Gender Equality in Business: A Responsibility and Opportunity

The pursuit of gender equality is ongoing, but not at the pace it should be. Five years short of the 2030 Agenda deadline, women still face higher risks of poverty, hunger, and unemployment. As creating an inclusive society hinges on recognizing and upholding women’s rights, what roles do companies play in advancing progress?

A Moral and Legal Imperative

Achieving gender equality is a collective responsibility, and the private sector must contribute its share to this effort. Companies employ women across the entire value chain; so, they have the responsibility and opportunity to advance gender equality through their practices and policies.

“Businesses cannot afford to treat gender equality as optional,” said Kirsi Madi, UN Women Deputy Executive Director.

The UN Women’s report on the private sector and gender equality highlights the issue as ‘unfinished business’ and how it is a moral and legal imperative for corporations to take action to foster equality for women and girls.

Gender equality is a matter of fundamental human rights, enshrined in international law and reflected in global commitments. Consequently, corporations must respect and uphold gender equality as an inherent part of human rights in conducting responsible business, such as the right to decent work, the right to a life free from violence, the right to social security & an adequate living standard, and the right to equal participation in economic life.

Furthermore, the report also highlights the economic and performance benefits of equality for the companies. Inclusive advertising, for instance, can boost long-term sales by 16.26%. Other measurable benefits include bigger market opportunities, stronger innovation and decision-making, and improved reputation and customer loyalty.

Issues & Progress in Gender Equality

In 2024, women’s labor participation stood at 64.5%, significantly lower than men’s participation at 92.2%. One key barrier is unequal care work responsibilities that disproportionately burden women due to traditional gender roles, forcing 708 million women out of participating in the labor force globally.

Meanwhile, workplace issues remain prevalent. ILO’s estimation shows that women still earn 20% less than men, highlighting the persistent gender wage gap. Additionally, women hold only 30% of leadership positions in 2025. More women also reported having experienced sexual violence and harassment during employment compared to men.

While companies are taking steps to address these issues, from advancing pay transparency to implementing gender-inclusive policies, the report finds that progress is still too modest with many gaps. Companies lacking binding transparency and accountability measures tend to show weaker progress compared to those with more rigid requirements.

Translating Corporate Commitment into Action

Now more than ever, women and girls are experiencing or at risk of experiencing higher vulnerability, given the existing economic volatility, widening disparity, and rapid environmental degradation. The report calls for the private sector to translate its commitment into concrete actions that uphold human rights and avoid harm.

Realizing this vision will require all stakeholders to create an environment that enables it, including through the effective use of data and strategic partnerships. Governments must establish frameworks that mandate transparency and accountability in business practices related to gender equality and women’s rights. Meanwhile, companies must move beyond voluntary pledges and actually set measurable targets on gender equality in workplaces, value chains, and markets. To seal it together, international regulators and investors must establish binding standards and align indicators to close gaps and further advance progress.

Editor: Nazalea Kusuma

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