We present you with the results of our new gendered metrics and focus group discussions with portfolio company employees, suppliers, and/or distributors.
Recap of the Design
To implement the pilot in 2019, NESsT added eight questions to its existing dignified employment survey related to the existence of policies and practices for preventing sexual harassment and ensuring anti-discrimination and workplace safety. In total, 14 social enterprises participated in this gender lens impact measurement pilot. These DE surveys were conducted in person or over the phone over the course of a few months in 2019.
Six of these companies were located in Brazil
Three companies in Peru
Five companies in Poland
A total of 113 people were surveyed
Summary of Learnings
Overall, the employee responses indicate a lack of clarity regarding the existence of a workplace sexual harassment or anti-discrimination policy. However, it was interesting to note that most employees felt protected against workplace sexual harassment and also felt that their company prioritizes diversity and inclusion. Though the responses of company entrepreneurs and their employees corroborated one another, there were also quite a few cases where the employee responses contradicted those of their company’s entrepreneur. These instances indicate that communication of company policies and practices need to be improved between company entrepreneurs and their employees and suppliers.
Sexual Harassment Policy
The DE survey responses indicate that as a whole, there was a lack of consensus with regards to the existence of a formal sexual harassment policy. In other words, the participating company employees provided mixed results (a combination of yes, no or don’t know responses). There was also no clear differentiation between the responses of male or female employees. In contrast, in over half of the companies, most employees responded affirmatively that their company protected them from sexual harassment. However, in the remaining companies, employees provided no clear response patterns (a combination of yes, no or don’t know responses). In one company, in particular, more female employees responded negatively indicating that they did not feel protected from sexual harassment but this was not the case for male employee respondents.
Anti-Discrimination Policy
There also seemed to be a little consensus amongst company employees regarding the existence of anti-discrimination policy. However, in response to the question: Does your company prioritize diversity and inclusion? Most company employees affirmed that their company prioritized diversity and inclusivity. In a few companies, most respondents indicated that they ‘don’t know’ showing that in these companies, diversity and inclusivity practices were not clearly communicated.
Workplace Safety Policy
In stark contrast, in the majority of companies, employees responded that their companies have safety standards for work. But there was also a gendered difference found in one where more female employees responded that they did feel that their safety was ensured at work while more male employees responded with ‘don’t know’.
Learnings from this Feedback
Importantly the company entrepreneur and employee surveys provided useful feedback for NESsT in developing necessary interventions to promote gender-equitable and inclusive policies and practices in its portfolio companies. These include:
Conducting follow-up discussions between country portfolio managers and company entrepreneurs to provide support and assistance on how to address existing gaps in specific company policies and practices.
Introducing templates for workplace sexual harassment, anti-discrimination, and safety policies that could easily be adopted by SGBs.
Developing and leading training sessions with portfolio companies on workplace gender issues including sexual harassment for SGBs.