The Global Anti-Gender Movement: What can companies do?
The new global anti-gender movement impacts international business practices. Now, we're excited to share key insights on the topic and actionable recommendations for companies.
Foto: UN Global Compact Network Denmark
In recent years, new conflicts have emerged, authoritarian regimes have gained power, and significant efforts have been made to restrict the rights and freedoms of marginalized groups, including LGBTQIA+ individuals, women, and girls.
These shifting geopolitical landscapes have given rise to the global anti-gender movement, a transnational and well-funded initiative that opposes women's rights and rejects non-traditional views of gender and sexuality, including abortion rights and the rights of LGBTQIA+ people.
Across the globe, the movement’s ideals have resulted in blocking access to reproductive health services, imposing legislation that criminalizes LGBTQIA+ relationships, censoring sexual health information, and increasing violence against defenders of human rights. While companies are expected to uphold human rights across their operations and partnerships, fulfilling this responsibility can become challenging in regions where the anti-gender movement has a strong influence or is gaining traction.
To address this challenge, The Danish Family Association, the UN Global Compact Network Denmark, and AIDS-Fondet recently hosted a roundtable discussion with Danish companies to explore how the movement can impact international business practices and identify effective ways to respond.
During the roundtable, companies were given an overview of the anti-gender movement, listened to contextual examples from advocates in Poland and Uganda, and discussed actions for moving forward.
The discussion resulted in the following recommendations:
- Remain informed on the political landscapes of countries where your company operates.
- Involve stakeholders, such as female workers, gender experts, and NGOs in your due diligence processes.
- Establish and uphold company policies that protect the rights of women and LGBTQIA+ individuals.
- Use disaggregated data in risk assessments that account for gender.
- Actively promote diversity, equity, and inclusion (DEI) initiatives within the company.
- Speak up against anti-gender initiatives, after careful consideration of the context and the safety of your employees.
By implementing these recommendations, companies can better navigate the challenges posed by the anti-gender movement and continue to meet their commitment to respecting human rights.
