Standard & Metrics

The Companies We Rate

Gender Fair’s proprietary machine-learning assisted methodology currently rates publicly traded, consumer-facing companies, which must publicly disclose the metrics we evaluate. Our database contains information on more than 5,000 such companies.

As of summer 2019, we launched assessment of privately held organizations, including non-profits. As private companies are not bound by the same disclosure mandates as public companies, we rely on self-reported data to evaluate these organizations.

In both cases, data is individually validated by our research team prior to the release of a company’s rating.

The Data We Use

We use the most recent information publicly available wherever possible, gathered from annual reports, corporate social responsibility reports, and sustainability reports. We evaluate marketing imagery of the last two years, and update rankings annually.

We take every effort to ensure the accuracy of the data, and contact each company to give them the opportunity to confirm. Individuals and companies are invited to submit a request for correction for any information they believe is in error, which is implemented within 30 days after verification.

If a foreign company has a U.S. division with its own executive committee and board, we will use the data for the U.S. division in our ratings. When rating foreign companies, we include their programs and policies in the U.S., and not in other markets.

Our Metrics

Gender Fair rates companies on metrics derived from the Women’s Empowerment Principles (WEPs) to ensure companies meet benchmark investments in gender equality—internally and in the communities they serve.

Launched in 2010 by UN Women & the United Nations Global Compact, the WEPs offer specific, measurable goals for gender equity.

Gender Fair rates companies on a 100 point index on five key areas:

Leadership & Opportunity

Employee Policies

Advertising & Communications

Diversity Reporting

Social Responsibility

We analyze a company’s commitment to advancing female leadership throughout its organization.

Are there leadership programs for women?

Does the percentage of women in the C-Suite or Executive Committee **meet or exceed the current benchmark of 14% (average in Fortune 500)?

Does the percentage of women on the Board meet or exceed the current benchmark of 20% (average in Fortune 500)?

Is the percentage of women of color on the board above the current benchmark of 5%?

Does the percentage of women in management meet or exceed the current benchmark of 40% (average according to US Government Accounting Agency)? Note: Management figures are self-reported, and definitions may vary.

**We use the number provided to the SEC of the highest paid executives. For non-US companies where that data is not available we count the executives with the word Chief in their titles, and if that is not applicable, we use the company’s listing of top executives.

We analyze a company’s ability to provide a supportive working environment for employees.

Does the paid maternity leave meet or exceed the current benchmark?
Does the paid paternity leave meet or exceed the current benchmark?
Does the company have programs or policies such as onsite childcare, breast milk shipping and lactation rooms?
Has the company published a gender pay gap study?
Does the company have any of the following in regards to sexual harassment: a third party reporting hotline, ombuds, a non-forced arbitration policy?

We analyze a company’s portrayal of gender in its advertising and marketing materials:

A brand receives a high score if its advertising positively breaks gender stereotypes.
A brand receives a neutral score if its advertising neither breaks gender stereotypes nor portrays gender-based violence or objectification.
A brand receives 0 points if it is objectifying or depicts gender-based violence.

We analyze a company’s commitment to intersectional gender equality by

Does the company report on the diversity of its employees?
Does the company report diversity in its supply chain?

We analyze a company's engagement with promoting gender equality outside of the workplace.

Does the company have community-based programs that focus on women, girls, or gender equality specifically?

Does the company publish the financial contributions to these programs?

Are these programs nationally or internationally-focused?

Women’s Empowerment Principles

Establish high-level corporate leadership for gender equality.

Treat all women and men fairly at work - respect and support human rights and nondiscrimination.

Ensure the health, safety and weel-being of all women and men workers.

Promote education, training and professional development for women.

Implement enterprise development, supply chain and marketing practice that empower women.

Promote equality through community initiative and advocacy.

Measure and publicly report on progress to achieve gender equality.