SIST EN ISO 53800:2025

SLOVENSKI STANDARD
01-oktober-2025
Smernice za spodbujanje in uveljavitev enakosti spolov ter krepitev vloge žensk
(ISO 53800:2024)
Guidelines for the promotion and implementation of gender equality and women’s
empowerment (ISO 53800:2024)
Leitfaden für die Förderung und Umsetzung der Geschlechtergleichstellung und das
Empowerment von Frauen (ISO 53800:2024)
Lignes directrices relatives à la promotion et à la mise en oeuvre de l’égalité entre les
femmes et les hommes et à l’empouvoirement des femmes (ISO 53800:2024)
Ta slovenski standard je istoveten z: EN ISO 53800:2025
ICS:
03.100.02 Upravljanje in etika Governance and ethics
2003-01.Slovenski inštitut za standardizacijo. Razmnoževanje celote ali delov tega standarda ni dovoljeno.

EN ISO 53800
EUROPEAN STANDARD
NORME EUROPÉENNE
August 2025
EUROPÄISCHE NORM
ICS 03.100.02
English Version
Guidelines for the promotion and implementation of
gender equality and women's empowerment (ISO
53800:2024)
Lignes directrices relatives à la promotion et à la mise Leitfaden für die Förderung und Umsetzung der
en oeuvre de l'égalité entre les femmes et les hommes Geschlechtergleichstellung und das Empowerment von
et à l'empouvoirement des femmes (ISO 53800:2024) Frauen (ISO 53800:2024)
This European Standard was approved by CEN on 18 August 2025.

CEN members are bound to comply with the CEN/CENELEC Internal Regulations which stipulate the conditions for giving this
European Standard the status of a national standard without any alteration. Up-to-date lists and bibliographical references
concerning such national standards may be obtained on application to the CEN-CENELEC Management Centre or to any CEN
member.
This European Standard exists in three official versions (English, French, German). A version in any other language made by
translation under the responsibility of a CEN member into its own language and notified to the CEN-CENELEC Management
Centre has the same status as the official versions.

CEN members are the national standards bodies of Austria, Belgium, Bulgaria, Croatia, Cyprus, Czech Republic, Denmark, Estonia,
Finland, France, Germany, Greece, Hungary, Iceland, Ireland, Italy, Latvia, Lithuania, Luxembourg, Malta, Netherlands, Norway,
Poland, Portugal, Republic of North Macedonia, Romania, Serbia, Slovakia, Slovenia, Spain, Sweden, Switzerland, Türkiye and
United Kingdom.
EUROPEAN COMMITTEE FOR STANDARDIZATION
COMITÉ EUROPÉEN DE NORMALISATION

EUROPÄISCHES KOMITEE FÜR NORMUNG

CEN-CENELEC Management Centre: Rue de la Science 23, B-1040 Brussels
© 2025 CEN All rights of exploitation in any form and by any means reserved Ref. No. EN ISO 53800:2025 E
worldwide for CEN national Members.

Contents Page
European foreword . 3

European foreword
The text of ISO 53800:2024 has been prepared by Technical Committee ISO/TMBG "Technical
Management Board - groups” of the International Organization for Standardization (ISO) and has been
taken over as EN ISO 53800:2025 by CCMC.
This European Standard shall be given the status of a national standard, either by publication of an
identical text or by endorsement, at the latest by February 2026, and conflicting national standards
shall be withdrawn at the latest by February 2026.
Attention is drawn to the possibility that some of the elements of this document may be the subject of
patent rights. CEN shall not be held responsible for identifying any or all such patent rights.
Any feedback and questions on this document should be directed to the users’ national standards body.
A complete listing of these bodies can be found on the CEN website.
According to the CEN-CENELEC Internal Regulations, the national standards organizations of the
following countries are bound to implement this European Standard: Austria, Belgium, Bulgaria,
Croatia, Cyprus, Czech Republic, Denmark, Estonia, Finland, France, Germany, Greece, Hungary, Iceland,
Ireland, Italy, Latvia, Lithuania, Luxembourg, Malta, Netherlands, Norway, Poland, Portugal, Republic of
North Macedonia, Romania, Serbia, Slovakia, Slovenia, Spain, Sweden, Switzerland, Türkiye and the
United Kingdom.
Endorsement notice
The text of ISO 53800:2024 has been approved by CEN as EN ISO 53800:2025 without any modification.

International
Standard
ISO 53800
First edition
Guidelines for the promotion and
2024-05
implementation of gender equality
and women’s empowerment
Lignes directrices relatives à la promotion et à la mise en œuvre
de l’égalité entre les femmes et les hommes et à l’empouvoirement
des femmes
Reference number
ISO 53800:2024(en) © ISO 2024
ISO 53800:2024(en)
© ISO 2024
All rights reserved. Unless otherwise specified, or required in the context of its implementation, no part of this publication may
be reproduced or utilized otherwise in any form or by any means, electronic or mechanical, including photocopying, or posting on
the internet or an intranet, without prior written permission. Permission can be requested from either ISO at the address below
or ISO’s member body in the country of the requester.
ISO copyright office
CP 401 • Ch. de Blandonnet 8
CH-1214 Vernier, Geneva
Phone: +41 22 749 01 11
Email: copyright@iso.org
Website: www.iso.org
Published in Switzerland
ii
ISO 53800:2024(en)
Contents Page
Foreword .iv
Introduction .v
1 Scope . 1
2 Normative references . 1
3 Terms and definitions . 1
4 Methodology . 8
4.1 Overview of the methodology .8
4.2 Steps in the implementation of the methodology .9
4.2.1 General .9
4.2.2 Understanding the document and its terminology .10
4.2.3 Analyse the current situation in regard to gender equality .10
4.2.4 Identify the stakeholders .10
4.2.5 Identify and prioritize issues on gender equality .10
4.2.6 Involve stakeholders with issues .10
4.2.7 Implement a continuous improvement approach (PDCA cycle) .10
4.3 Integrate the approach into the organization’s sustainability and social responsibility
policy .11
4.4 Organization's status regarding gender equality .11
4.4.1 General information .11
4.4.2 Identifying stakeholders . 12
4.5 Collecting and analysing data on the status of gender equality within the organization . 12
4.5.1 General . 12
4.5.2 Qualitative and quantitative data collection . 13
4.5.3 Specific focus on quantitative elements .14
5 Guidelines on gender equality .15
5.1 Internal dimension of the organization . 15
5.1.1 Governance . 15
5.1.2 Labour practices .17
5.1.3 Raising awareness among internal stakeholders .18
5.1.4 Support for internal stakeholders.19
5.2 Activity and investments of the organization . 20
5.2.1 Provision of gender responsive goods and services . 20
5.2.2 Sustainable procurement .21
5.2.3 Gender-responsive budgeting . 22
5.3 External relations of the organization . 23
5.3.1 Outreach to External Stakeholders . . 23
5.3.2 Setting up partnerships . 23
5.4 Internal and external communication.24
5.4.1 Editorial content .24
5.4.2 Communication actions . 25
Annex A (informative) Guideline for the development of a grievance mechanism to prevent,
detect and respond to gender-based violence (GBV), including sexual exploitation,
abuse, and harassment (SEAH) internally as well as in engagement with external
stakeholders .26
Annex B (informative) Indicators of the comparative situation of women and men.32
Annex C (informative) Good practices and practical examples .35
Bibliography .50

iii
ISO 53800:2024(en)
Foreword
ISO (the International Organization for Standardization) is a worldwide federation of national standards
bodies (ISO member bodies). The work of preparing International Standards is normally carried out through
ISO technical committees. Each member body interested in a subject for which a technical committee
has been established has the right to be represented on that committee. International organizations,
governmental and non-governmental, in liaison with ISO, also take part in the work. ISO collaborates closely
with the International Electrotechnical Commission (IEC) on all matters of electrotechnical standardization.
The procedures used to develop this document and those intended for its further maintenance are described
in the ISO/IEC Directives, Part 1. In particular, the different approval criteria needed for the different types
of ISO document should be noted. This document was drafted in accordance with the editorial rules of the
ISO/IEC Directives, Part 2 (see www.iso.org/directives).
ISO draws attention to the possibility that the implementation of this document may involve the use of (a)
patent(s). ISO takes no position concerning the evidence, validity or applicability of any claimed patent
rights in respect thereof. As of the date of publication of this document, ISO had not received notice of (a)
patent(s) which may be required to implement this document. However, implementers are cautioned that
this may not represent the latest information, which may be obtained from the patent database available at
www.iso.org/patents. ISO shall not be held responsible for identifying any or all such patent rights.
Any trade name used in this document is information given for the convenience of users and does not
constitute an endorsement.
For an explanation of the voluntary nature of standards, the meaning of ISO specific terms and expressions
related to conformity assessment, as well as information about ISO's adherence to the World Trade
Organization (WTO) principles in the Technical Barriers to Trade (TBT), see www.iso.org/iso/foreword.html.
This document was prepared by Project Committee ISO/PC 337, Guidelines for the promotion and
implementation of gender equality.
Any feedback or questions on this document should be directed to the user’s national standards body. A
complete listing of these bodies can be found at www.iso.org/members.html.

iv
ISO 53800:2024(en)
Introduction
Despite real progress, gender inequalities and gender-based discrimination still remain widespread
throughout the world in all areas.
Societal gender role expectations towards female and male behaviour are reflected in the very functioning
of organizations, including their culture, processes, and hierarchies. The persistent gender inequalities
within organizations mirror the structural discrimination faced by women and girls in society. For example,
five out of ten women worldwide are integrated into the labour market, compared with nine out of ten men.
[1] [2]
Still, once employed, women, worldwide, only make 77 cents for every dollar earned by men. Women
[3]
are still in the minority in governing bodies and other positions of power. Concurrently, paid and unpaid
labour is unequally distributed, with women and girls spending more time than men and boys on unpaid
[4]
care and domestic work . Finally, according to estimates by the World Health Organization, almost one in
three women worldwide reports having been the victim of physical or sexual violence in her lifetime, not
[5]
counting psychological, economic and social forms of violence.
Every year, the World Economic Forum publishes the Global Gender Gap Report, an analysis that reveals the
[6]
context of gender inequality in different regions of the world.
The purpose of this document is to provide guidelines, definitions, procedures and tools (including a
framework, resources, policies, tools and good practices) to public and private organizations to encourage,
support and guide them in making sustainable progress in promoting and achieving gender equality and
women’s empowerment, both internally and externally. It is intended to promote a common understanding on
the issue of gender equality and to complement other instruments and initiatives on the subject. Additionally,
this document has been developed in a manner consistent with other ISO initiatives and instruments such
as ISO 30415. It aims to provide guidance to organizations in fulfilling their obligations in relation to gender
[8]
equality and the UN's 2030 Agenda (in particular SDG5 on gender equality). Beyond that, it addresses the
underlying culture and behaviours, and proposes an approach, operational methods and tools for achieving
an organization's stated objectives. Recognizing the differences in resources available, the intention of this
document is to provide practical guidance for SMEs and small entities, as well as larger organizations, in line
with their specific requirements.
While women are generally more disadvantaged in areas such as the labour market, unpaid care work and
sexual and gender-based violence, gender-based discrimination can also affect men and boys in certain
aspects of life, particularly when they do not conform to traditionally recognized perceptions of gender
roles, which can have negative impacts on their lives and health, including their mental health. Therefore,
in order to address gender inequality, it is important to identify how particular actions or omissions by the
organization affect gender equality. It is only once this has been completed that the gender imbalance can
be identified and the appropriate actions to remedy the imbalance be determined. This is an underlying
principle of this document.
Gender equality and women’s empowerment are not only women’s issues but need to be addressed by
everyone and every organization. It is seen both as a human rights issue, as well as a prerequisite and
indicator of sustainable people-centred development. As such, addressing gender equality is a core pillar of
any organization’s social responsibility, including its environmental, social and governance (ESG) agenda.
All organizations are in a position to take measures to promote gender equality, taking into account the
maturity, nature, size and objectives of the organization.
The existence of a positive relationship between gender equality and economic and social development
has already been demonstrated. It can be perceived as a lever and a source of better outcomes for the
organization, and possibly be integrated in the organization's social responsibility policy (if it exists) or any
other relevant policies.
[9]-[11]
Numerous studies suggest that promoting gender equality has benefits for organizations: reduced
employee turnover, quality recruitment, a stronger, more productive and innovative working environment,
effective collaboration, leading to better performance and achieving more accurate results. Equitable
leadership improves decision-making, and for-profit organizations can boost their profitability (e.g. by
broadening their customer base, as well as by identifying new markets and reducing retention costs).

v
ISO 53800:2024(en)
In this document, the objectives of gender equality are based on the understanding that gender is a social
construct. The inequalities targeted are not based on biological criteria, but arise from social norms and
constructs assimilated or projected onto every individual through socialization processes. However, the
document also acknowledges and addresses those inequalities that are experienced as a result of biological
criteria, such as sexual and reproductive health.
While recognizing the existence of other gender identities, this document specifically focuses on the
inequality resulting from the hierarchical organization of the gender-specific roles assigned to women and
men, girls and boys, due to their prominently structural character on a society-wide scale.

vi
International Standard ISO 53800:2024(en)
Guidelines for the promotion and implementation of gender
equality and women’s empowerment
1 Scope
This document gives guidance on how to promote and implement gender equality and women’s
empowerment. It provides guidelines for organizations to develop the capabilities to achieve a culture of
gender equality and women’s empowerment. The guidelines include the framework, resources, policies,
tools and good practices for contextualizing, promoting and implementing gender equality.
This document focuses on the inequality resulting from the gender specific roles assigned to women, girls,
men and boys and is applicable to all types of organizations (public or private), regardless of their size,
location or field of activity.
This document does not address the specific aspects of relations with labour unions or work councils, nor
the country-specific regulations and compliance relating to gender diversity.
2 Normative references
There are no normative references in this document.
3 Terms and definitions
For the purposes of this document, the following terms and definitions apply.
ISO and IEC maintain terminology databases for use in standardization at the following addresses:
— ISO Online browsing platform: available at https:// www .iso .org/ obp
— IEC Electropedia: available at https:// www .electropedia .org/
3.1
workforce
people who provide a service or labour to contribute to public and private business or organizational
outcomes
Note 1 to entry: Service or labour comprises paid, voluntary, or legally compulsory contributions, irrespective of their
contractual status.
Note 2 to entry: Workforce includes people defined as workers in ISO 26000, as well as volunteers and persons in
training.
[SOURCE: ISO 30400:2022, 3.8.1, modified — Notes 1 and 2 to entry have been added.]
3.2
gender-based discrimination
intentional or unintentional unfavourable treatment of a person or a social group on the basis of their
gender and gender stereotypes assigned in a social and cultural context which has the effect or purpose of
impairing or nullifying the recognition, enjoyment or exercise of their rights
Note 1 to entry: Gender based-discrimination can intersect and be cumulative, known as intersectionality, with
multiple forms of discrimination

ISO 53800:2024(en)
Note 2 to entry: Within organizations, gender-based discrimination can be systemic, meaning that the policies,
procedures, practices, routines or organizational culture of any entity, or the combination of these, whether
intentionally or not, contributes to less favourable outcomes for the people who are part of them based on gender,
more often for women and girls than for men and boys.
3.3
gender-inclusive language
oral and written language not perpetuating gender stereotypes and making women and men in all their
diversity visible by proactively and equitably using all available syntactic rules, lexical fields and choices of
word enabling the use of feminine and masculine forms when they differ and gender-neutral terms
3.4
gender equality
equal rights, responsibilities and opportunities for women and men and girls and boys
Note 1 to entry: Gender equality does not mean that women and men, girls and boys, will become the same but that
women’s and men’s rights, responsibilities and opportunities will not depend on whether they are born male or female.
Note 2 to entry: Gender equality implies that the interests, needs and priorities of both women and girls, men and
boys, are taken into consideration, recognizing them in all their diversity.
3.5
gender
roles, behaviours, activities, and attributes that a given society at a given time considers appropriate for
men and women
Note 1 to entry: In addition to social attributes and opportunities associated with being male and female and the
relationships between women and men and girls and boys, gender also refers to the relations between women and
those between men.
Note 2 to entry: These attributes, opportunities and relationships are socially constructed and are learned through
socialization processes. They are context or time-specific and changeable. Gender determines what is expected,
allowed and valued in a woman or a man in a given context. In most societies there are differences and inequalities
between women and men in responsibilities assigned, activities undertaken, access to and control over resources, as
well as decision-making opportunities. Gender is part of the broader socio-cultural context, as are other important
criteria for socio-cultural analysis include class, race, poverty level, ethnic group, sexual orientation, age and
disabilities
Note 3 to entry: Gender in this definition can refer to gender as defined by national legislations or self-identified by
individuals.
Note 4 to entry: Gender does not refer to sexual orientation which is another important criteria for socio-cultural
analysis.
[13]
[SOURCE: UN Women, Concepts and definitions, modified — part of the definition moved into a note to entry.]
3.6
women’s empowerment
process of enabling social, economic, cultural and political conditions for women to take control of their own
lives and voices, development and future
Note 1 to entry: The empowerment of women and girls concerns their gaining power and control over their own
lives. It involves awareness-raising, building self-confidence, expansion of choices, increased access to and control
over resources and actions to transform the structures and institutions which reinforce and perpetuate gender
discrimination and inequality.
Note 2 to entry: This implies that to be empowered they must not only have equal capabilities (such as education
and health) and equal access to resources and opportunities (such as land and employment), but they must also have
agency and ability and control to use these rights, capabilities, resources and opportunities to make choices and
decisions (such as is provided through private life/families, leadership opportunities and participation in political
institutions).
[14]
[SOURCE: UN Women, Gender Equality Glossary, modified — part of the definition moved into a note to entry.]

ISO 53800:2024(en)
3.7
organization
person or group of people that has its own functions with responsibilities, authorities and relationships to
achieve its objectives
Note 1 to entry: The concept of organization includes, but is not limited to sole-trader, company, corporation, firm,
enterprise, authority, partnership, association, charity or institution, or part or combination thereof, whether
incorporating or not, public or private.
Note 2 to entry: This constitutes one of the common terms and core definitions for ISO management system standards
given in Annex SL of the Consolidated ISO Supplement to the ISO/IEC Directives, Part 1. The original definition has
been changed by modifying Note 1 to entry.
[SOURCE: ISO 9000:2015, 3.2.1]
3.8
gender parity index
numerical concept concerning the relative equality in terms of numbers and proportions of women and men,
girls and boys, is often calculated as the ratio of female-to-male values for a given indicator
Note 1 to entry: When this ratio is reached, gender parity is synonymous with gender balance.
3.9
gender balance
relates to a proportional participation of women and men in all areas of work, programmes, and projects.
That participation should be proportional to their share of the population.
Note 1 to entry: In some contexts, such as representation, participation and decision-making bodies, a representation
of 40 % to 60 % of both women and men, girls and boys can be considered as gender balance representation. In other
contexts, the organization should strive for gender parity [see gender parity index (3.8)].
3.10
stakeholder
individual or group that has an interest in any decision or activity of an organization
[SOURCE: ISO 26000:2010, 2.20]
3.11
social responsibility
responsibility of an organization for the impacts of its decisions and activities on society and the
environment, through transparent and ethical behaviour that:
— contributes to sustainable development, inclusiveness, health and the welfare of society;
— takes into account the expectations of stakeholders;
— is in compliance with applicable law and consistent with international norms of behaviour;
— is integrated throughout the organization and practised in its relationships
Note 1 to entry: Activities include products, services and processes.
Note 2 to entry: Relationships refer to an organization's activities within its sphere of influence.
Note 3 to entry: Includes activities on members and workforce of organizations.
Note 4 to entry: Social responsibility includes gender equality.
[SOURCE: ISO 26000:2010, 2.18, modified — the word "inclusivity" has been added, as well as Notes 3 and 4
to entry.]
ISO 53800:2024(en)
3.12
sexism
any conscious or unconscious act, gesture, body language and representation, spoken or written words,
practice or behaviour based upon the idea that a person or a group of persons is inferior because of their sex
or gender, which occurs in the public or private sphere, whether in physical or virtual environment, with the
purpose or effect of: violating the inherent dignity or rights of a person or a group of persons; or resulting
in physical, sexual, psychological or socio-economic harm or suffering to a person or a group of persons; or
creating an intimidating, hostile, degrading, humiliating or offensive environment; or constituting a barrier
to the autonomy and full realisation of human rights by a person or a group of persons; or maintaining and
reinforcing gender stereotypes
Note 1 to entry: Sexism can include forms of indirect violence (hints, jokes, inappropriate and insistent comments or
looks, etc.) or forms of exclusion (informal discussions about work that are not accessible to everyone, etc.).
Note 2 to entry: Sexism and sexist behaviour are perpetrated at the individual, institutional and structural levels, and
experienced with detrimental effect at all three levels. At the structural level, sexism constitutes a barrier to gender
equality and to the empowerment of women and girls; whereas men and boys are also restricted in their capabilities by
sexist stereotypes. Gender stereotypes and inherent biases shape norms, behaviour and expectations, and therefore
lead to sexist acts.
Note 3 to entry: Sexism is a part of a continuum of violence, it contributes to create a climate which can constitute
favourable ground to violence against women or gender-based discrimination.
[17]
[SOURCE: Council of Europe, modified — Notes 1, 2 and 3 to entry have been added.]
3.13
stereotype
shared or individual beliefs about personal characteristics, usually pertaining to personality traits and the
behaviours of a group of persons
3.14
gender stereotype
socially or culturally preconception ascribing specific and limited attributes, characteristics or roles to an
individual simply because they are a woman, man, girl or boy
3.15
gender responsiveness
outcomes that reflect an understanding of gender roles and inequalities and which make an effort to
encourage equal participation and equal and fair distribution of benefits
Note 1 to entry: Gender responsiveness is accomplished through gender analysis that informs inclusiveness.
[18]
[SOURCE: UNDP, Gender responsive national communications toolkit, modified — part of the definition
moved into a Note to entry.]
3.16
gender-responsive budgeting
planning, programming and budgeting of any public or private organization that contributes to the
advancement of gender equality and the fulfilment of women’s' right
Note 1 to entry: It entails identifying and reflecting needed interventions to address gender gaps in organization's
policies, plans and budgets.
[19]
[SOURCE: UNICEF, Gender equality glossary, modified — part of the definition moved into a note to entry.]
3.17
gender equality-based public funding
attributing public funds with conditionality based on gender equality and actions to promote and achieve
gender equality
ISO 53800:2024(en)
3.18
remuneration
direct and indirect financial benefits received by a personal financial planner in exchange for providing the
service of personal financial planning to a client
[SOURCE: ISO 22222:2005, 3.19]
3.19
equal remuneration
rates of remuneration established without discrimination based on gender, taking into account the skills,
effort and responsibilities for equivalent working conditions even when the work is not of the same nature
Note 1 to entry: The term remuneration includes the ordinary, basic or minimum wage or salary and any additional
emoluments whatsoever payable directly or indirectly, whether in cash or in kind, by the organization to the worker
and arising out of the worker's employment.
[21]
[SOURCE: ILO, C100, modified — part of the definition moved into a note to entry.]
3.20
bias
unconscious, conscious or systematic tendency, inclination or opinion that is preconceived or unreasoned
that hinders impartial judgement.
Note 1 to entry: Bias can be both explicit and implicit
[22]
Note 2 to entry: Gender bias is one of its specific form. According to the UNDP's Gender social norms index (GSNI) ,
globally, 43 % of the population consider men to be better business leaders than women; 28 % think that university is
more important for men than for women; 46 % believe that men have more right to a job than women; 25 % of people still
think it's okay for a man to beat his wife. It should be noted that gender bias is prevalent among both men and women.
[SOURCE: ISO 30400:2022, 3.7.2, modified — notes 2 and 3 to entry have been replaced with a new note.]
3.21
work-life balance
outcome of organizational processes and practises which promote the satisfaction of, but not limited to,
personal needs, unpaid work, domestic work, care work, leisure time and social activities, supporting a
healthy lifestyle and balanced participation of all in public and private life
3.22
diversity
characteristics of differences and similarities between people
Note 1 to entry: Diversity includes factors that influence the identities and perspectives that people bring when
interacting at work.
Note 2 to entry: Diversity can support the development of workplace environments and practices that foster learning
from others by implementing inclusiveness (3.23) measures.
Note 3 to entry: Diversity dimensions include the demographic and other personal characteristics of the workforce,
such as, but not limited to, age, disability, sex, sexual orientation, gender, gender identity, race, colour, nationality,
ethnic or national origin, religion or belief, as well as characteristics related to socio-economic context. These are often
identified and agreed upon dimensions, which can be associated with legal requirements in different jurisdictions.
[SOURCE: ISO 30415:2021, 3.7]
3.23
inclusion
practice of including people in a way that is fair for all, values everyone’s differences, and empowers and
enables each person to be themselves and achieve their full potential and thrive at work
Note 1 to entry: Organizational policies, processes and practices that are fair and impartially applied can support an
inclusive workplace.
ISO 53800:2024(en)
Note 2 to entry: This involves the entire workforce having equal and fair access to opportunities and resources to
enable their contribution to the organization.
Note 3 to entry: This involves stakeholders from different groups being accepted, welcomed, enabled to use their voice
and get involved, and to develop a sense of belonging.
[23]
[SOURCE: CIPD, modified — added notes to entry.]
3.24
sexual and gender-based violence
GBV
any harmful act, including sexual harassment, that results in, or is likely to result in, physical, sexual,
psychological or economic harm or suffering, including threats of such acts, coercion or arbitrary deprivation
of liberty, whether occurring in public or in private life, that is perpetrated against a person’s or a group of
individuals’ consent based on gender
3.25
sexual and reproductive health and rights
state of physical, emotional, mental and social well-being in relation to all aspects of sexuality and
reproduction, not merely the absence of disease, dysfunction or infirmity
Note 1 to entry: Therefore, a positive approach to sexuality and reproduction should recognize the part played by
pleasurable sexual relationships, trust and communication in promoting self-esteem and overall well-being. All
individuals have a right to make decisions governing their bodies and to access services that support that right.
[24]
[SOURCE: Lancet 2018, modified — part of the definition moved into a Note to entry.]
3.26
sexual harassment
any form of unwanted verbal, non-verbal or physical conduct or gesture of a sexual nature, with the purpose
or effect of violating the dignity of a person or creating an intimidating, hostile, degrading, humiliating or
offensive environment
Note 1 to entry: It can include a one-off incident or a series of incidents. Sexual harassment can be deliberate,
unsolicited or coercive.
[25]
[SOURCE: CETS No. 210, modified — adapted part of the definition and added a note to entry.]
3.27
labour practices
all the policies and practices relating to work performed by or on behalf of the organization, including
subcontracted work, that affect the workforce: recruitment hiring, retention, promotion and retirement,
remuneration, turnover, disciplinary action, complaint response system, transfers and reassignment,
termination of employment, human resources development, occupational health and safety, and working
conditions (working hours, discrimination and safety)
3.28
top management
person or group of people who directs and controls an organization (3.7) at the highest level
[SOURCE: ISO 9000:2015, 3.1.1, modified — Notes to entry have been deleted.]
3.29
gender mainstreaming
process of systematically assessing the implications for women and men, girls and boys and incorporating
a gender equality and women’s empowerment perspective in the preparation, design, implementation,
monitoring and evaluation of policies, regulatory measures and budgets, in all areas and at all levels in order
to promote gender equality and women’s empowerment
Note 1 to entry: Gender mainstreaming is a process intended to incorporate a gender equality perspective in all
[26]
policies, of which the ultimate goal is to achieve gender equality.

ISO 53800:2024(en)
3.30
governing body
person or group of persons who have ultimate accountability for the whole organization
Note 1 to entry: Every organization has one governing body, whether explicitly established or not.
Note 2 to entry: A governing body can be explicitly established in a number of formats including, but not limited to, a
board of direction, supervisory board, board of trustees.
Note 3 to entry: Top management plays a role that, depending on the context, reports to and is held accountable by the
governing body.
[SOURCE: ISO 37000:2021, 3.3.4, modified — Notes to entry have been modified.]
3.31
intersectionality
combination of one or more diversity dimensions and other personal characteristics that are part of a
person’s identity
Note 1 to entry: In the context of gender equality and women’s empowerment intersectionality is used to describe the
interaction of multiple forms of discrimination based on gender, disability, race, ethnicity, sexual orientation, class,
age and others. Intersectionality expresses the idea that different personal characteristics / forms of discrimination
do not simply add up, but intersect and therefore influence each other, thus creating new forms of discrimination and
privilege.
3.32
discrimination
intentional or actual less favourable treatment of a person or a social group on the grounds of gender than
another is, has been or would be treated in a comparable situation
Note 1 to entry: Indirect discrimination: an apparently neutral provision, criterion or practice putting a person, social
group or an organization at a particular disadvantage on grounds of gender than another is, unless that provision,
criterion or practice is objectively justified by a legitimate aim, and the means of achieving that aim are appropriate
and necessary.
[28]
[SOURCE: Eurofound 2019, modified — adapted part of the definition and added a note to entry.]
3.33
equality
state of being equal, especially in status, rights or opportunities
[SOURCE: ISO 30415:2021, 3.9, modified — removed "outcome" from definition.]
3.34
social group
group where members share an innate characteristic, or a common background that cannot be changed, or
share a characteristic or belief that is so fundamental to identity or conscience that a person should not be
forced to renounce it
3.35
sexual abuse
actual, attempted or threatened physical intrusion of a sexual nature, whether by force or under unequal or
coercive conditions
Note 1 to entry: Sexual abuse includes for example unwanted kiss
...