Gender, Business & Human Rights Blog Series


03/03/20 - Collaborating partners: Danish Institute for Human Rights and OpenGlobalRights.

Despite growing attention to gender equality in business and human rights, women and LGBTI+ individuals continue to be more likely to experience a disproportionate burden of adverse business-related impacts and be less likely to share in the benefits generated by business activities. This is due to the structural discrimination and exclusion that characterise societies, driven by imbalances in power, wealth and resources, often made worse by business models and gender-neutral practices that reproduce inequalities or are complicit in maintaining the status quo. Concerted gender-responsive action by states, businesses, investors, financial institutions civil society and other actors, working in close collaboration with feminist movements, is therefore urgently needed to address such structural discrimination and achieve gender equality.

This blog series, produced in collaboration with Danish Institute for Human Rights and OpenGlobalRights, explores critical topics at the nexus of gender, business and human rights, looking at practical examples that demonstrate why gender justice is necessary and how it might be achieved.

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Creating a feminist alliance for trade justice

Trade liberalisation is incompatible with women’s human rights and gender equality when corporations exploit women’s cheap labour as a source of comparative advantage.

Aishu Balaji, Diyana Yahaya & Michelle R. Maziwisa


Addressing the gender bias in artificial intelligence and automation

If AI and automation are not developed and applied in a gender-responsive way, they are likely to reproduce and reinforce existing gender stereotypes and discriminatory social norms. 

Surya Deva, Associate Professor at the School of Law at City University of Hong Kong and member of the UN Working Group on Business and Human Rights

Can corporations play a role in changing harmful social norms?

A 'gender-neutral' approach to human rights due diligence is insufficient, and corporations should take proactive steps towards addressing systemic gender discrimination.

Cynthia Trigo Paz, Senior Human Rights Adviser at Total

What can national action plans on business and human rights do for women’s rights?

NAPs have failed to adequately address gender and women’s rights. How can they be strengthened to contribute meaningfully towards achieving gender equality?

Nora Götzmann, Danish Institute for Human Rights; Wangui Kimotho, Institute for Business Ethics, University of St. Gallen


Check out our Women's History Month blog series on Women, Business and Human Rights.