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Why EDGE?

HOW TO CHANGE: USE A BUSINESS METHODOLOGY

Companies apply processes to drive business. EDGE recognized that the same business discipline is the path to and proof of workplace gender equality.  By using the EDGE Assessment Methodology a clear picture emerges of a company’s commitment as measured in terms of equal pay for equivalent work, recruitment and promotion, leadership development training & mentoring, flexible working  and the company culture.

MEASURE
WHAT GETS MEASURED GETS DONE

Companies measure their progress in closing the corporate gender gap through an easy-to-use, online assessment tool which tracks key outcome indicators and key practices and policies that drive the change.

SOURCES OF INFORMATION

Statistics: company experience and data.

Infrastructure: implemented policies and practices which create the gender equality infrastructure.

Experience: an employee survey which captures the workplace experience and perceptions surrounding it.

A HOLISTIC APPROACH
Each source of information is important in its own right, but EDGE goes further by examining the alignment or gaps between all three. This enables a company to compare and contrast its efforts to build the gender equality infrastructure with actual effectiveness, in terms of both workplace experience and impact on the talent pipeline.

BENCHMARK
KNOWING WHERE YOU ARE DETERMINES WHERE TO GO

KEY AREAS OF ASSESSMENT

    1. Equal pay for equivalent work
    2. Recruitment & promotion
    3. Leadership development training & mentoring
    4. Flexible working
    5. Company culture

 

EDGE STANDARD
Results are benchmarked against the EDGE Standard (absolute benchmark) and/or peer companies (relative benchmark). They become the basis of a concrete action plan that is grounded in accountability and business impact.

 

»REQUEST A DEMO OF THE EDGE ASSESSMENT TOOL™

So Why EDGE?

The EDGE certification system provides a milestone in our work on creating corporate gender equality and efficiency. Gender equality is the right and the smart thing to do. Often, gender gaps, for example, in hiring or promotion, are the result of unintentional biases that lead employers to base their decisions on stereotypes rather than individual performance, thus hurting productivity and creating inequity. EDGE enables companies to identify and weed out such mistakes.
Professor Iris Bohnet, academic dean of Harvard University’s Kennedy School of Government and director of its Women and Public Policy Program, member of the Academic and Scientific Advisory Council of EDGE Certified Foundation