Establishing cooperation with business stakeholders on promoting gender equality by improving the implementation of the principle non-discrimination

From October 2013 till December 2014, we implemented the project Establishing cooperation with business stakeholders on promoting gender equality by improving the implementation of the principle non-discrimination. The project responds to the need to make employers understand the assets of promoting non-discrimination and gender equality. This happened through two workshops for people from business sector focused on introducing the benefits of anti-discrimination policies and their implementation into practice.

The participants also gained knowledge on legal aspects of the right to equality, as well as on some interdisciplinary and structural aspects of discrimination. As a complementary activity, facilitated discussion with different stakeholders including decision-makers from the public sector also took place, with the aim to reveal the systemic barriers for implementing anti-discrimination policies into practice. Networking among employers – both companies and public institutions – who are open to promote non-discrimination of women continued throughout the whole project.

Project purpose:

The overall purpose of the project was to strengthen the implementation of human right values in private sector, mainly with regard to the need to increase the level of implementation of the right to equality and non-discrimination by businesses in Slovakia with emphasis on gender equality. We were exploring on the ways how to make the business sector a genuinely committed actor in the field of promoting equality who will see engagement in the field of anti-discrimination as self-beneficial.

Main project objectives:

• to improve the level of legal knowledge of issues of equality and (anti)discrimination (including relevant aspects of international human rights law and EU law) by businesses in Slovakia
• to sensitize selected Slovak enterprises/corporations/companies and their CEOs/management at all levels on issues of equality and discrimination of women and help them reflect on and challenge their stereotypes and prejudices
• to familiarize the employers with national law, international law and EU law standards in the field of prohibition of discrimination of women in the field of employment
• to create the space for the exchange of experience among CEOs and managers at all levels in the field of antidiscrimination and to facilitate the discussion on the issues of equality and (anti)discrimination (including relevant aspects of international human rights law and EU law)
• to establish new partnerships and networks within the business sector and contribute to their better synergic effect
• to initiate and/or enrich public debate on human rights aspects of problems dealt with by the project (policies to prevent discrimination of women in employment), and provide the public, especially women, with new and qualified information on the social, economic and cultural benefits of antidiscrimination policies and with business case for gender equality and diversity
• to sensitize the public on issues dealt with by the project and win better public support for promoting them

Target groups:

• people from business sector – mostly CEOs, managers, employees (preferably women)
• experts and decision/opinion makers from public institutions

Project activities:

• 1/2-day facilitated discussion for public decision makers, public authorities and other stakeholders (including CEOs and managers, women entrepreneurs) on the principle of equality and (anti)discrimination
• two 1-day workshops for CEOs and managers at all levels (including future managers), women entrepreneurs on the principle of equality and (anti-)discrimination
• preparation of materials for the facilitated discussion and for the workshops
• project management and coordination of project activities
• media activities

 
This project was funded by a grant from the United States Department of State. The opinions, findings and conclusions stated herein are those of the authors and do not necessarily reflect those of the United States Department of State.