignment with GBL\u2019s mission and\nvalues. Progress will be tracked and transparently shared with stakeholders to foster\naccountability and trust.<\/span><\/p>\n

                Measurement and Reporting<\/b><\/p>\n

                The measurement and reporting of progress will be carried out using the dened\nmetrics associated with each of the policies\/processes currently in place within the\ncompany, such as the leave policy, wellbeing and training budgets utilisation,\nrecruitment guide, promotions\/increments policy among others. These\nreports\/updates\/aggregated insights are shared with stakeholders\nannually\/need-basis. These metrics will help us track progress and identify areas for\nimprovement in gender equality.<\/span><\/p>\n

                Some of the metrics are:<\/span><\/p>\n

                  \n
                • Ensure gender balance in recruitment (for example- diversity of candidate\npool, diversity of panel)\/ promotions, particularly in senior management and\ndecision-making roles.<\/span><\/li>\n
                • Ensure representation by assessing workforce composition across the\norganization, identifying demographic gaps by level or relevant classications\/groupings (such as- vertical or team-wise). For example, at the\nsenior management level, women representation is 62.50%<\/span>\n
                    \n
                  • In our org-wide #BeYou survey, a majority of respondents identied as\n\u201cCis-man\u201d (39.8%) and \u201cCis-woman\u201d (54.5%), with 4.5% preferring not to\nshare; and zero team members from gender-diverse groups. We aim to\naddress this as we forge ahead on the inclusion path.<\/span><\/li>\n<\/ul>\n<\/li>\n
                  • Ensure retention tracking with a 12-month rolling average retention rate, and\ndeep dive into analyzing if team members from a gender group are leaving\nthe organization faster, or if there are trends in commitment levels within any\ngroup.<\/span><\/li>\n
                  • Ensure the organization's commitment to DEI, by evaluating DEI efforts\nthrough the #BeYou survey, participation in DEI\ninitiatives\/trainings\/workshops, and team engagement surveys. For instance,\nin the June 2024 team engagement survey, 84% of team members agreed or\nstrongly agreed with the statement: \u201cI believe that GBL demonstrates a\ncommitment to developing and retaining a diverse workforce.\u201d<\/span><\/li>\n
                  • Ensure equal pay for equal work across gender lines, with regular salary\naudits\/review cycle feedback\/promotions\/increments decisions.<\/span><\/li>\n
                  • Ensure work-life blend for all genders; with leave (time-off) data\/ support form for wellbeing intervention data\/team engagement\/satisfaction surveys. For\nexample, in the June 2024 team engagement survey, the average score for\nwork-life blend was 7.5 out of 10, on par with the work-life blend scores from\nthe December 2023 survey. Additionally, 85% of employees agreed or strongly\nagreed with the statement: \u201cWe are genuinely supported if we choose to\nmake use of flexible working arrangements.<\/span><\/li>\n
                  • We conduct bi-annual team engagement surveys measuring aspects such as\npsychological safety, collaboration and communication, work-life blend, DEI,\nand relationship with managers and peers to identify pain points. We collect\npost-session and post- performance review feedback, insights from stay and\nexit conversations regularly to remain agile<\/span><\/li>\n<\/ul>\n

                    We hold managers and senior management accountable to these insights by\ngenerating and socializing department-wise reports and ensuring major gaps\nare highlighted in senior management team reviews.<\/span><\/p>\n

                    Policy Enhancement<\/b><\/p>\n

                    Based on the findings from our measurement and reporting practices, we\nperiodically review and update our policies to address any inclusivity, and\nequity-related concerns. This process ensures that any gaps or inequities identified\nthrough data collection and analysis are promptly addressed. Our policy\nenhancement efforts focus on fostering equitable opportunities for all genders,\nreinforcing GBL\u2019s commitment to continuous improvement and creating a more\ninclusive workplace.<\/span><\/p>\n

                    Approval and Publication<\/b><\/p>\n

                    This Gender Equality Plan has been formally reviewed and approved by GBL\u2019s senior\nmanagement team. It will be updated periodically to reflect our evolving\nunderstanding and commitment to gender equality.<\/span><\/p>\n

                    Next Review Date<\/b><\/p>\n

                    The next review and update of this plan will take place in December 2025, at which\ntime progress toward each goal will be assessed and adjustments will be made as\nnecessary<\/span><\/p>\n

                    Signed by GBL Board\u00a0<\/strong><\/p>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/section>","protected":false},"excerpt":{"rendered":"HomePagesIntroducci\u00f3n Good Business Lab (GBL) se dedica a mejorar las vidas de los trabajadores en todo el mundo. Un elemento central de esta misi\u00f3n es crear un lugar de trabajo que fomente la diversidad, la equidad y la inclusi\u00f3n, garantizando que todas las personas, independientemente de su g\u00e9nero, tengan la oportunidad de prosperar. Este plan...","protected":false},"author":2,"featured_media":0,"parent":0,"menu_order":9,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_themeisle_gutenberg_block_has_review":false,"footnotes":""},"class_list":["post-653","page","type-page","status-publish","hentry"],"_links":{"self":[{"href":"https:\/\/goodbusinesslablatam.org\/en\/wp-json\/wp\/v2\/pages\/653","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/goodbusinesslablatam.org\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/goodbusinesslablatam.org\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/goodbusinesslablatam.org\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/goodbusinesslablatam.org\/en\/wp-json\/wp\/v2\/comments?post=653"}],"version-history":[{"count":5,"href":"https:\/\/goodbusinesslablatam.org\/en\/wp-json\/wp\/v2\/pages\/653\/revisions"}],"predecessor-version":[{"id":683,"href":"https:\/\/goodbusinesslablatam.org\/en\/wp-json\/wp\/v2\/pages\/653\/revisions\/683"}],"wp:attachment":[{"href":"https:\/\/goodbusinesslablatam.org\/en\/wp-json\/wp\/v2\/media?parent=653"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}