Equallytics · Equal Workplaces · Equitable Economies
Equal Workplaces. Equal Decision Making Spaces. Equitable Economies.
A flexible, comprehensive framework for assessing, benchmarking, and accelerating gender equality within workplaces, enterprises, supply chains, and investment portfolios. Not a checklist. A systemic lens that combines qualitative and quantitative metrics with contextual adaptation and global interoperability, to inform smarter investments, stronger compliance, and systemic change.
9
Pillars evaluated: from leadership and pay equity to supply chains, community impact, and data accountability
-1 to +3
Scoring scale: from harmful and regressive practices through to transformative, institutionalised leadership
8+
Global frameworks interoperable with EQUALISE 360: WEPs, GRI, BRSR, SDGs, ILO, SFDR, UNGPs, and GIRG
Why EQUALISE 360
Inequality is not a glitch in the system. It is the system. And systems can be reimagined.
Gender equality in the workplace remains fragmented and under-measured. The pay gap persists. Labour force participation gaps widen. Violence and harassment continue across workplaces and supply chains. Yet ESG and sustainability frameworks silo or underweight gender, making meaningful comparison impossible. What gets measured is representation. What goes unmeasured is the system that produces the gap. EQUALISE 360 is the standard that closes that distance.
20%
Global gender pay gap — persistent across sectors and geographies, embedded in how work is valued
ILO Global Labour Report
$10T
Estimated annual value of unpaid care work globally — invisible in every ESG report and leadership pipeline
UN Women
67%
Women who cite care responsibilities as the primary reason for exiting the workforce
ILO Labour Market Report
The Framework
EQUALISE 360 operates on a three-level architecture from high-level pillars to measurable parameters to verifiable indicators, with a consistent scoring logic and contextual adaptation across sectors, sizes, and geographies. EQUALISE 360 enables stakeholders to evaluate status, progress, intent, and effort undertaken by enterprises to build inclusive, gender-responsive, and equitable workplaces. It translates complex qualitative and quantitative inputs into actionable insight, ensuring that relevant stakeholders can be held accountable for compliance and transformative intent. It is a global public good, designed to close gender gaps in economic opportunity, leadership, safety, dignity, voice, and access.
Level 01
Pillars
Nine high-level systemic areas of action and accountability: from leadership and pay to supply chains, community impact, and data transparency.
Level 02
Parameters
3 to 5 sub-domains per pillar, bridging high-level priorities with the operational realities of businesses at different stages and scales.
Level 03
Indicators
Specific, verifiable, scorable, and contextual metrics. Each includes a scoring rubric, means of verification, framework interoperability tags, and actionable guidance.
Output
Equity Score
A composite score and maturity tier from Beginner to Leader, enabling benchmarking within sectors, comparison across industries, and progress tracking over time.
Nine Pillars
Each pillar covers a distinct systemic area: from how power is held at the top, to how the organisation's supply chain distributes or reinforces inequality at the bottom. Weightage is adaptive based on company size, reporting obligations, and sector-specific relevance.
P1
Power, compliance, and stewardship. How power is held, distributed, and used. Equitable participation in leadership, governance, and strategic decision-making.
P2
People, practices, and progression. Inclusive and equitable workforce systems across recruitment, retention, remuneration, benefits, and advancement.
P3
Prevention and redress of GBV and sexual harassment. Physical, psychological, and cyber safety across all levels and roles, covering women, LGBTQ+, persons with disabilities, and frontline staff.
P4
Institutional commitment to gender equality through formal rules and systems that translate intent into action. Existence, alignment, and enforcement of internal and external policy instruments.
P5
Building individual and collective competency to act equitably. Skill-building, reflective dialogue, mindset transformation, behavioural accountability, and safe spaces for change.
P6
Capital, labour, and redistribution. Does the enterprise supply chain reinforce or reduce inequality? Supplier diversity, worker protections, inclusive sourcing, and upstream redistribution.
P7
Are products and services designed to be inclusive, accessible, and safe for diverse users? Inclusive design, accessibility, user safety and dignity, and market representation.
P8
Reputation, representation, and responsibility. Does the organisation's external voice reinforce bias or shift norms? How the business redistributes value and influences systems beyond its walls.
P9
Does the organisation collect and use data to measure, report, and improve equity outcomes? Tech equity, algorithmic bias, accessibility, disaggregated metrics, transparency, and public accountability.
Who Uses EQUALISE 360
EQUALISE 360 serves a broad spectrum of stakeholders — from companies assessing their own systems to investors screening portfolios, regulators enforcing compliance, and civil society monitoring accountability.
Company Leadership
Boards, CXOs and HR and DEI Teams
Internal audit of gender gaps across functions, geographies, and supply chains. BRSR, WEPs, and GRI-aligned disclosures. Shape DEI strategy, ESG goals, and risk mitigation. Track progress year-on-year.
Investors
ESG, Gender Lens Investing, PE and VC
Screen and benchmark portfolio companies. Integrate scores into ESG risk and opportunity analysis. Validate fund alignment with SDG 5, BRSR, and SFDR.
Regulators and Standards Bodies
National Regulators, Exchanges and Standards Agencies
Assess compliance with BRSR, POSH, and CSR mandates. Identify red-flag sectors or practices needing scrutiny. Shape future legislation and ESG disclosure standards.
Civil Society and Policy Bodies
Advocacy Groups, Think Tanks, Academia
Monitor gender inclusion in private and supply chain employment. Advocate for specific reforms using publicly reported scores. Track progress on SDGs and gender budgeting.