How ETI supports its companies to address gender-based violence and harassment using GRHRDD 

More than 1 in 5 people have experienced at least one form of violence and harassment at work during their lifetime.

Both men and women experience violence and harassment, however they may experience forms such as sexual violence and harassment and physical violence and harassment at different rates.  

“Those facing gender-based discrimination [are] particularly affected, as they are more than 2.5 times as likely to have faced violence and harassment at work than those who were not discriminated against on the basis of gender throughout their life.” – ILO, 2022 

GBVH is violence or harassment based on a person’s gender or sex or that disproportionally affects one gender or sex. This includes violence or threats of violence. ​Harassment is physical, verbal or non-verbal conduct directed at a person, which makes them feel uncomfortable, intimidated, offended or humiliated at work. ​ 

• Examples can include shouting, swearing at workers or teasing using sexualised language.​
• Examples of more serious behaviour are requesting sexual favours in exchange for jobs, contract renewals or lighter duties – whether during recruitment or employment - and sexual violence.​
• Globally, nearly 1 in 3 women have experienced physical and/or sexual violence at least once in their life. ​ This rate increases if harassment is taken into consideration.   

We are leaders in gender-responsive human rights due diligence, specifically when it comes to tackling gender-based violence and harassment, which is the result of workplaces and supply chains that often reproduce unequal power relations and fail to invest in proactive measures to address discrimination and norms in the workplace that contribute to this risk. 

We help member companies respond to GBVH crises in the supply chain and support them to adopt proactive approaches to better identify the risk of GBVH and prevent it from occurring through a gender-responsive human rights due diligence approach.  

We have developed and tested a number of tools with our members that support gender-responsive human rights due diligence. However, GBVH is a challenge that requires both short and long-term actions to address individual harms and systemic root causes. To avoid duplication of efforts and enable collaboration between stakeholders across the supply chain and the context in which workers work and live, we have made a number of member tools and resources available to other companies and organisations.   

ETI GAIA principles to end GBVH in commercial agriculture and fisheries 

The GAIA principles are a framework for all businesses to address the root causes of GBVH in commercial agricultural and fishery supply chains. They apply to all businesses in their own operations and supply chains, covering employment, purchasing goods, and procuring services.   

They are intended to create alignment between businesses, and with other relevant stakeholders, to support unified and collaborative efforts to promote respectful workplaces across a sector and address systemic risks. They prevent duplication by establishing a common framework and reference point for businesses working with other businesses. The principles seek to foster dialogue and build trust between supply chain partners, between businesses and workers, and with wider stakeholders as a starting point for action. Businesses in other sectors will likely find these relevant. 

The GAIA principles webpage includes further guidance, case studies and resources.

ETI GRACE Self-Assessment Questionnaire (SAQ)

A questionnaire for suppliers about their capacity and resources to address GBVH. 

Brands and suppliers can use the response to establish a benchmark against which to review progress and to identify challenges implementing GBVH prevention policies, procedures and processes. 

ETI GRACE Model GBVH Workplace policy

Aligns with ILO C190 and good practice. 

Provides an overarching, comprehensive framework for any organisation to use and adapt to their regional, national and legal context. Brands can use the policy as guidance for suppliers, as part of supplier engagement.  

Companiescan review and strengthen their existing policies, using the model policy as a benchmark, and/or integrate the model policy into existing frameworks (eg codes of conduct, human resources, occupational safety and health, and human rights). 

ETI’s Gender Data Initiative aims to support corporate members to embark on a journey of collecting more and better gender-disaggregated supply chain data, as an integral part of supply chain risk assessments and monitoring.   

Our latest joint guidance, which is based on the BSR Gender Data and Impact Tool, proposes that companies start with collecting Level One Indicators and progress to Level Two and Three.   

ETI GRACE GBVH case handling process  

Practical steps for conducting fair and confidential investigations that are trauma-informed and prevent retaliation. 

Standard operating procedure that aligns with best practices in trauma-informed and gender-responsive complaint handling and investigations.  

Serves as a guide for brands and suppliers and can be tailored in different legal and national and regional contexts 

ETI GRACE Complaints record template

Template for recording GBVH incidents and/or complaints, including detail about how and when the complaint was made and resolved, further recommendations and implementation review. 

Contact us if you are interested in accessing more guidance and support to address GBVH along with other benefits of membership. 

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GAIA principles to end gender-based violence and harassment in commercial agriculture and fisheries

These principles form the foundation for businesses to address the root causes of gender-based violence and harassment (GBVH) in commercial agricultural and fishery supply chains, through individual and collective action.

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