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[null,"UN Women WEPs COVID-19 Response Guidance "]
[]
[]
[]
[null,"Introduction"]
[]
[null,"Why focus on women's empowerment and gender equality during COVID-19?"]
[null,"Women’s economic empowerment will be essential if we are to ensure that the economic recovery from COVID-19 in Asia and the Pacific is as rapid as possible and includes all members of society. Emerging numbers indicate that the COVID-19 may be more lethal for men, but women are taking the bigger socio-economic hit from the global pandemic. The societal and economic consequences are not\nimpacting everyone equally but are hitting the most vulnerable the hardest and exacerbating existing social and economic inequalities. Women are disproportionately affected because they are most exposed to risks at both health and economic levels. They make up the majority of front-line workers in care and other professions that are based on personal interaction, exposing them to higher risks of contagion. They are also overrepresented in precarious employment, including in the informal sector, where their benefits and protection are inadequate or lacking. For more information see: https://www2.unwomen.org/-/media/field%20office%20eseasia/docs/publications/2020/04/200409_covid%20action_v11.pdf?la=en&vs=710 "]
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[null,"Score Details & Instructions"]
[null,"Under each pillar there are a series of questions. These questions are either beginner or achiever level.  Once the questionnaire is complete, the action plan will be automatically complete based on your answers. For each question, there are associated actions. These actions are divided into priorities: high, medium or low, based on whether the focus area is a beginner or achiever level area and how immediate the action needs to be taken. There will be long-term actions to consider under each question, even if the question was answered 'yes'. Each action has a color assigned based on its priority:  "]
[null,"HIGH PRIORITY ACTION "]
[null,"MEDIUM PRIORITY ACTION "]
[null,"LOW PRIORITY ACTION "]
[null,"LONG-TERM ACTION"]
[]
[null," How to use the self-assessment form? "]
[null,"• The guidance tool has 5 sections. "]
[null,"• Each section includes 2-5 corresponding questions. Each question is accompanied with information on why that action is important. "]
[null,"• You should answer \"Yes\" or \"No\" to each of the question. "]
[null,"• Consult the recommended actions in areas where your company has not fully implemented the necessary actions. "]
[]
[null,"Who should answer the questions in this self-assessment form?"]
[null,"This self-assessment form should be filled out by someone on a company's internal Covid-19 taskforce and/or human resources department with input from procurement, supply chain and sustainability colleagues as needed. Information may also be needed from senior leadership. "]
[]
[null,"How to answer the questions?"]
[null,"It is important to note that undertaking the self-assessment in this guidance tool is not mandatory for signatories of the WEPs or any other company. The questions, results and recommended actions are intended to provide guidance for companies to ensure that gender is incorporated in COVID-19 responses and to provide concrete action that can be taken while responding to and recovering from the pandemic. "]

{"sheet":"Questionnaire","index":1,"n_rows":31,"n_cols":7,"rows_kept":31,"cut":false,"hidden":false,"merged":[[29,5,30,5],[12,5,13,5],[0,0,0,6],[24,5,25,5],[18,5,20,5]]}
["UN Women WEPs COVID-19 Response Guidance "]
["                   DIMENSION  1: COMMITMENT "]
[null,"1. LEADERSHIP ","Level ","Yes/No","Corresponding WEP","Why does it matter?","Recommended approaches"]
["1.1. ","Has your company integrated gender concerns into its leadership commitments, strategy, and support for COVID-19? ","Beginner ","No",1,"Corporate leadership is a key and integral part of ensuring a company's COVID-19 response is gender sensitive and ensuring previous efforts towards gender equality and women’s empowerment are not lost during this time. Including a gender lens in a company's leadership response to COVID-19 further demonstrates commitment to gender equality and women’s empowerment and an understanding of the unique positions women face in times of crisis. ","Integrate gender concerns into your company's COVID-19 response and internally and/or publicly acknowledge the relevance of gender equality and women's empowerment issues during COVID-19 pandemic response. \r\n"]
["1.2.","Has your company established a COVID-19 task force team with women as part of this group? ","Beginner ","No",1,"Women are often excluded from key-decision making groups resulting in solutions that are not gender-sensitive. Including women as part of your company's COVID-19 task force is the first step to ensure that gender concerns are taken into account in finding new solutions. ","Ensure that women participate in COVID-19 leadership decisions and embed gender concerns and gender expertise within response plans and budget resources to build gender expertise into response teams. Companies should aim for a minimum of 40% representation of women on the task force.  "]
["1.3.","Has your company engaged local or national government to advocate for gender responsive measures to COVID-19 in your community? ","Achiever ","No",1,null,"Join public advocacy campaigns or advocate in public forums for gender considerations to be included in COVID-19 responses including stimulus packages, funding for NGOs and relief funding for the private sector. \n\n"]
[]
["                     2. REPRESENTATION & LEADERSHIP"]
[null,"2. WORKPLACE ","Level ","Yes/No",null,"Why does it matter?","Recommended approaches"]
["2.1.","Does your company have a non-discrimination and equal opportunity policy that can be implemented as part of a gender sensitive approach to the COVID-19 pandemic response as well as in the wake of the pandemic to ensure the continued professional development and promotion of women? ","Beginner ","No","2, 4","The increased responsibility to care for children, the sick and the elderly impacts women at all levels, increasing the likelihood that women on a career path or in leadership positions will be among those giving up their jobs or scaling back their workload. Companies that have made commitments to promote women in leadership roles may find that many promising women candidates are forced or choose to step back from work during this time to care for their family. Those in charge of promotions and retentions may privilege employees who continued working at full capacity during the pandemic. In the long-term, this may widen vertical gender gaps as more women miss out on promotion or are forced out of the workforce. ","Acknowledge the increased care burden on women and encourage male employees to take their share of the care burden during this time and commit to non-discrimination and equal opportunity for women during COVID-19."]
["2.2.","Does your company have policies, approaches to ensure an environment free of violence, harassment, and sexual exploitation and offer adequate support to victims while employees work from home during the COVID-19 pandemic response?  ","Beginner ","No",3,"Women and children in self-isolation or in quarantine are also vulnerable to domestic violence. Not all homes are safe, and enforced periods of isolation in the home may put many women at risk of domestic violence. Instance of violence are likely to increase during crises, due to increase stress, anxiety, substance abuse and the inability to leave. Domestic violence is not only harmful to women, it impedes economic growth and stalls societal development. Violence—both at home and in the workplace—ultimately results in lost productivity, absenteeism, isolation from co-workers, slowed career progression, and increased training and recruitment costs for employers.","Raise awareness on domestic violence as part of the company’s COVID-19 response and review policies to support victims of domestic violence, including by providing information on how to access local and national support services.\n"]
["2.3.","Does your company have an approach to address the specific health, safety, and hygiene needs of women required to come into work and commute to work during the COVID-19 pandemic (such as access to PPE and menstrual hygiene products)?","Beginner ","No",3,"Workplaces are a common location for communicable disease transmission among adults as it hosts people coming from different and densely populated communities into one confined space where workers find themselves in close proximity to each other and handling the same objects. These challenges are heightened for women workers because women are especially vulnerable to a myriad of health issues due to lower health literacy levels, less access to health care, and less decision-making power in health matters. \n\nWomen are more likely than men to rely on public transportation to get to work. During the crisis many public transportation systems have been shut down or decreased. This may limit women's ability to get to work. ","Provide all workers, women and men, with the necessary protective equipment material, in the correct size, and training on how to use it. This material should be adapted to pregnant workers as needed. Provide reliable and safe transportation to all frontline workers as needed, especially when public transportation is not available."]
["2.4.","Does your company have an approach to support women and men as parents and caregivers during the COVID-19 pandemic response such as paid parental leave, access or monetary support for childcare and flexible working arrangements given the increase need for childcare and caregiving?","Beginner ","No",2," Globally, women do three times as much unpaid care work as men. With the closure of schools; overloaded health systems; and an increase in infections in the population, a greater burden is placed on care in the home and the burden of unpaid domestic and care work has increased for women. Women’s ability to work from home effectively or go to work will be impacted by their greater care burden and need to support children’s home education during the pandemic. ","Expand or enhance parental and caregiver benefits and services, and work-life balance policies to all employees during COVID-19."]
["2.5.","Does your company have an approach to encourage shared care work and support all employees, including men, to take on more care work including awareness raising and a paid parental leave policy for men to care for children. ","Achiever ","No",3,null,"Ensure that women and men employees receive equal parental and caregiver benefits during COVID-19 and raise awareness on the role of men in care work."]
[]
["                     3. POLICIES & PROCESSES"]
[null,"3. MARKETPLACE","Level ","Yes/No",null,"Why does it matter?","Recommended approaches"]
["3.1.","Does your company have a proactive procurement plan to expand relationships with women-owned businesses in the value chain and when contracting vendors during and after the COVID-19 pandemic? ","Beginner ","No",5,"During COVID-19 it is expected that the rise in delayed payments, raw material shortage and fall in demand on exports will lead to high level of unemployment of female workers and closedown of women-run small and medium- sized enterprises (SMEs). Women-run SMEs are smaller in scale and more vulnerable to economic shocks due to the lack of strategic management, access to credit, and operational skills.   ","Identify where women-led SMEs are in your supply chain, and actively reach out to support them. "]
["3.2.","Is your company encouraging suppliers and vendors to advance performance on gender equality and protect the health, safety and job security of women workers during the COVID-19 pandemic? ","Beginner ","No",5,"Women are overrepresented in low-skilled, low-wage jobs at the base of larger supply chains, such as garment factory workers and agricultural workers. These jobs, which typically offer less access to security like health insurance, unemployment benefits and other social protection, are among those already being lost as global trade slows and companies cancel orders and reroute production to minimize losses, placing already vulnerable women at increased risk of falling into poverty. These jobs are often difficult to switch to online work modalities. When global trade begins to increase again, shorter lead times and unrealistic production targets are expected, both of which have been known to increase rates of sexual harassment and health concerns particularly for pregnant women.  ","Engage suppliers to help them support women, provide COVID-19 training, and remain focused on gender equality during COVID-19.\n\n "]
[3.3,"Is your company supporting the reskilling and/or digital upskilling of women workers and women entrepreneurs? ","Achiever ","No",5,null,"Seek opportunities to digitally upskill or reskill women workers and/or entrepreneurs in your supply chain so that they can continue to work from home, engage in important information online or seize new business opportunities presented by COVID-19. "]
[3.4,"Is your company seeking opportunities for collaboration and industry-wide solutions that supports suppliers and supply chain workers during COVID-19 and mitigates the impact on suppliers and supply chain workers when normal trade resumes? ","Achiever ","No",5,null,"Engage with other organizations in your industry, the International Labor Organization, trade unions, industry associations, and other stakeholders to find industry-wide solutions to support your suppliers. Ensure representation of women suppliers and supply chain workers in industry consultations."]
[]
["                     4.  TRAINING PROGRAMS"]
[null,"COMMUNITY ","Level ","Yes/No",null,"Why does it matter?","Recommended approaches"]
["4.1.","Does your company have an approach to embed gender in COVID-19 community responses including corporate social responsibility activities, philanthropy, public advocacy, and partnerships?\n","Beginner ","No",6,"\nThe response to COVID-19 relies on collective efforts. As such, workplaces cannot act in silos and any effort to lessen the impact of COVID-19 needs to consider where and how to engage the community. Women are hit harder by economic impacts such as those COVID-19 are driving. Women disproportionately work in insecure labor and/or the informal economy. Disruptions, including movement restrictions, can remove women’s ability to make a living and meet their families’ basic needs. ","Embed gender in community responses related to COVID-19."]
["4.2.","Does your company have an approach to provide support to local services focused on women's need such as domestic violence support and women's rights organizations during and in the aftermath of COVID-19?  ","Achiever ","No",6,null,"Provide financial or pro-bono support for programmatic gender equality work and/or civil society organizations undertaking gender equality work during COVID-19 at the global and/or grassroots level."]
[]
["                     5. SEX-DISAGGREGATED DATA"]
[null,"SEX-DISAGGREGATED DATA ","Level ","Yes/No",null,"Why does it matter?","Recommended approaches"]
["5.1.","Is your company collecting sex-disaggregated data of all employees, impacts and measures taken during COVID-19?  ","Beginner ","No",7,"The absence of gender data prevents companies from identifying symptoms (a sign that a problem exists) of potential gendered issues and understanding the full extent of COVID-19 on women. "," Ensure that all data collected during COVID-19 related to employee impacts (layoffs, reduced salaries etc.), health and safety, procurement, and community outreach is disaggregated by sex and factors such as  contract type, ethnicity, disability, age and nationality to account for marginalized groups such as migrant workers, ethnic minorities etc. \n"]
["5.2.","Does your company currently or plan to publicly report this data?  ","Achiever ","No",7,null,"Report publicly to company stakeholders all COVID-19 sex-disaggregated data and data disaggregated by factors such as  contract type, ethnicity, disability, age, and nationality to account for marginalized groups such as migrant workers, ethnic minorities etc., including related to employee impacts (layoffs, reduced salaries etc.), health and safety, procurement and community outreach. "]

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["UN Women WEPs COVID-19 Response Scoresheet"]
[]
[]
[null,"Beginner ",null,"Achiever "]
[null,"Actions Taken ","No Actions Taken","Actions taken  ","No Actions Taken"]
["1. LEADERSHIP ",{"$f":"'Data sheet'!D44","v":0},{"$f":"'Data sheet'!B44","v":2},{"$f":"'Data sheet'!E44","v":0},{"$f":"'Data sheet'!C44","v":1}]
["2. WORKPLACE ",{"$f":"'Data sheet'!D50","v":0},{"$f":"'Data sheet'!B50","v":3},{"$f":"'Data sheet'!E50","v":0},{"$f":"'Data sheet'!C50","v":2}]
["3. MARKETPLACE",{"$f":"'Data sheet'!D55","v":0},{"$f":"'Data sheet'!B55","v":2},{"$f":"'Data sheet'!E55","v":0},{"$f":"'Data sheet'!C55","v":2}]
["4. COMMUNITY ",{"$f":"'Data sheet'!D58","v":0},{"$f":"'Data sheet'!B58","v":1},{"$f":"'Data sheet'!E58","v":0},{"$f":"'Data sheet'!C58","v":1}]
["5. SEX-DISAGGREGATED DATA ",{"$f":"'Data sheet'!D61","v":0},{"$f":"'Data sheet'!B61","v":1},{"$f":"'Data sheet'!E61","v":0},{"$f":"'Data sheet'!C61","v":1}]
["TOTAL: ",{"$f":"SUM(B6:B10)","v":0},{"$f":"SUM(C6:C10)","v":9},{"$f":"SUM(D6:D10)","v":0},7]

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["UN Women WEPs COVID-19 Action Plan"]
[]
[null,"Immediate next steps are ranked by priority from high to low. "]
[]
[null,"1. LEADERSHIP ","Yes/No","Actions",null,"Priority level "]
["1.1.","Has your company integrated gender into its leadership commitments, strategy, and support for COVID-19? ",{"$f":"Questionnaire!D4","v":"No"},"Immediate next steps",{"$f":"IF(C6=\"Yes\",,'Data sheet'!C3)","v":"Circulate an internal communication(s) and/or informal acknowledgement of the relevance of gender equality and women's empowerment during COVID-19 pandemic response. "},{"$f":"IF(C6=\"Yes\",,\"High\")","v":"High"},{"$f":"IF($C$6=\"Yes\",0,1)","v":1}]
[null,null,null,null,{"$f":"IF(C6=\"Yes\",,'Data sheet'!C4)","v":"Release a public written statement or commitment outlining your company's commitment to gender equality and the WEPs during the COVID-19 pandemic response and beyond. "},{"$f":"IF(C6=\"Yes\",,\"Medium\")","v":"Medium"},{"$f":"IF($C$6=\"Yes\",0,1)","v":1}]
[null,null,null,"Long term considerations",{"$f":"IF(F6=\"Yes\",,'Data sheet'!D3)","v":"If not already, consider becoming a signatory to the Women's Empowerment Principles (WEPs): https://www.weps.org/. "}]
["1.2.","Has your company established a COVID-19 task force team with women as part of this group? ",{"$f":"Questionnaire!D5","v":"No"},"Immediate next steps",{"$f":"IF(C9=\"Yes\",,'Data sheet'!C5)","v":"Establish a COVID-19 task force ensuring women are included as active members with decision-making power. If your company already has a COVID-19 task force without women, ensure to add women members and review existing COVID-19 responses with all new members. Companies should aim for a minimum of 40% representation of women on the task force.  "},{"$f":"IF(C9=\"Yes\",,\"High\")","v":"High"},{"$f":"IF($C$9=\"Yes\",0,1)","v":1}]
[null,null,null,"Long term considerations",{"$f":"IF(F9=\"Yes\",,'Data sheet'!D5)","v":"Ensure that women participate in COVID-19 and other emergency response leadership decisions and embed gender dimensions and gender experts within emergency response plans and budget resources to build gender expertise into response teams. "}]
["1.3.","Has your company engaged local or national government to advocate for gender responsive measures to COVID-19 in your community? ",{"$f":"Questionnaire!D6","v":"No"},"Immediate next steps",{"$f":"IF(C11=\"Yes\",,'Data sheet'!C6)","v":"Review your national and local context for any public advocacy campaigns or private sector consultation processes to join.\n\nIdentify local and national government members or initiatives, including women and gender ministries to engage or lobby for the inclusion of gender considerations in COVID-19 responses. "},{"$f":"IF(C11=\"Yes\",,\"Medium\")","v":"Medium"},{"$f":"IF($C$11=\"Yes\",0,1)","v":1}]
[]
["                     2. REPRESENTATION & LEADERSHIP",null,{"$f":"Questionnaire!D8","v":0},null,{"$f":"IF(C13=\"Yes\",,'Data sheet'!C8)","v":0}]
[null,"2. WORKPLACE ","Yes/No","Actions",null,"Priority level "]
["2.1. ","Does your company have a non-discrimination and equal opportunity policy that can be implemented as part of a gender sensitive approach to the COVID-19 pandemic response as well as in the wake of the pandemic to ensure the continued professional development and promotion of women? ",{"$f":"Questionnaire!D10","v":"No"},"Immediate next steps",{"$f":"IF(C15=\"Yes\",,'Data sheet'!C10)","v":"Release an internal statement that acknowledges the increased care burden on women and men during this time and commits to upholding the principles of non-discrimination and equal opportunity for women during COVID-19. \n\nRaise awareness with managers and senior leaders on the gendered impact of COVID-19 on women's performance and working hours through internal briefings. "},{"$f":"IF(C15=\"Yes\",,\"High\")","v":"High"},{"$f":"IF($C$15=\"Yes\",0,1)","v":1}]
[null,null,null,null,{"$f":"IF(C15=\"Yes\",,'Data sheet'!C11)","v":"Make professional development opportunities available for women during and after COVID-19 such as training, mentoring and coaching.  \n\nAdjust your annual review processes and employee KPIs to consider the gendered impact of COVID-19 so that women and men are not penalized for taking time off during the crisis. "},{"$f":"IF(C15=\"Yes\",,\"Medium\")","v":"Medium"},{"$f":"IF($C$15=\"Yes\",0,1)","v":1}]
[null,null,null,"Long term considerations",{"$f":"IF(F15=\"Yes\",,'Data sheet'!D10)","v":"Establish a non-discrimination and equal opportunity policy to ensure the appropriate approach to gender equality in your company beyond COVID-19\n\nReview and compare promotion, wages and bonuses data for women and men for the 24 months following the crisis to ensure it does not have negative impacts on women's outcomes in the workplace. Where negative impacts are found, take proactive measures to redress these outcomes. "}]
["2.2.","Does your company have an approach to ensure an environment free of violence, harassment, and sexual exploitation and offer adequate support to victims of violence, harassment, and sexual exploitation while employees work from home during the COVID-19 pandemic response? ",{"$f":"Questionnaire!D11","v":"No"},"Immediate next steps",{"$f":"IF(C18=\"Yes\",,'Data sheet'!C12)","v":"Become familiar with the issue: domestic violence impacts employees and workforces under “normal” circumstances, and in the COVID-19 context, reports have risen dramatically. Messages from employers that support staff safety on this issue are extremely valuable, and guidance is available with sample steps to take. https://asiapacific.unwomen.org/en/digital-library/publications/2019/10/workplace-responses-to-intimate-partner-violence\n\nRelease information for all employees about domestic violence during COVID-19, recognizing that this can happen to anyone and that domestic violence reports have increased dramatically at this time. Information should include information on local helplines, support centers, emergency services, legal support, accommodation/shelters, and counselling.  \n\nAdapt existing policies to support victims in remote working situations.\n\n"},{"$f":"IF(C18=\"Yes\",,\"High\")","v":"High"},{"$f":"IF($C$18=\"Yes\",0,1)","v":1}]
[null,null,null,null,{"$f":"IF(C18=\"Yes\",,'Data sheet'!C13)","v":"Create an emergency policy to support victims of domestic violence through enhanced flexible work arrangements for both schedule and location, temporary protection against dismissal as appropriate, and access to counselling services. "},{"$f":"IF(C18=\"Yes\",,\"Medium\")","v":"Medium"},{"$f":"IF($C$18=\"Yes\",0,1)","v":1}]
[null,null,null,"Long term considerations",{"$f":"IF(F18=\"Yes\",,'Data sheet'!D12)","v":"Create a long-term policy to support victims of domestic violence beyond COVID-19 through enhanced flexible work arrangements for both schedule and location, temporary protection against dismissal as appropriate, and access to counselling services.\n\nGain support of senior leaders to show support for anyone experiencing domestic violence, which the company asserts through practical actions.  \n\nPartner with and support local gender-based violence and domestic violence organizations to raise awareness among employees and provides access to support services. \n"}]
["2.3.","Does your company have an approach to address the specific health, safety, and hygiene needs of women required to come into work and commute to work during the COVID-19 pandemic (such as access to PPE and menstrual hygiene products)?",{"$f":"Questionnaire!D12","v":"No"},"Immediate next steps",{"$f":"IF(C21=\"Yes\",,'Data sheet'!C14)","v":"Ensure a safe transportation system for essential frontline workers including where necessary providing temporary private transportation or additional funding for private transportation. \n\nProvide accessible and safe accommodation, with separate facilities for women and men, if essential frontline workers cannot go back home because of lockdowns.\n\nProvide wellness and well-being sessions during the pandemic.\n\nProvide emergency childcare for essential frontline workers. \n\nProvide personal protective equipment and hand hygiene facilities for frontline workers, especially taking into consideration the needs of pregnant and nursing women. \n\nProvide sick leave and ensure no wage penalties for women workers who contract COVID-19 or are required to self-quarantine, particularly for women at the base of supply chains who are unlikely to have social protection and insurance  "},{"$f":"IF(C21=\"Yes\",,\"High\")","v":"High"},{"$f":"IF($C$21=\"Yes\",0,1)","v":1}]
[null,null,null,null,{"$f":"IF(C21=\"Yes\",,'Data sheet'!C15)","v":"Provide access to mental health support and expanded health insurance and sick leave arrangements to account for both the mental and physical impact of COVID-19."},{"$f":"IF(C21=\"Yes\",,\"Medium\")","v":"Medium"},{"$f":"IF($C$21=\"Yes\",0,1)","v":1}]
[null,null,null,"Long term considerations",{"$f":"IF(F21=\"Yes\",,'Data sheet'!D14)","v":"Implement a gender-responsive employee health and safety program based on employee needs e.g. WASH, or mental health care."}]
["2.4.","Does your company have an approach to support women as parents and caregivers during the COVID-19 pandemic response such as paid parental leave, access or monetary support for childcare and flexible working arrangements given the increase need for childcare and caregiving?",{"$f":"Questionnaire!D13","v":"No"},"Immediate next steps",{"$f":"IF(C24=\"Yes\",,'Data sheet'!C16)","v":"Issue an immediate policy that provides extra paid leave days for women and men forced to take time off for home childcare or taking care of elders and sick family members.\n\nExpand work-life balance policies such as flextime, staggered working hours or compressed work weeks for women and men with care responsibilities.\n"},{"$f":"IF(C24=\"Yes\",,\"High\")","v":"High"},{"$f":"IF($C$24=\"Yes\",0,1)","v":1}]
[null,null,null,null,{"$f":"IF(C24=\"Yes\",,'Data sheet'!C17)","v":"Release a supporting statement to the policy expansion to all employees that assures women and men they will not be financially penalized for working fewer hours during the outbreak. "},{"$f":"IF(C24=\"Yes\",,\"Medium\")","v":"Medium"},{"$f":"IF($C$24=\"Yes\",0,1)","v":1}]
[null,null,null,null,{"$f":"IF(C24=\"Yes\",,'Data sheet'!C18)","v":"Offer emergency childcare or monetary support for employees to seek the help of a family member of professional childminder. "},{"$f":"IF(C24=\"Yes\",,\"Low\")","v":"Low"},1]
["2.5.","Does your company have an approach to encourage shared care work and support all employees, including men, to take on more care work including awareness raising and a paid parental leave policy  for male employees to care for children. ",{"$f":"Questionnaire!D14","v":"No"},"Immediate next steps",{"$f":"IF(C27=\"Yes\",,'Data sheet'!C19)","v":"Ensure that men and women employees receive equal parental and caregiver benefits during COVID-19. E.g. Provide extra paid leave days when forced to take time off for home childcare or taking care of elders and sick family members. \n\nRaise awareness on the role of men in care work, emphasizing the company's policies and initiatives to support and encourage the sharing of such work."},{"$f":"IF(C27=\"Yes\",,\"Low\")","v":"Low"},{"$f":"IF($C$27=\"Yes\",0,1)","v":1}]
[]
[]
[null,"3. MARKETPLACE","Yes/No","Actions",null,"Priority level "]
["3.1.","Does your company have a proactive procurement plan to expand relationships with women-owned businesses in the value chain and when contracting vendors during and after the COVID-19 pandemic? ",{"$f":"Questionnaire!D18","v":"No"},"Immediate next steps",{"$f":"IF(C31=\"Yes\",,'Data sheet'!C23)","v":"Review your supply chain to identify where women-led SMEs are in your supply chain, and actively reach out to support them by guaranteeing payments and orders, providing advanced payments where possible, and supporting them to shift production to in-demand products.  "},{"$f":"IF(C31=\"Yes\",,\"Medium\")","v":"Medium"},{"$f":"IF($C$31=\"Yes\",0,1)","v":1}]
[null,null,null,null,{"$f":"IF(C31=\"Yes\",,'Data sheet'!C24)","v":"Partner with industry groups to identify larger scale efforts to support women-led SMEs, including efforts to address unpaid care and domestic work and access to credit and training."},{"$f":"IF(C31=\"Yes\",,\"Low\")","v":"Low"},{"$f":"IF($C$31=\"Yes\",0,1)","v":1}]
[null,null,null,"Long term considerations",{"$f":"IF(F31=\"Yes\",,'Data sheet'!D23)","v":"Assess procurement practices to ensure a gender-responsive approach that actively reaches women-led SMEs, sets goals and targets to procure from them (e.g. 30%), and regularly report on progress.  \n\nPartner with industry groups to identify larger scale efforts to support women-led SMEs, including efforts to address unpaid care and domestic work and access to credit and training. Ensure representation of women suppliers and supply chain workers in industry consultations."}]
["3.2.","Is your company encouraging suppliers and vendors to advance performance on gender equality and protect the health, safety and job security of women workers during the COVID-19 pandemic? ",{"$f":"Questionnaire!D19","v":"No"},"Immediate next steps",{"$f":"IF(C34=\"Yes\",,'Data sheet'!C25)","v":"Explore with suppliers how to support their employees, especially women, to avoid that they carry the financial burden during and after the pandemic, for example through digital wage payments, supply chain financing structures etc. Ensure to extend efforts to home-based workers. \n\nSupport your suppliers in providing digital training to workers on prevention of Covid-19 and broader health topics e.g. through existing mobile-based communications systems used in factories. \n\n\n "},{"$f":"IF(C34=\"Yes\",,\"High\")","v":"High"},{"$f":"IF($C$34=\"Yes\",0,1)","v":1}]
[null,null,null,null,{"$f":"IF(C34=\"Yes\",,'Data sheet'!C26)","v":"Issue a communication to all suppliers and vendors that emphasizes gender equality as a key requirement during COVID-19 and continue to monitor and require non-discrimination, equal pay for equal work, and health and safety of women workers in your supply chain. "},{"$f":"IF(C34=\"Yes\",,\"Medium\")","v":"Medium"},{"$f":"IF($C$34=\"Yes\",0,1)","v":1}]
[3.3,"Is your company supporting the reskilling and/or digital upskilling of women workers and women entrepreneurs? ",null,"Immediate next steps",{"$f":"IF(C36=\"Yes\",,'Data sheet'!C27)","v":"Review your supply chain and partner with any suppliers and/or industry partners to enable digital upskilling and/or reskilling to women workers or women entrepreneurs that enables them to better respond to the employment and business challenges and opportunities presented by COVID-19. "},{"$f":"IF(C35=\"Yes\",,\"Medium\")","v":"Medium"},{"$f":"IF($C$34=\"Yes\",0,1)","v":1}]
[3.4,"Is your company seeking opportunities for collaboration and industry-wide solutions that supports suppliers and supply chain workers during COVID-19 and mitigates the impact on suppliers and supply chain workers when normal trade resumes? ",{"$f":"Questionnaire!D21","v":"No"},"Immediate next steps",{"$f":"IF(C37=\"Yes\",,'Data sheet'!C28)","v":"Reach out to other organizations in your industry, the International Labor Organization, trade unions, industry associations, and other stakeholders to participate in or initiate industry-wide solutions that support your suppliers. "},{"$f":"IF(C37=\"Yes\",,\"Low\")","v":"Low"},{"$f":"IF($C$37=\"Yes\",0,1)","v":1}]
[]
["                     4.  TRAINING PROGRAMS",null,{"$f":"Questionnaire!D23","v":0},null,{"$f":"IF(C39=\"Yes\",,'Data sheet'!C30)","v":0}]
[null,"4. COMMUNITY ","Yes/No","Actions",null,"Priority level "]
["4.1.","Does your company have an approach to embed gender in COVID-19 community responses including corporate social responsibility activities, philanthropy, public advocacy, and partnerships?\n",{"$f":"Questionnaire!D25","v":"No"},"Immediate next steps",{"$f":"IF(C41=\"Yes\",,'Data sheet'!C32)","v":"Review your current community responses to COVID-19 with a view to embed gender into all activities and outcomes.\n\nEngage your current community partners and require that they track the number of beneficiaries from community projects and initiatives, disaggregated by sex."},{"$f":"IF(C41=\"Yes\",,\"High\")","v":"High"},{"$f":"IF($C$41=\"Yes\",0,1)","v":1}]
["4.2.","Does your company have an approach to provide support to local services focused on women's need such as domestic violence support services and women's rights organisations during and in the aftermath of COVID-19?  ",{"$f":"Questionnaire!D26","v":"No"},"Immediate next steps",{"$f":"IF(C42=\"Yes\",,'Data sheet'!C33)","v":"Review your local and national context and identify programs and civil society organizations to support that provide gender equality work during COVID-19 at the global and/or grassroots level including domestic violence and mental health care.\n\nPartner with local or global organizations or other companies on gender equality and women's empowerment as part of COVID-19 responses."},{"$f":"IF(C42=\"Yes\",,\"Medium\")","v":"Medium"},{"$f":"IF($C$42=\"Yes\",0,1)","v":1}]
[]
[null,null,{"$f":"Questionnaire!D28","v":0},null,{"$f":"IF(C44=\"Yes\",,'Data sheet'!C35)","v":0}]
[null,"5. SEX-DISAGGREGATED DATA ","Yes/No","Actions",null,"Priority level "]
["5.1.","Is your company collecting sex-disaggregated data of all employees, impacts and measures taken during COVID-19?  ",{"$f":"Questionnaire!D30","v":"No"},"Immediate next steps",{"$f":"IF(C46=\"Yes\",,'Data sheet'!C37)","v":"Begin collecting sex-disaggregated data for COVID-19 measures and impacts such as layoffs, reduced salaries, health and safety measures and training, procurement, and community outreach.  \n\nBegin collecting data for COVID-19 measures and impacts disaggregated by factors such as  contract type, ethnicity, disability, age and nationality to account for marginalized groups such as migrant workers, ethnic minorities etc. \n\nGive out rapid response surveys to employees (ensure data is gender-disaggregated and include questions on increased care burden). "},{"$f":"IF(C46=\"Yes\",,\"High\")","v":"High"},{"$f":"IF($C$46=\"Yes\",0,1)","v":1}]
["5.2.","Does your company currently or plan to publicly report this data?  ",{"$f":"Questionnaire!D31","v":"No"},"Immediate next steps",{"$f":"IF(C47=\"Yes\",,'Data sheet'!C38)","v":"Include sex-disaggregated data and data disaggregated by factors such as contract type, ethnicity, age, disability and nationality in all public reporting and statements related to COVID-19 including future annual reports."},{"$f":"IF(C47=\"Yes\",,\"Medium\")","v":"Medium"},{"$f":"IF($C$47=\"Yes\",0,1)","v":1}]

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[null,"Priority level ","Immediate next steps ","Long term considerations "]
["1. LEADERSHIP "]
["1.1. ",1,"Circulate an internal communication(s) and/or informal acknowledgement of the relevance of gender equality and women's empowerment during COVID-19 pandemic response. ","If not already, consider becoming a signatory to the Women's Empowerment Principles (WEPs): https://www.weps.org/. "]
[null,2,"Release a public written statement or commitment outlining your company's commitment to gender equality and the WEPs during the COVID-19 pandemic response and beyond. "]
[1.2,1,"Establish a COVID-19 task force ensuring women are included as active members with decision-making power. If your company already has a COVID-19 task force without women, ensure to add women members and review existing COVID-19 responses with all new members. Companies should aim for a minimum of 40% representation of women on the task force.  ","Ensure that women participate in COVID-19 and other emergency response leadership decisions and embed gender dimensions and gender experts within emergency response plans and budget resources to build gender expertise into response teams. "]
[1.3,1,"Review your national and local context for any public advocacy campaigns or private sector consultation processes to join.\n\nIdentify local and national government members or initiatives, including women and gender ministries to engage or lobby for the inclusion of gender considerations in COVID-19 responses. "]
[]
[]
["2. WORKPLACE "]
[2.1,1,"Release an internal statement that acknowledges the increased care burden on women and men during this time and commits to upholding the principles of non-discrimination and equal opportunity for women during COVID-19. \n\nRaise awareness with managers and senior leaders on the gendered impact of COVID-19 on women's performance and working hours through internal briefings. ","Establish a non-discrimination and equal opportunity policy to ensure the appropriate approach to gender equality in your company beyond COVID-19\n\nReview and compare promotion, wages and bonuses data for women and men for the 24 months following the crisis to ensure it does not have negative impacts on women's outcomes in the workplace. Where negative impacts are found, take proactive measures to redress these outcomes. "]
[null,2,"Make professional development opportunities available for women during and after COVID-19 such as training, mentoring and coaching.  \n\nAdjust your annual review processes and employee KPIs to consider the gendered impact of COVID-19 so that women and men are not penalized for taking time off during the crisis. "]
[2.2000000000000002,1,"Become familiar with the issue: domestic violence impacts employees and workforces under “normal” circumstances, and in the COVID-19 context, reports have risen dramatically. Messages from employers that support staff safety on this issue are extremely valuable, and guidance is available with sample steps to take. https://asiapacific.unwomen.org/en/digital-library/publications/2019/10/workplace-responses-to-intimate-partner-violence\n\nRelease information for all employees about domestic violence during COVID-19, recognizing that this can happen to anyone and that domestic violence reports have increased dramatically at this time. Information should include information on local helplines, support centers, emergency services, legal support, accommodation/shelters, and counselling.  \n\nAdapt existing policies to support victims in remote working situations.\n\n","Create a long-term policy to support victims of domestic violence beyond COVID-19 through enhanced flexible work arrangements for both schedule and location, temporary protection against dismissal as appropriate, and access to counselling services.\n\nGain support of senior leaders to show support for anyone experiencing domestic violence, which the company asserts through practical actions.  \n\nPartner with and support local gender-based violence and domestic violence organizations to raise awareness among employees and provides access to support services. \n"]
[null,2,"Create an emergency policy to support victims of domestic violence through enhanced flexible work arrangements for both schedule and location, temporary protection against dismissal as appropriate, and access to counselling services. "]
[2.2999999999999998,null,"Ensure a safe transportation system for essential frontline workers including where necessary providing temporary private transportation or additional funding for private transportation. \n\nProvide accessible and safe accommodation, with separate facilities for women and men, if essential frontline workers cannot go back home because of lockdowns.\n\nProvide wellness and well-being sessions during the pandemic.\n\nProvide emergency childcare for essential frontline workers. \n\nProvide personal protective equipment and hand hygiene facilities for frontline workers, especially taking into consideration the needs of pregnant and nursing women. \n\nProvide sick leave and ensure no wage penalties for women workers who contract COVID-19 or are required to self-quarantine, particularly for women at the base of supply chains who are unlikely to have social protection and insurance  ","Implement a gender-responsive employee health and safety program based on employee needs e.g. WASH, or mental health care."]
[null,2,"Provide access to mental health support and expanded health insurance and sick leave arrangements to account for both the mental and physical impact of COVID-19."]
[2.4,1,"Issue an immediate policy that provides extra paid leave days for women and men forced to take time off for home childcare or taking care of elders and sick family members.\n\nExpand work-life balance policies such as flextime, staggered working hours or compressed work weeks for women and men with care responsibilities.\n"]
[null,2,"Release a supporting statement to the policy expansion to all employees that assures women and men they will not be financially penalized for working fewer hours during the outbreak. "]
[null,3,"Offer emergency childcare or monetary support for employees to seek the help of a family member of professional childminder. "]
[2.5,3,"Ensure that men and women employees receive equal parental and caregiver benefits during COVID-19. E.g. Provide extra paid leave days when forced to take time off for home childcare or taking care of elders and sick family members. \n\nRaise awareness on the role of men in care work, emphasizing the company's policies and initiatives to support and encourage the sharing of such work."]
[]
[]
["3. MARKETPLACE"]
[3.1,2,"Review your supply chain to identify where women-led SMEs are in your supply chain, and actively reach out to support them by guaranteeing payments and orders, providing advanced payments where possible, and supporting them to shift production to in-demand products.  ","Assess procurement practices to ensure a gender-responsive approach that actively reaches women-led SMEs, sets goals and targets to procure from them (e.g. 30%), and regularly report on progress.  \n\nPartner with industry groups to identify larger scale efforts to support women-led SMEs, including efforts to address unpaid care and domestic work and access to credit and training. Ensure representation of women suppliers and supply chain workers in industry consultations."]
[null,3,"Partner with industry groups to identify larger scale efforts to support women-led SMEs, including efforts to address unpaid care and domestic work and access to credit and training."]
[3.2,1,"Explore with suppliers how to support their employees, especially women, to avoid that they carry the financial burden during and after the pandemic, for example through digital wage payments, supply chain financing structures etc. Ensure to extend efforts to home-based workers. \n\nSupport your suppliers in providing digital training to workers on prevention of Covid-19 and broader health topics e.g. through existing mobile-based communications systems used in factories. \n\n\n "]
[null,2,"Issue a communication to all suppliers and vendors that emphasizes gender equality as a key requirement during COVID-19 and continue to monitor and require non-discrimination, equal pay for equal work, and health and safety of women workers in your supply chain. "]
[3.3,3,"Review your supply chain and partner with any suppliers and/or industry partners to enable digital upskilling and/or reskilling to women workers or women entrepreneurs that enables them to better respond to the employment and business challenges and opportunities presented by COVID-19. "]
[3.4,3,"Reach out to other organizations in your industry, the International Labor Organization, trade unions, industry associations, and other stakeholders to participate in or initiate industry-wide solutions that support your suppliers. "]
[]
[]
["4. COMMUNITY "]
[4.0999999999999996,1,"Review your current community responses to COVID-19 with a view to embed gender into all activities and outcomes.\n\nEngage your current community partners and require that they track the number of beneficiaries from community projects and initiatives, disaggregated by sex."]
[4.2,2,"Review your local and national context and identify programs and civil society organizations to support that provide gender equality work during COVID-19 at the global and/or grassroots level including domestic violence and mental health care.\n\nPartner with local or global organizations or other companies on gender equality and women's empowerment as part of COVID-19 responses."]
[]
[]
["5. SEX-DISAGGREGATED DATA "]
[5.0999999999999996,1,"Begin collecting sex-disaggregated data for COVID-19 measures and impacts such as layoffs, reduced salaries, health and safety measures and training, procurement, and community outreach.  \n\nBegin collecting data for COVID-19 measures and impacts disaggregated by factors such as  contract type, ethnicity, disability, age and nationality to account for marginalized groups such as migrant workers, ethnic minorities etc. \n\nGive out rapid response surveys to employees (ensure data is gender-disaggregated and include questions on increased care burden). "]
[5.2,2,"Include sex-disaggregated data and data disaggregated by factors such as contract type, ethnicity, age, disability and nationality in all public reporting and statements related to COVID-19 including future annual reports."]
[]
[null,"Beginner actions still to be taken ","Achiever actions still to be taken ","Beginner Actions Taken ","Acheiver Actions taken  "]
["1.1. ",{"$f":"IF(Questionnaire!D4=\"No\",1,0)","v":1},null,{"$f":"IF(Questionnaire!D4=\"No\",0,1)","v":0}]
[1.2,{"$f":"IF(Questionnaire!D5=\"No\",1,0)","v":1},null,{"$f":"IF(Questionnaire!D5=\"No\",0,1)","v":0}]
["1.3 (Achiever)",null,{"$f":"IF(Questionnaire!D6=\"No\",1,0)","v":1},null,{"$f":"IF(Questionnaire!D6=\"No\",0,1)","v":0}]
["1. LEADERSHIP ",{"$f":"SUM(B41:B43)","v":2},{"$f":"SUM(C41:C43)","v":1},{"$f":"SUM(D41:D43)","v":0},0]
[2.1,{"$f":"IF(Questionnaire!D10=\"No\",1,0)","v":1},null,{"$f":"IF(Questionnaire!D10=\"No\",0,1)","v":0}]
[2.2000000000000002,{"$f":"IF(Questionnaire!D11=\"No\",1,0)","v":1},null,{"$f":"IF(Questionnaire!D11=\"No\",0,1)","v":0}]
[2.2999999999999998,{"$f":"IF(Questionnaire!D12=\"No\",1,0)","v":1},null,{"$f":"IF(Questionnaire!D12=\"No\",0,1)","v":0}]
[2.4,null,{"$f":"IF(Questionnaire!D13=\"No\",1,0)","v":1},{"$f":"IF(Questionnaire!D13=\"No\",0,1)","v":0}]
["2.5 (Achiever)",null,{"$f":"IF(Questionnaire!D14=\"No\",1,0)","v":1},null,{"$f":"IF(Questionnaire!D14=\"No\",0,1)","v":0}]
["2. WORKPLACE ",{"$f":"SUM(B45:B49)","v":3},{"$f":"SUM(C45:C49)","v":2},{"$f":"SUM(D45:D49)","v":0},0]
[3.1,{"$f":"IF(Questionnaire!D18=\"No\",1,0)","v":1},null,{"$f":"IF(Questionnaire!D18=\"No\",0,1)","v":0}]
[3.2,{"$f":"IF(Questionnaire!D19=\"No\",1,0)","v":1},null,{"$f":"IF(Questionnaire!D19=\"No\",0,1)","v":0}]
["3.3 (Achiever)",null,{"$f":"IF(Questionnaire!D20=\"No\",1,0)","v":1},null,{"$f":"IF(Questionnaire!D20=\"No\",0,1)","v":0}]
["3.4 (Achiever)",null,{"$f":"IF(Questionnaire!D21=\"No\",1,0)","v":1},null,{"$f":"IF(Questionnaire!D21=\"No\",0,1)","v":0}]
["3. MARKETPLACE",{"$f":"SUM(B51:B54)","v":2},{"$f":"SUM(C51:C54)","v":2},{"$f":"SUM(D51:D54)","v":0},0]
[4.0999999999999996,{"$f":"IF(Questionnaire!D25=\"No\",1,0)","v":1},null,{"$f":"IF(Questionnaire!D25=\"No\",0,1)","v":0}]
["4.2 (Achiever)",null,{"$f":"IF(Questionnaire!D26=\"No\",1,0)","v":1},null,{"$f":"IF(Questionnaire!D26=\"No\",0,1)","v":0}]
["4. COMMUNITY ",{"$f":"SUM(B56:B57)","v":1},{"$f":"SUM(C56:C57)","v":1},{"$f":"SUM(D56:D57)","v":0},0]
[5.0999999999999996,{"$f":"IF(Questionnaire!D30=\"No\",1,0)","v":1},null,{"$f":"IF(Questionnaire!D30=\"No\",0,1)","v":0}]
["5.2 (Achiever)",null,{"$f":"IF(Questionnaire!D31=\"No\",1,0)","v":1},null,{"$f":"IF(Questionnaire!D31=\"No\",0,1)","v":0}]
["5. SEX-DISAGGREGATED DATA ",{"$f":"SUM(B59:B60)","v":1},{"$f":"SUM(C59:C60)","v":1},{"$f":"SUM(D59:D60)","v":0},0]
["TOTAL ",{"$f":"B44+B50+B55+B58+B61","v":9},{"$f":"C44+C50+C55+C58+C61","v":7},{"$f":"D44+D50+D55+D58+D61","v":0},0]