What is Gender Lens Investing?
The Global Impact Investing Network (GIIN) defines GLI as investment strategies applied to an allocation or the entirety of an investment portfolio, which seek to examine gender dynamics to inform investment decisions in order to better and/or intentionally and measurably address gender disparities. This includes:
- Investing in women-owned or -led enterprises
- Investing in enterprises that promote workplace equity (in staffing, management, boardroom representation, and along their supply chains); or
- Investing in enterprises that offer products or services that substantially improve the lives of women and girls
Risks
Financial institutions who ignore gender equality are subjecting their investments to regulatory and performance risks.
While the “S” in ESG has typically been less of a focus for regulators than environmental dimensions of sustainability, social factors are the next horizon of regulation and financial institutions need to be ready for these developments. According to KPMG “regulators expect firms to act now and deliver improvements and greater transparency. Disclosure of D&I policies or reporting of pay information is mainly voluntary, but regulation has been introduced in a small and growing number of jurisdictions.” There are currently 12 countries that have adopted mandatory board quotas for gender representation and over half of OECD countries (21 of 38, or 55%) now require private sector employers to analyze their pay data and report gender-disaggregated pay information (OECD). Some of the biggest financial regulatory bodies like the FCA in the UK and the SEC in the USA have implemented listing rules for disclosure around Diversity, Equity, and Inclusion (DEI) and have signaled that if DEI does not improve they will be forced to mandate further action (JD Supra).
But risk exposure goes beyond regulatory developments, not considering gender equality in investments can actually put return at risk. A study by KSA Group found the insolvency rate of companies with all-male boards is 49% higher than those with mixed ones. And a similar study by Creditsafe, found that companies led by women were 20% less likely to fail than those led by men. Further, a global study by BCG found that for every USD 1 of investment raised, women-owned start-ups generated USD 0.78 in revenue, whereas those run by men generated only USD 0.31. Considering gender and other forms of diversity is an important risk mitigation tool, and it can increase upside as well.
Opportunities
Financial institutions who are sensitive to DEI issues tend to unlock significant additional value.
It is well-established that companies that are diverse perform better than their less diverse peers. McKinsey’s analysis found that companies in the top quartile of executive team gender diversity were 25% more likely to have above-average profitability. This translates into higher stock prices. Morgan Stanley analyzed 1,875 firms on the MSCI World Index and found those with greater gender diversity outperformed less gender-diverse firms by 1.6% globally in 2022. In some regions the results were even more striking, for example 7.1% in Europe, 3.0% in Japan and 2.0% in North America.
In addition, women are a significant market that is often underserved by financial institutions. Globally, women’s wealth has shown unprecedented growth over the last decade (UBS). Women now control 32% of the world’s wealth, according to BCG. This will rise at a compound annual growth rate of 5.7% to USD 97 trillion by 2024. Serving women also has additional ancillary benefits as they tend to be clients with more awareness of ESG factors. 64% of women factor ESG concerns into their investment decisions, number that is likely to increase as Gen Z and millennial consumers and investors gain more financial power.
Impact
We can only reach our potential as a global society if everyone is empowered.
It is estimated that Global GDP could expand by USD 12-28 trillion if women were to participate in the economy similarly to men. The European Investment Bank similarly found that greater gender diversity could lead to a potential increase of USD 160 trillion of human capital wealth, and could enhance business performance by 15%.
Beyond economic arguments, gender equality has a range of benefits that are good for people and the planet. Gender equality is a more reliable predictor of peace than a country’s GDP or level of democracy (CMF). Giving women increased access to resources can reduce vulnerability and create more resilient households and communities (UNDP). Everyone benefits in an equal society.
How to use this Dashboard
This dashboard is a resource for you to help you better understand the challenge of achieving gender equality and what gender lens investing is. It provides practical information that will help you to take action. In this dashboard you will find:
- Gender Data from Switzerland and globally, which provides an overview of how we currently are performing on gender equality in society, business, and finance.
- GLI Funds database that lists all GLI funds managed or domiciled in Switzerland. These funds demonstrate how GLI strategies can be applied in practice.
- Take Action ideas for investors, companies, policymakers, and other actors.
- Additional Resources that can help you to practically take action (for example getting certified).
Please feel free to send any questions about gender equality and GLI to
Gender Data
Understanding the state of gender equality in Switzerland can help us to track progress. Here are some key statistics on where were stand on gender equality in Swiss society, business, and investing.
Gender Equality in Swiss Society
The Global Gender Gap Index
The Global Gender Gap Index benchmarks the current state and evolution of gender parity in 146 countries across four key dimensions – Economic Participation and Opportunity, Educational Attainment, Health and Survival, and Political Empowerment. In 2025, Switzerland is ranked 17th globally, however, this was a downgrade from the 10th position in 2021. It ranks 12th in Europe, which is also a downgrade from 6th place in 2021.
Source World Economic Forum
#17
out of 146 globally
- #20 in 2024
- #21 in 2023
- #13 in 2022
- #10 in 2021
- #18 in 2020
#12
out of 35 in Europe
- #14 in 2024
- #13 in 2023
- #8 in 2022
- #6 in 2021
- #10 in 2020
Proportion of time spent on unpaid domestic and care work, by sex (% of a 24 hour day)
The unequal distribution of unpaid domestic and care work significantly disadvantages women in the workforce. With women spending a substantial portion of their day—around 17.31% in 2020, translating to 4 hours 25 minutes a day or 29 hours a week — on unpaid tasks, they often face challenges in balancing work and family responsibilities. While men’s share of unpaid domestic work has increased over the years, it remains significantly lower than women’s time spent – reaching 11.47% in 2020, representing 2 hours 45 minutes a day or 19 hours and 25 minutes a week.
Source World Bank
Proportion of seats held by women in national parliaments (% of total number of seats)
Since 2000, the proportion of seats held by women in Swiss national parliament has nearly doubled. Switzerland is a strong performer when it comes to women’s participation in government, with approximately 10% more women with a seat in national parliaments in Switzerland compared to the EU.
Source UN Stats
Share of women among tertiary level students
In Switzerland, in 2023 women made up approximately 51,3% of students enrolled in universities, whereas in the EU women take up a slightly larger percentage at 54,8%.
Gender Equality in Swiss Business
Female Representation in Company Positions by Country (in %)
All countries perform poorly in terms of female representation at the Senior Management and Executives levels, however, representation in the Board of Directors and Workforce is somewhat stronger.
In 2023, Switzerland had particularly low female representation in Executives (17%) but was in the middle of the pack in representation at other levels. Switzerland is one of the countries where women have a low chance of being promoted, but not due to a lack of a pool of working women. Overall, very slow progress can be noticed each year across the board.
Source: Equileap
Female Representation – Boards (in %)
Female Representation – Sr Management (in %)
Female Representation – Executives (in %)
Female Representation – Workforce (in %)
Percentage of women by industry in 2025
* includes machine, electrical, and mechanical engineering companies as well as companies in related fields.
Gender distribution by management level
The higher the level of management, the lower the proportion of women. At non-management levels, the difference between the women and men proportion in the workforce is low. In contrast, at the top management level, the gap between women and men is significant with only 23% women compared to 77% men at top management level in 2025.
Switzerland Full-/part-time employed, 1992-2024, in %
In Switzerland, more women have been working part-time than full-time since 1992.
The difference has been increasing over the years with more women working part-time and less women working full-time.
Source: Federal Statistics Office
Switzerland Employment : Full-time equivalent employment rate, by sex
In Switzerland and the OECD countries, a lower proportion of women are working full time compared to men; 68,3% and 76,3% respectively in 2024. The proportions have remained fairly consistent over the years.
Source: OECD
Gender Equality: A European Comparison
Employment rate of women as % of women aged 15–64 years
The employment rate of women between the age of 15-64 years is higher in Switzerland than in the EU, with 77% and 66,2% respectively of women employed in 2024.
Source: Federal Statistics Office
Women employed part-time as % of employed women aged 15–64 years
The proportion of women age 15-64 years working part-time is more than two times higher in Switzerland than the EU, with 61,1% and 28,4% respectively of women working part-time.
Source: Federal Statistics Office
Self-Employment
The share of self-employed is much higher for men than for women across the three countries displayed below. However, Switzerland has a higher share of self-employed women (with employees) than France and Germany.
Source: OECD
Share of self-employed who are employers
Gender Wage Gap
The gender wage gap has decreased over the years in Switzerland resting at 13,8% in 2022 but is still slightly higher than the OECD average which stands at 12,1% in 2022.
Source: OECD
Gender Lens Investing in Switzerland
All data on GLI in Switzerland comes from Tameo’s 2022 Private Asset Impact Report, which is detailed research on nearly 200 impact investing funds in emerging markets. It is, therefore, important to remember that this is not a comprehensive study of all Swiss funds in all asset classes but rather a helpful glimpse into one portion of the market.
Source: Tameo
Sector GLI Portfolio Allocation
This graphic shows where funds that take a GLI approach are allocated in terms of sectors, in Switzerland and across all funds studied.
Source: Tameo
Regional GLI Portfolio Allocation
This graphic shows where funds that take a GLI approach are allocated in terms of geographic location, in Switzerland and across all funds studied.
Source: Tameo
Practices Applied in the Investment Process
This graphic shows the practices that are applied by GLI funds in their investment process, in Switzerland and across all funds studied.
Source: Tameo
Practices Applied in the Portfolio Management Process
This graphic shows the practices that are applied by GLI funds in their portfolio management process, in Switzerland and across all funds studied.
Source: Tameo
Country Income Level Exposure
This graphic shows the exposure GLI funds have to different country income levels, in Switzerland and across all funds studied.
Source: Tameo
Employee Gender in Investee Companies
This graphic shows the workforce composition of investee companies in GLI funds in Switzerland.
Source: Tameo
Take Action
Opportunities for Investors
- Develop strategies following clear target criteria in the investment process, like the ones developed by 2X: invest in businesses founded, majority-owned, or partially led by women, or with a substantial share of women in the workforce, or with products and services that disproportionately benefit women
- Monitor the evolution of these criteria in portfolio companies
- Proactively encourage portfolio companies to improve gender lens policies or get a credible gender-lens certification
Opportunities for Companies
- Develop HR policies that enable equal opportunity for women, including:
- Fair and equal pay
- Flexible working arrangements
- Anti-harassment training & policy
- Gender-neutral parental leave
- Publish equal pay reports
- Create company policies that support the creation of a gender-balanced workforce, leadership, and board
- Apply for and receive an EDGE certification and/ or an Equal-Salary Certification
Opportunities for Policymakers
- Implement voluntary or obligatory quotas for gender-balanced boards and senior leadership. Legislation in the UK and France are proven cases that national policy initiatives can be transformative and sometimes indispensable for enterprises’ gender balance and overall performance.
- Assess policies that can address the ‘baby bias’, which is the main reason that Swiss women’s largest window for a promotion into management on average is between 31-40 years of age, whereas, for men, it extends from 31-50 years. 85 There are reference cases available; France, for example, instituted flexible work policies for pregnant women to combat this bias through a policy measure
Opportunities for the Broader Ecosystem
- Support and assist with programs or projects that aim to develop research and data relevant to GLI in Switzerland.
Tools and Guidance
| wdt_ID | Resource Name | Author(s) | Type | Audience | Link | Description |
|---|---|---|---|---|---|---|
| 45 | Fund Manager’s Guide to Gender-smart Investing | IFC | Report | Financial Institutions | https://www.ifc.org/en/insights-reports/2020/gender-smart-investing-guide | The Guide is a practical step-by-step road map for fund managers on how to strengthen gender diversity within their own firms and incorporate a gender focus into investment operations. It combines learnings from CDC and IFC’s experience with over 160 fund managers and draws on best practices with a series of case studies from stakeholders across the industry. |
| 46 | Bonds to Bridge the Gender Gap | UN Women IFC ICMA |
Report | Businesses Financial Institutions |
https://www.unwomen.org/sites/default/files/2021-11/Bonds-to-bridge-the-gender-gap-en.pdf | In today’s capital markets, there are instruments that can be used to address gender inequalities. This guide provides practical guidance on how to use sustainable bonds to credibly access financing for projects and strategies that advance gender equality objectives. It offers examples that illustrate how to identify gender-related use of proceeds and establish gender-related commitments. |
| 47 | JEDI investing toolkit | 2X Global | Toolkit | Financial Institutions | https://jediinvesting.com/ | Developed to help allocators and intermediaries incorporate a gender lens alongside racial and ethnic justice across the investment process - whether they are getting started, levelling up, or going further in their approaches. |
| 48 | The SG2X Playbook | Renew Capital USAID |
Toolkit | Financial Institutions Businesses |
https://sg2x.squarespace.com/ | The SME Gender Growth Acceleration (SG2X) Playbook was developed by Renew Capital in partnership with USAID to provide asset managers and entrepreneurs with a set of practical tools to aid them in building gender-smart, scalable SMEs in sub-Saharan Africa. |
| 49 | Applying a Gender Lens to Climate Investing: An Action Framework | Women in Finance Climate Action Group Oliver Wyman 2X Global and the 30% Club |
Framework | Financial Institutions | https://www.2xglobal.org/knowledge-hub-blog/applying-a-gender-lens-to-climate-investing-an-action-framework | This framework is designed to help financial institutions to embed gender considerations into their climate investment decisions, to both mitigate the disproportionate impact of climate change on women and support women as change makers in the net zero transition. It is designed specifically for private institutional investors given the key role the play in financing the net zero transition. |
| 50 | Investing in the pathways to employment for adolescent girls and young women in low and middle-income countries | UNICEF GenderSmart and Volta Capital |
Report Guidance Note |
Financial Institutions | https://www.unicef.org/reports/investing-in-the-pathways-to-employment-2020 | The guide provides practical insights for individuals and institutions on how to approach investing in pathways to employment of adolescent girls and young women in low- and middle-income (LMIC) countries, through six core investment themes and examples of investment opportunities |
| 51 | A guide to investing in first-time women and diverse fund managers | Gender Smart | Guidance Note | Financial Institutions | https://www.2xglobal.org/s/GenderSmartFTFMGuide_200521.pdf | This guide is a tool for asset allocators and advisors, as well as for fund managers. It is designed to help you make the case, be inspired by leading investors who are showing the way, understand the structural solutions to backing more of these funds and structured vehicles, find deal flow, and understand how to diligence and move capital into these innovative managers. |
| 52 | Equileap Gender Equality Scorecard | Equileap | Framework | Businesses | https://equileap.com/wp-content/uploads/2023/03/EquileapGenderScorecard-2020.pdf | This Scorecard is a methodology used to holistically assess a company’s gender equality and diversity & inclusion performance, from the board to the supply chain. It is based on various metrics including gender balance across the workforce, the gender pay gap, paid parental leave, anti-sexual harassment policies, gender discrimination controversies, race & ethnicity discrimination controversies, support for gender-diverse employees, and others. |
| 53 | Equality themed indices and passive funds | Equileap | Investment Approach | Financial Institutions | https://equileap.com/indices/ | Multiple indices have been designed with our data and company scores, including by Solactive, Morningstar, Euronext, and Indxx to track companies leading in gender equality. These indices are used both as benchmarks and underlyings of financial products. |
| 54 | Gender-Smart Green Financing | EcoMicro Program and Value for Women | Toolkit | Financial Institutions | https://www.v4w.org/resources/gender-smart-green-financing-toolkit | This toolkit provides financial institutions with a framework and accompanying resources to start their gender-smart and green financing journey. By promoting solutions at the nexus of gender, climate, and finance, financial institutions will be more inclusive in financial and non-financial value propositions for women-led MSMEs. |
| 55 | A Business-First Approach to Gender Inclusion | Shell Foundation and Value for Women | Framework | Businesses | https://www.v4w.org/resources/a-business-first-approach-to-gender-inclusion | This is an holistic framework for gender inclusion in enterprise operations, using a bottom-up, business-first approach, aimed at testing the impact of gender inclusion on business performance. The approach first hones in on business challenges and then designs practical measurable solutions with a gender lens. |
| 56 | Gender Inclusion for Climate-Smart Agribusinesses | Value for Women Ltd. | Report | Businesses | https://www.v4w.org/resources/gender-inclusion-for-climate-smart-agribusinesses | Guide with the goal of guiding small and growing agribusinesses to growth through strategic gender inclusion in climate-smart agriculture value chains. |
| 57 | Designing a Gender Lens Investing Action Plan | Investing in Women and Criterion Institute | Investment Approach | Financial Institutions | https://criterioninstitute.org/resources/gender-lens-investing-tool-designing-an-action-plan | Following a standard investment cycle, this tool supports the design of an investment strategy with considerations for how gender dynamics might present risks and opportunities. It provides a framework to consider building a gender lens into new or existing strategies to inform investment strategy or in diligence, and can be used by anyone looking to develop a gender lens investing strategy – from foundations, to women’s funds, to investors across asset classes. |
| 58 | Increasing Gender Equality in Agriculture | GIIN | Toolkit | Financial Institutions | https://navigatingimpact.thegiin.org/strategy/gli/increasing-gender-equality-in-agriculture/ | Investments in this strategy aim to address gender gaps in agricultural value chains and increase the yields and incomes of women-run farms. This improvement, in turn, can reduce global hunger and increase overall economic growth. This high-level overview and associated metrics pack are intended as a gender lens complement. |
| 59 | The Women’s Empowerment Principles Gender Gap Analysis Tool | UN Global Compact | Toolkit | Businesses | https://weps-gapanalysis.org/ | The Women’s Empowerment Principles Gender Gap Analysis Tool (WEPs Tool) is a business-driven tool designed to help companies from around the world assess gender equality performance across the workplace, marketplace, and community. |
| 60 | SEAF’s Gender Equality Scorecard © | SEAF | Framework | Financial Institutions | https://www.seaf.com/womens-economic-empowerment-and-gender-equality/gender-equality-scorecard/ | The Gender Equality Scorecard© (“GES©”) is a proprietary tool Small Enterprise Assistance Funds (“SEAF”) developed to assess women’s economic empowerment and gender equality within growth-orientated small and medium-sized enterprises (SMEs). The GES© provides an overall rating score for a company based on six gender equality performance vectors: pay equity, women’s workforce participation, gender diverse leadership and governance, benefits and professional development, safe and healthy workplace environment, and women-powered value chains. |
| 61 | Gender-Smart Investing Resource Hub | ICRW | Toolkit | Businesses Financial Institutions |
https://www.icrw.org/corporate-advisory-services/gender-smart-investing-resource-hub/power-sector/ | Use this sector-specific Gender-Smart Investing Resource Hub to explore gender opportunities, screen potential investments through a gender lens, and advise companies on how to better integrate gender through their operations and supply chains. These gender lens investing tools are designed for PE, impact investors and DFIs, and may also be used directly by companies operating primarily in emerging markets. |
| 62 | UN Women WEP Gender Analysis Tool | UN Women | Toolkit | Businesses Financial Institutions |
https://weps-gapanalysis.org/ | The Women’s Empowerment Principles Gender Gap Analysis Tool (WEPs Tool) is a business-driven tool designed to help companies from around the world assess gender equality performance across the workplace, marketplace, and community. |
| 63 | MEDA's Gender Equality Mainstreaming (GEM) Framework | MEDA | Framework | Financial Institutions | https://www.meda.org/gem | MEDA's Gender Equality Mainstreaming (GEM) Framework is an open source toolkit for assessing gender equality, and identifying, implementing and measuring gender equality mainstreaming strategies within companies. The framework is designed for organizations seeking financial and impact returns through investing (e.g., investment funds, government donors, foundations) or providing business support to companies (e.g., accelerators, technical assistance providers). The ultimate aim of the framework is to transform companies to be more gender equitable while supporting business growth, demonstrating the positive relationship between gender equality and superior business performance. |
| 64 | How to Measure the Gender Impact of Investments: Using the 2X Challenge Indicators in Alignment with IRIS+ | 2X Challenge GIIN IRIS+ & CDC |
Guidance Note | Financial Institutions | https://assets.cdcgroup.com/wp-content/uploads/2020/03/16111901/How-to-measure-the-gender-impact-of-investments.pdf | The guidance note sets out a suite of gender indicators, mapped to the 2X Challenge criteria, that can be used by investors to establish and monitor the gender impact of their investment and determine eligibility for the 2X Challenge. |
| 65 | Guide to the 2X Criteria | 2X Challenge | Guidance Note | Financial Institutions | https://static1.squarespace.com/static/5b180402c3c16a6fe0001e45/t/5ef8d17caa257013944d83bc/1593364865863/2XReferenceGuide_Designed_June+25_FINAL.pdf | A reference guide primarily for investors and financial institutions (FI) who wish to align their gender lens investing (GLI) practices with the 2X Criteria. It provides guidance on how to apply the criteria and various frequently asked questions (FAQs). It can also be used by independent companies to assess their practices against the criteria, however, much of the orientation of the guidelines are geared towards investment transactions. |
| 66 | Gender Lens Incubation and Acceleration Toolkit | Asia Women Impact Fund (SPF) Frontier Incubators (DFAT) |
Toolkit | Financial Institutions | https://toolkits.scalingfrontierinnovation.org/glia/introduction/introduction/ | The Gender Lens Incubation and Acceleration toolkit is an interactive resource, to guide accelerators and incubators through the journey of uncovering how our activities impact, and are experienced by, different gendered groups. |
| 67 | Investor toolkit with a focus on girls and young women | SPRING Accelerator | Toolkit | Financial Institutions | https://www.springaccelerator.org/wp-content/uploads/2018/11/A4-SPRING-toolkit-oct2018-WEB.pdf | Aimed at investors and other development practitioners, this toolkit demonstrates the potential of using finance to impact and empower adolescent girls and young women in emerging markets. |
| 68 | Financial Alliance for Women's How-To Guides & Case Study Collection | Financial Alliance for Women | Report | Financial Institutions Businesses |
https://financialallianceforwomen.org/library/?q=Case+Study+&search%5Bpublish_date%5D=&search%5Bupdate_date%5D=&search%5Border_by%5D=&search%5Border%5D=ASC | The Financial Alliance for Women collates the results, research, experience and advice of members with successful Women’s Market programs, as well as conducts market intelligence research on the female economy. The How-To Guides and Case Study Collection features publicly available findings from the GBA and our members, as well as third-party research reports and other relevant studies on the female economy. |
| 69 | The Power of Procurement: How to Source from Women-Owned Businesses | UN Women | Report | Businesses Financial Institutions |
https://www.unwomen.org/en/digital-library/publications/2017/3/the-power-of-procurement | This guide provides corporations and their suppliers with a deeper understanding of the barriers and challenges preventing women-owned businesses from accessing and fully participating in local and global values chains. It provides the tools and techniques for reducing or eliminating these barriers and for leveraging the vast untapped economic potential represented by women-owned businesses. . It contains information about the business case, the current state of gender-responsive purchasing, and best practice guidelines. |
| 70 | Navigating Impact Project Gender Lens Theme | GIIN | Toolkit | Businesses Financial Institutions |
https://navigatingimpact.thegiin.org/gender-lens/ | The Navigating Impact project helps investors select impact strategies under specific themes, and adopt metrics that indicate performance toward their goals. The Gender Lens theme includes strategies for both gender goals internal to an investee business (gender equitable pay, gender-diverse governance and leadership, etc.) and broader gender impacts external to investee businesses (access to housing for women and LGBTQ individuals, women’s empowerment through clean cookstoves, etc.). |
| 71 | A 'How To' Guide To Measuring Women's Empowerment | Oxfam | Report | Financial Institutions | https://policy-practice.oxfam.org.uk/publications/a-how-to-guide-to-measuring-womens-empowerment-sharing-experience-from-oxfams-i-620271 | This paper shares Oxfam GB's experience of developing an approach to measuring women's empowerment over the course of five years, for use in its series of Effectiveness Reviews. Oxfam's aim is for this to be an easy and practical guide which shares experience and lessons learned in order to support other evaluators and practitioners who seek to pin down this 'hard-to-measure' concept. The hope is that the reader will make use of the measurement tools presented in this paper as guiding instruments that can be adapted to their needs. |
| 72 | Mitigating the Risks of Gender-Based Violence: A Due Diligence Guide for Investing | Criterion Institute & UNICEF | Guidance Note | Financial Institutions | https://www.unicef.org/sites/default/files/2020-06/Covid-19-Diligence-Tool-UNICEF-Criterion.pdf | This tool equips investors to understand the risk their investments are exposed to as a result of gender-based violence and to incorporate that risk assessment into due diligence process. It is one component of a broader global effort to ensure the right to live free of violence and toward greater gender equality. |
| 73 | 2022 GLIS Annual Report | SFG | Report | Businesses Financial Institutions |
https://sfgeneva.org/wp-content/uploads/2012/05/GLIS-Final-Report.pdf | Annual Report of the Gender Lens Initiative for Switzerland from the year 2022 |
| 74 | Gender Due Diligence Checklist | FE+MALE Think Tank | Assessment Tool | Businesses Financial Institutions |
https://bfbi.fe-male-think-tank.com/wp-content/uploads/DueDiligence_BFBI.pdf | Free checklist for companies, start ups and investors focused on gender diversity, equality, equity, and sustainability. Can be used alongside a standard due diligence checklist |
| 75 | Advancing Gender Equality and Women's Empowerment: Target-setting guidance for banks | UNEP FI & UN Women | Guidance Note | Financial Institutions | https://www.unepfi.org/industries/banking/new-guidance-on-advancing-gender-equality-and-womens-empowerment/ | UNEP FI has launched this co-authored guidance with UN Women on Advancing Gender Equality and Women’s Empowerment: Target Setting Guidance for Banks. Designed to support the significant role banks have in closing the gender gap, the new guidance provides clear, actionable steps for banks to prioritise women’s empowerment in the workplace, marketplace and community. |
| 76 | Gender and Impact Investing in 2024 | GIIN | Report | Financial Institutions | https://s3.amazonaws.com/giin-web-assets/giin/assets/publication/2024-giin-gender-lens-investing-report.pdf | The 2024 Sustainable Development Goals report from the UN highlights the world’s failure to meet Goal 5 on gender equality, with women continuing to bear a disproportionate burden of unpaid care work and facing barriers in corporate leadership and economic opportunities, including a $1.7 trillion USD financing gap for women entrepreneurs. Addressing this challenge, impact investing—particularly gender lens investing (GLI)—is emerging as a key strategy, leveraging capital to promote women’s inclusion and empowerment. The GIIN’s 2024 Impact Investor Survey reveals that 27% of respondents allocated at least 30% of their impact assets to women-led or -owned businesses, demonstrating private sector efforts to bridge gender gaps through investment. |
| 77 | The rising wealth of women | Bank of America | Study | Financial Institutions Businesses |
https://institute.bankofamerica.com/transformation/rising-wealth-of-women.html | Over the next decade, $30 trillion in U.S. wealth is expected to transfer to younger women. What are the financial impacts? As women become more active in financial decision-making, understanding their goals and risk preferences increases its importance. Women tend to think longer term and prioritize capital protection when making financial decisions. Plus, women are more likely to make sustainable investments and give to female-focused philanthropic efforts among affluent households. However, gaps in gender parity remain and progress on women's financial health has not been equal across all regions, meaning the Great Wealth Transfer won't be equal either. This could further drive a gap between wage equality, entrepreneurship, rising political empowerment, and better access to leadership positions for women. |
| 78 | Accelerating Gender Equality: Financing for SDG 5 in the APAC Region | AVPN | Report | Financial Institutions | https://avpn.asia/wp-content/uploads/2025/07/Report1AVPN_report_Accelerating_Gender_EqualiyDownloadReport1.pdf | This report provides a landscape analysis of the volume and trends on financing for gender equality in 17 countries in APAC across four key thematic areas (Economic Empowerment, Health, Tackling Gender Based Violence and Climate Vulnerability) within SDG 5. It offers a comprehensive overview of the current financing landscape for SDG 5 across Asia and delves into region specific analysis that highlights financing gaps across the 4 thematic areas. |
| 79 | Playbook for Integrating Gender into Climate Finance Vehicles | Catalytic Climate Finance Facility | Guidance Note | Financial Institutions | https://www.ccfacility.org/learning-hub/playbook-for-integrating-gender-into-climate-finance-vehicles | This playbook offers actionable guidance for integrating gender considerations into climate finance vehicles, enabling stakeholders to drive inclusive and gender-responsive climate outcomes. It highlights the importance of gender integration and provides clear, step-by-step instructions for embedding gender across investment processes. With practical tips and implementation guidance, the playbook equips users with the tools to incorporate gender considerations into their climate finance vehicles effectively. |
| 80 | Tracking gender lens investing activity in private markets | 2X Global and Sagana | Report | Financial Institutions | https://static1.squarespace.com/static/638cb83455f20147b91df430/t/6630b5046c45c067d6504e65/1714468118073/2X+Global-Sagana_Project+Catalyst+2024.pdf | This report serves as a snapshot of the activity of gender lens funds in private markets. It is aimed primarily at fund managers, Limited Partners, ecosystem builders, and researchers who are actively engaged in the field of gender lens investing or who are interested in better understanding the field. While the report captures a broad set of information about 175 gender lens funds, representing the work of 126 fund managers from around the globe, it is important to acknowledge that an even broader context exists. There are segments within the gender finance ecosystem that are not captured because the investors did not report data nor publicise their gender-focused initiatives. Additionally, this report focuses on activity in private markets only. There are also gender lens equity and debt funds, gender bonds, and other securities that are trading in public markets. |
| 81 | ||||||
| 82 | Expanding Opportunities for Women in Emerging Markets through Private Equity and Venture Capital | IFC | Report Study |
Financial Institutions Businesses |
https://www.ifc.org/content/dam/ifc/doc/2025/expanding-opportunities-for-women-through-private-equity-venture-capital.pdf | Greater inclusion of women in the economies of emerging markets is linked by new IFC research and data to positive outcomes for both firms and investors. This report examines the role PE and VC funds can play in expanding access through alternative sources of capital, which typically feature more flexible financing arrangements than traditional lending options from banks and other institutions. Drawing on the IFC dataset, the econometric analysis examines the relationship between gender balance at the top of a PE/VC fund and gender balance between different levels of seniority; capital allocation; and performance and risk management. |
| 83 | The Great Wealth Transfer Investment preferences of the next generation of clients |
Marianna Mamou | Study | Businesses Financial Institutions |
https://www.ubs.com/global/en/wealthmanagement/who-we-serve/women-wealth/insights/_jcr_content/root/contentarea/mainpar/gridcontrol_copy/col_1/textimage.0711752597.file/PS9jb250ZW50L2RhbS9hc3NldHMvY2Mvc3RhdGljL25vaW5kZXgvZG9jdW1lbnRzL3RoZS1ncmVhdC13ZWFsdGgtdHJhbnNmZXItMDgwNS5wZGY=/the-great-wealth-transfer-0805.pdf | A UBS Own Your Worth 2025 report (Heir dynamics: Money in motion) examining how women are navigating the "Great Wealth Transfer" — the projected USD 83 trillion intergenerational and spousal handover over the next 20–25 years — and finding that the vast majority of women inheritors face significant challenges due to limited prior communication, missing estate plans, and unexpected financial surprises. |
| 84 | Gender-lens investment: Understanding the how and establishing the why |
UBS | Report | Businesses Financial Institutions |
https://sfgeneva.org/wp-content/uploads/2022/12/impact-dialogues-gender-lens-investment.pdf | This report maps the investable universe for gender-lens strategies across public and private markets - equities, fixed income (including orange bonds), and women-led private funds - and proposes a theory-of-change framework to help investors connect three distinct approaches (investing in funds led by women, in companies led by women, and in companies enabling women's wealth-building) to the broader goal of closing the gender-wealth gap. |
| 85 | Women in Infrastructure Funds: An Opportunity Hiding in Plain Sight | Sustainable Infrastructure Advisory | Study | Businesses Financial Institutions |
https://ifcsia.org/publications/women-in-infrastructure-funds-an-opportunity-hiding-in-plain-sight/ | This publication establishes the first dedicated baseline on women's representation in emerging-market infrastructure funds. It drawing on original data from 44 equity and debt funds plus expert interviews, finding women hold just 12% of investment committee seats and 23% of investment professional roles, and proposes a four-part framework (fund governance, portfolio strategy, investment screening, and monitoring) with distinct guidance for equity and debt investors. |
| 86 | Bridging intent and impact: Towards a gender-smart framework for the future of credit investing | Amundi Asset Management | Framework | Financial Institutions | https://www.mobilistglobal.com/research-data/bridging-intent-and-impact-towards-a-gender-smart-framework-for-the-future-of-credit-investing/ | This article explores how gender-lens investing can become more credible and impactful in credit markets. While gender-focused bonds are growing, the report highlights the need to move beyond labels by embedding gender considerations into issuer strategies, KPIs, disclosure and investor engagement, helping translate good intentions into measurable outcomes. |
| 88 | Catalyzing capital for gender equality: A guide to scaling gender-inclusive investing | Amundi Investment Solutions | Guidance Note | Financial Institutions Businesses |
https://research-center.amundi.com/article/catalyzing-capital-gender-equality-guide-scaling-gender-inclusive-investing | This Guidebook is designed as a reference for how investors and practitioners can mainstream gender considerations into capital market instruments. It outlines how issuers can position themselves to access gender-smart capital through both labeled and general-purpose bonds, how investors can identify and support gender-strong issuers, and what ecosystem actors can do to enable market development. |
Additional Resources
2X Global engages a full spectrum of investors, capital providers, mobilisers, and influencers, and works together to advance intersectional investment agendas, level up gender-smart investments, and scale the field of gender finance.
The 2X Criteria provides a framework for investors globally to identify gender-smart business opportunities along the entire value chain. It can also be used as eligibility criteria and determine a companies’ level of gender performance.
To be eligible/comply, businesses must fulfil at least 1/5 criteria:
1) Entrepreneurship – 51% of women ownership or the business having been founded by a woman;
2) Leadership – 30% of women in senior leadership or 30% on the Board or Investment Committee;
3) Employment – 30-50% share of women in the workforce and one ‘quality’ beyond compliance;
4) Consumption – products or services that specifically benefit women;
5) Investments through financial intermediaries – 30% of DFI loan proceeds or portfolio companies meet the 2X Criteria
EDGE Certification is a methodology applicable across industries and contexts to assess corporate gender gaps. It helps businesses to 1) measure, manage, plan and manage Diversity, Equity and Inclusion (DE&I) change and 2) get actions and outcomes verified by a third party certification body and get a certification showcasing the organisation’s achievements and commitments towards DE&I progress.
There are three different levels of certifications: 1) EDGE Assess – recognizing commitment; 2) EDGE Move – showcasing progress; 3) EDGE Lead – celebrating success
The certification process focuses on intersectionality and tracks: Representation; Pay equity; Effectiveness of policies aiming to achieve equitable career paths; Inclusivity of culture; Professional development opportunities. The EDGE Certifications expire every 2 years to allow for a re-assessment of an enterprise’s efforts on gender.
The EQUAL-SALARY Certification is a process that allows companies to verify and communicate that they pay their female and male employees equally for the same job or for job of the same value. It provides companies a verified stamp of approval that they are paying men and women equally. As of June 2022 covering 50+ companies globally, the certification is valid for 3 years.
How it works?
- Salary analysis: collects employee salary data securely and anonymously
- On-site review: the auditing team make sure the requirements are met
- Certification: based on the result the company is awarded the certification
Monitoring review: the certification is valid 3 years and the company will need to undergo two monitoring reviews, to show commitment to a fair and non-discriminatory wage policy
The Equileap Gender Equality Scorecard™ is inspired by the United Nations Women’s Empowerment Principles. This methodology can be used to assess a company’s gender equality performance in all areas of its business, from boardroom to supply chain.
For each gender criterion, one or several metrics have been identified to evaluate it. A score and weighting has been allocated to each criterion to reflect that some issues may be more important for furthering gender equality than others.
1) Gender balance in leadership and the workforce;
2) Equal compensation and work/life balance;
3) Policies promoting gender equality;
4) Commitment, transparency, and accountability;
5) Monitoring companies’ controversies such as sexual harassment or gender discrimination and providing information on those cases to investors
The Gender Smart Nexus helps businesses, investors, and entrepreneurial intermediaries to practically improve business outcomes and social impacts through advancing gender inclusion.
The platform allows enterprises to self-assess their gender-inclusive practices and provides them recommendations on how to integrate more gender-inclusive practices throughout their organization
The Gender Smart Nexus integrate the 2X Challenge criteria in its assessments.
The UNDP programme – Gender Equality SEAL – is a tool for private enterprises to reduce gender gaps and promoting gender equality and competitiveness.
The GES guides enterprises in developing strategies that support SDG5 by eliminating gender-based wage gaps, eradicating sexual harassment in the workplace, developing company policies with gender biases and discrepancies in mind, and increasing female leadership in decision-making and along the supply chain
There are different steps to earn the GES, including; Creation of a gender equality committee; Training of senior management and staff on gender equality; internal organizational assessment of the company’s policies and practices; Development of a company-wide policy and plan of action for gender equality; Implementation of a gender equality plan of action; an external audit or verification process before obtaining the certification or the award; and monitoring of the ongoing process.
- WHY GENDER
-
What is Gender Lens Investing?
The Global Impact Investing Network (GIIN) defines GLI as investment strategies applied to an allocation or the entirety of an investment portfolio, which seek to examine gender dynamics to inform investment decisions in order to better and/or intentionally and measurably address gender disparities. This includes:
- Investing in women-owned or -led enterprises
- Investing in enterprises that promote workplace equity (in staffing, management, boardroom representation, and along their supply chains); or
- Investing in enterprises that offer products or services that substantially improve the lives of women and girls
Risks
Financial institutions who ignore gender equality are subjecting their investments to regulatory and performance risks.
While the “S” in ESG has typically been less of a focus for regulators than environmental dimensions of sustainability, social factors are the next horizon of regulation and financial institutions need to be ready for these developments. According to KPMG “regulators expect firms to act now and deliver improvements and greater transparency. Disclosure of D&I policies or reporting of pay information is mainly voluntary, but regulation has been introduced in a small and growing number of jurisdictions.” There are currently 12 countries that have adopted mandatory board quotas for gender representation and over half of OECD countries (21 of 38, or 55%) now require private sector employers to analyze their pay data and report gender-disaggregated pay information (OECD). Some of the biggest financial regulatory bodies like the FCA in the UK and the SEC in the USA have implemented listing rules for disclosure around Diversity, Equity, and Inclusion (DEI) and have signaled that if DEI does not improve they will be forced to mandate further action (JD Supra).
But risk exposure goes beyond regulatory developments, not considering gender equality in investments can actually put return at risk. A study by KSA Group found the insolvency rate of companies with all-male boards is 49% higher than those with mixed ones. And a similar study by Creditsafe, found that companies led by women were 20% less likely to fail than those led by men. Further, a global study by BCG found that for every USD 1 of investment raised, women-owned start-ups generated USD 0.78 in revenue, whereas those run by men generated only USD 0.31. Considering gender and other forms of diversity is an important risk mitigation tool, and it can increase upside as well.
Opportunities
Financial institutions who are sensitive to DEI issues tend to unlock significant additional value.
It is well-established that companies that are diverse perform better than their less diverse peers. McKinsey’s analysis found that companies in the top quartile of executive team gender diversity were 25% more likely to have above-average profitability. This translates into higher stock prices. Morgan Stanley analyzed 1,875 firms on the MSCI World Index and found those with greater gender diversity outperformed less gender-diverse firms by 1.6% globally in 2022. In some regions the results were even more striking, for example 7.1% in Europe, 3.0% in Japan and 2.0% in North America.
In addition, women are a significant market that is often underserved by financial institutions. Globally, women’s wealth has shown unprecedented growth over the last decade (UBS). Women now control 32% of the world’s wealth, according to BCG. This will rise at a compound annual growth rate of 5.7% to USD 97 trillion by 2024. Serving women also has additional ancillary benefits as they tend to be clients with more awareness of ESG factors. 64% of women factor ESG concerns into their investment decisions, number that is likely to increase as Gen Z and millennial consumers and investors gain more financial power.
Impact
We can only reach our potential as a global society if everyone is empowered.
It is estimated that Global GDP could expand by USD 12-28 trillion if women were to participate in the economy similarly to men. The European Investment Bank similarly found that greater gender diversity could lead to a potential increase of USD 160 trillion of human capital wealth, and could enhance business performance by 15%.
Beyond economic arguments, gender equality has a range of benefits that are good for people and the planet. Gender equality is a more reliable predictor of peace than a country’s GDP or level of democracy (CMF). Giving women increased access to resources can reduce vulnerability and create more resilient households and communities (UNDP). Everyone benefits in an equal society.
How to use this Dashboard
This dashboard is a resource for you to help you better understand the challenge of achieving gender equality and what gender lens investing is. It provides practical information that will help you to take action. In this dashboard you will find:
- Gender Data from Switzerland and globally, which provides an overview of how we currently are performing on gender equality in society, business, and finance.
- GLI Funds database that lists all GLI funds managed or domiciled in Switzerland. These funds demonstrate how GLI strategies can be applied in practice.
- Take Action ideas for investors, companies, policymakers, and other actors.
- Additional Resources that can help you to practically take action (for example getting certified).
Please feel free to send any questions about gender equality and GLI to
- GENDER DATA
-
Gender Data
Understanding the state of gender equality in Switzerland can help us to track progress. Here are some key statistics on where were stand on gender equality in Swiss society, business, and investing.
Gender Equality in Swiss Society
The Global Gender Gap Index
The Global Gender Gap Index benchmarks the current state and evolution of gender parity in 146 countries across four key dimensions – Economic Participation and Opportunity, Educational Attainment, Health and Survival, and Political Empowerment. In 2025, Switzerland is ranked 17th globally, however, this was a downgrade from the 10th position in 2021. It ranks 12th in Europe, which is also a downgrade from 6th place in 2021.
Source World Economic Forum
#17
out of 146 globally
- #20 in 2024
- #21 in 2023
- #13 in 2022
- #10 in 2021
- #18 in 2020
#12
out of 35 in Europe
- #14 in 2024
- #13 in 2023
- #8 in 2022
- #6 in 2021
- #10 in 2020
Proportion of time spent on unpaid domestic and care work, by sex (% of a 24 hour day)
The unequal distribution of unpaid domestic and care work significantly disadvantages women in the workforce. With women spending a substantial portion of their day—around 17.31% in 2020, translating to 4 hours 25 minutes a day or 29 hours a week — on unpaid tasks, they often face challenges in balancing work and family responsibilities. While men’s share of unpaid domestic work has increased over the years, it remains significantly lower than women’s time spent – reaching 11.47% in 2020, representing 2 hours 45 minutes a day or 19 hours and 25 minutes a week.
Source World Bank
Proportion of seats held by women in national parliaments (% of total number of seats)
Since 2000, the proportion of seats held by women in Swiss national parliament has nearly doubled. Switzerland is a strong performer when it comes to women’s participation in government, with approximately 10% more women with a seat in national parliaments in Switzerland compared to the EU.
Source UN Stats
Share of women among tertiary level students
In Switzerland, in 2023 women made up approximately 51,3% of students enrolled in universities, whereas in the EU women take up a slightly larger percentage at 54,8%.
Gender Equality in Swiss Business
Female Representation in Company Positions by Country (in %)
All countries perform poorly in terms of female representation at the Senior Management and Executives levels, however, representation in the Board of Directors and Workforce is somewhat stronger.
In 2023, Switzerland had particularly low female representation in Executives (17%) but was in the middle of the pack in representation at other levels. Switzerland is one of the countries where women have a low chance of being promoted, but not due to a lack of a pool of working women. Overall, very slow progress can be noticed each year across the board.
Source: Equileap
Female Representation – Boards (in %)
Female Representation – Sr Management (in %)
Female Representation – Executives (in %)
Female Representation – Workforce (in %)
Percentage of women by industry in 2025
The proportion of women in lower management levels is almost evenly spread across different sector, except in the MEM sector where only 18% of the workforce includes women.The Banking sector also counts less women with 33% of female workers compared to Pharma and the public sector where women are more prominent with 34% of female workers.The proportion of women in higher levels of managements is low with only 18% of women in management in MEM and the Banking sector. In the Public sector, Consulting and Media, women in management represent respectively 30%, 28% and 22%.* includes machine, electrical, and mechanical engineering companies as well as companies in related fields.
Gender distribution by management level
The higher the level of management, the lower the proportion of women. At non-management levels, the difference between the women and men proportion in the workforce is low. In contrast, at the top management level, the gap between women and men is significant with only 23% women compared to 77% men at top management level in 2025.
Switzerland Full-/part-time employed, 1992-2024, in %
In Switzerland, more women have been working part-time than full-time since 1992.
The difference has been increasing over the years with more women working part-time and less women working full-time.
Source: Federal Statistics Office
Switzerland Employment : Full-time equivalent employment rate, by sex
In Switzerland and the OECD countries, a lower proportion of women are working full time compared to men; 68,3% and 76,3% respectively in 2024. The proportions have remained fairly consistent over the years.
Source: OECD
Gender Equality: A European Comparison
Employment rate of women as % of women aged 15–64 years
The employment rate of women between the age of 15-64 years is higher in Switzerland than in the EU, with 77% and 66,2% respectively of women employed in 2024.
Source: Federal Statistics Office
Women employed part-time as % of employed women aged 15–64 years
The proportion of women age 15-64 years working part-time is more than two times higher in Switzerland than the EU, with 61,1% and 28,4% respectively of women working part-time.
Source: Federal Statistics Office
Self-Employment
The share of self-employed is much higher for men than for women across the three countries displayed below. However, Switzerland has a higher share of self-employed women (with employees) than France and Germany.
Source: OECD
Share of self-employed who are employers
Gender Wage Gap
The gender wage gap has decreased over the years in Switzerland resting at 13,8% in 2022 but is still slightly higher than the OECD average which stands at 12,1% in 2022.
Source: OECD
Gender Lens Investing in Switzerland
All data on GLI in Switzerland comes from Tameo’s 2022 Private Asset Impact Report, which is detailed research on nearly 200 impact investing funds in emerging markets. It is, therefore, important to remember that this is not a comprehensive study of all Swiss funds in all asset classes but rather a helpful glimpse into one portion of the market.
Source: Tameo
Sector GLI Portfolio Allocation
This graphic shows where funds that take a GLI approach are allocated in terms of sectors, in Switzerland and across all funds studied.
Source: Tameo
Regional GLI Portfolio Allocation
This graphic shows where funds that take a GLI approach are allocated in terms of geographic location, in Switzerland and across all funds studied.
Source: Tameo
Practices Applied in the Investment Process
This graphic shows the practices that are applied by GLI funds in their investment process, in Switzerland and across all funds studied.
Source: Tameo
Practices Applied in the Portfolio Management Process
This graphic shows the practices that are applied by GLI funds in their portfolio management process, in Switzerland and across all funds studied.
Source: Tameo
Country Income Level Exposure
This graphic shows the exposure GLI funds have to different country income levels, in Switzerland and across all funds studied.
Source: Tameo
Employee Gender in Investee Companies
This graphic shows the workforce composition of investee companies in GLI funds in Switzerland.
Source: Tameo
- TAKE ACTION
-
Take Action
Opportunities for Investors
- Develop strategies following clear target criteria in the investment process, like the ones developed by 2X: invest in businesses founded, majority-owned, or partially led by women, or with a substantial share of women in the workforce, or with products and services that disproportionately benefit women
- Monitor the evolution of these criteria in portfolio companies
- Proactively encourage portfolio companies to improve gender lens policies or get a credible gender-lens certification
Opportunities for Companies
- Develop HR policies that enable equal opportunity for women, including:
- Fair and equal pay
- Flexible working arrangements
- Anti-harassment training & policy
- Gender-neutral parental leave
- Publish equal pay reports
- Create company policies that support the creation of a gender-balanced workforce, leadership, and board
- Apply for and receive an EDGE certification and/ or an Equal-Salary Certification
Opportunities for Policymakers
- Implement voluntary or obligatory quotas for gender-balanced boards and senior leadership. Legislation in the UK and France are proven cases that national policy initiatives can be transformative and sometimes indispensable for enterprises’ gender balance and overall performance.
- Assess policies that can address the ‘baby bias’, which is the main reason that Swiss women’s largest window for a promotion into management on average is between 31-40 years of age, whereas, for men, it extends from 31-50 years. 85 There are reference cases available; France, for example, instituted flexible work policies for pregnant women to combat this bias through a policy measure
Opportunities for the Broader Ecosystem
- Support and assist with programs or projects that aim to develop research and data relevant to GLI in Switzerland.
- TOOLS AND GUIDANCE
-
Tools and Guidance
wdt_ID Resource Name Author(s) Type Audience Link Description 45 Fund Manager’s Guide to Gender-smart Investing IFC Report Financial Institutions https://www.ifc.org/en/insights-reports/2020/gender-smart-investing-guide The Guide is a practical step-by-step road map for fund managers on how to strengthen gender diversity within their own firms and incorporate a gender focus into investment operations. It combines learnings from CDC and IFC’s experience with over 160 fund managers and draws on best practices with a series of case studies from stakeholders across the industry. 46 Bonds to Bridge the Gender Gap UN Women
IFC
ICMAReport Businesses
Financial Institutionshttps://www.unwomen.org/sites/default/files/2021-11/Bonds-to-bridge-the-gender-gap-en.pdf In today’s capital markets, there are instruments that can be used to address gender inequalities. This guide provides practical guidance on how to use sustainable bonds to credibly access financing for projects and strategies that advance gender equality objectives. It offers examples that illustrate how to identify gender-related use of proceeds and establish gender-related commitments. 47 JEDI investing toolkit 2X Global Toolkit Financial Institutions https://jediinvesting.com/ Developed to help allocators and intermediaries incorporate a gender lens alongside racial and ethnic justice across the investment process - whether they are getting started, levelling up, or going further in their approaches. 48 The SG2X Playbook Renew Capital
USAIDToolkit Financial Institutions
Businesseshttps://sg2x.squarespace.com/ The SME Gender Growth Acceleration (SG2X) Playbook was developed by Renew Capital in partnership with USAID to provide asset managers and entrepreneurs with a set of practical tools to aid them in building gender-smart, scalable SMEs in sub-Saharan Africa. 49 Applying a Gender Lens to Climate Investing: An Action Framework Women in Finance Climate Action Group
Oliver Wyman
2X Global and the 30% ClubFramework Financial Institutions https://www.2xglobal.org/knowledge-hub-blog/applying-a-gender-lens-to-climate-investing-an-action-framework This framework is designed to help financial institutions to embed gender considerations into their climate investment decisions, to both mitigate the disproportionate impact of climate change on women and support women as change makers in the net zero transition. It is designed specifically for private institutional investors given the key role the play in financing the net zero transition. 50 Investing in the pathways to employment for adolescent girls and young women in low and middle-income countries UNICEF
GenderSmart and Volta CapitalReport
Guidance NoteFinancial Institutions https://www.unicef.org/reports/investing-in-the-pathways-to-employment-2020 The guide provides practical insights for individuals and institutions on how to approach investing in pathways to employment of adolescent girls and young women in low- and middle-income (LMIC) countries, through six core investment themes and examples of investment opportunities 51 A guide to investing in first-time women and diverse fund managers Gender Smart Guidance Note Financial Institutions https://www.2xglobal.org/s/GenderSmartFTFMGuide_200521.pdf This guide is a tool for asset allocators and advisors, as well as for fund managers. It is designed to help you make the case, be inspired by leading investors who are showing the way, understand the structural solutions to backing more of these funds and structured vehicles, find deal flow, and understand how to diligence and move capital into these innovative managers. 52 Equileap Gender Equality Scorecard Equileap Framework Businesses https://equileap.com/wp-content/uploads/2023/03/EquileapGenderScorecard-2020.pdf This Scorecard is a methodology used to holistically assess a company’s gender equality and diversity & inclusion performance, from the board to the supply chain. It is based on various metrics including gender balance across the workforce, the gender pay gap, paid parental leave, anti-sexual harassment policies, gender discrimination controversies, race & ethnicity discrimination controversies, support for gender-diverse employees, and others. 53 Equality themed indices and passive funds Equileap Investment Approach Financial Institutions https://equileap.com/indices/ Multiple indices have been designed with our data and company scores, including by Solactive, Morningstar, Euronext, and Indxx to track companies leading in gender equality. These indices are used both as benchmarks and underlyings of financial products. 54 Gender-Smart Green Financing EcoMicro Program and Value for Women Toolkit Financial Institutions https://www.v4w.org/resources/gender-smart-green-financing-toolkit This toolkit provides financial institutions with a framework and accompanying resources to start their gender-smart and green financing journey. By promoting solutions at the nexus of gender, climate, and finance, financial institutions will be more inclusive in financial and non-financial value propositions for women-led MSMEs. 55 A Business-First Approach to Gender Inclusion Shell Foundation and Value for Women Framework Businesses https://www.v4w.org/resources/a-business-first-approach-to-gender-inclusion This is an holistic framework for gender inclusion in enterprise operations, using a bottom-up, business-first approach, aimed at testing the impact of gender inclusion on business performance. The approach first hones in on business challenges and then designs practical measurable solutions with a gender lens. 56 Gender Inclusion for Climate-Smart Agribusinesses Value for Women Ltd. Report Businesses https://www.v4w.org/resources/gender-inclusion-for-climate-smart-agribusinesses Guide with the goal of guiding small and growing agribusinesses to growth through strategic gender inclusion in climate-smart agriculture value chains. 57 Designing a Gender Lens Investing Action Plan Investing in Women and Criterion Institute Investment Approach Financial Institutions https://criterioninstitute.org/resources/gender-lens-investing-tool-designing-an-action-plan Following a standard investment cycle, this tool supports the design of an investment strategy with considerations for how gender dynamics might present risks and opportunities. It provides a framework to consider building a gender lens into new or existing strategies to inform investment strategy or in diligence, and can be used by anyone looking to develop a gender lens investing strategy – from foundations, to women’s funds, to investors across asset classes. 58 Increasing Gender Equality in Agriculture GIIN Toolkit Financial Institutions https://navigatingimpact.thegiin.org/strategy/gli/increasing-gender-equality-in-agriculture/ Investments in this strategy aim to address gender gaps in agricultural value chains and increase the yields and incomes of women-run farms. This improvement, in turn, can reduce global hunger and increase overall economic growth. This high-level overview and associated metrics pack are intended as a gender lens complement. 59 The Women’s Empowerment Principles Gender Gap Analysis Tool UN Global Compact Toolkit Businesses https://weps-gapanalysis.org/ The Women’s Empowerment Principles Gender Gap Analysis Tool (WEPs Tool) is a business-driven tool designed to help companies from around the world assess gender equality performance across the workplace, marketplace, and community. 60 SEAF’s Gender Equality Scorecard © SEAF Framework Financial Institutions https://www.seaf.com/womens-economic-empowerment-and-gender-equality/gender-equality-scorecard/ The Gender Equality Scorecard© (“GES©”) is a proprietary tool Small Enterprise Assistance Funds (“SEAF”) developed to assess women’s economic empowerment and gender equality within growth-orientated small and medium-sized enterprises (SMEs). The GES© provides an overall rating score for a company based on six gender equality performance vectors: pay equity, women’s workforce participation, gender diverse leadership and governance, benefits and professional development, safe and healthy workplace environment, and women-powered value chains. 61 Gender-Smart Investing Resource Hub ICRW Toolkit Businesses
Financial Institutionshttps://www.icrw.org/corporate-advisory-services/gender-smart-investing-resource-hub/power-sector/ Use this sector-specific Gender-Smart Investing Resource Hub to explore gender opportunities, screen potential investments through a gender lens, and advise companies on how to better integrate gender through their operations and supply chains. These gender lens investing tools are designed for PE, impact investors and DFIs, and may also be used directly by companies operating primarily in emerging markets. 62 UN Women WEP Gender Analysis Tool UN Women Toolkit Businesses
Financial Institutionshttps://weps-gapanalysis.org/ The Women’s Empowerment Principles Gender Gap Analysis Tool (WEPs Tool) is a business-driven tool designed to help companies from around the world assess gender equality performance across the workplace, marketplace, and community. 63 MEDA's Gender Equality Mainstreaming (GEM) Framework MEDA Framework Financial Institutions https://www.meda.org/gem MEDA's Gender Equality Mainstreaming (GEM) Framework is an open source toolkit for assessing gender equality, and identifying, implementing and measuring gender equality mainstreaming strategies within companies. The framework is designed for organizations seeking financial and impact returns through investing (e.g., investment funds, government donors, foundations) or providing business support to companies (e.g., accelerators, technical assistance providers). The ultimate aim of the framework is to transform companies to be more gender equitable while supporting business growth, demonstrating the positive relationship between gender equality and superior business performance. 64 How to Measure the Gender Impact of Investments: Using the 2X Challenge Indicators in Alignment with IRIS+ 2X Challenge
GIIN
IRIS+
& CDCGuidance Note Financial Institutions https://assets.cdcgroup.com/wp-content/uploads/2020/03/16111901/How-to-measure-the-gender-impact-of-investments.pdf The guidance note sets out a suite of gender indicators, mapped to the 2X Challenge criteria, that can be used by investors to establish and monitor the gender impact of their investment and determine eligibility for the 2X Challenge. 65 Guide to the 2X Criteria 2X Challenge Guidance Note Financial Institutions https://static1.squarespace.com/static/5b180402c3c16a6fe0001e45/t/5ef8d17caa257013944d83bc/1593364865863/2XReferenceGuide_Designed_June+25_FINAL.pdf A reference guide primarily for investors and financial institutions (FI) who wish to align their gender lens investing (GLI) practices with the 2X Criteria. It provides guidance on how to apply the criteria and various frequently asked questions (FAQs). It can also be used by independent companies to assess their practices against the criteria, however, much of the orientation of the guidelines are geared towards investment transactions. 66 Gender Lens Incubation and Acceleration Toolkit Asia Women Impact Fund (SPF)
Frontier Incubators (DFAT)Toolkit Financial Institutions https://toolkits.scalingfrontierinnovation.org/glia/introduction/introduction/ The Gender Lens Incubation and Acceleration toolkit is an interactive resource, to guide accelerators and incubators through the journey of uncovering how our activities impact, and are experienced by, different gendered groups. 67 Investor toolkit with a focus on girls and young women SPRING Accelerator Toolkit Financial Institutions https://www.springaccelerator.org/wp-content/uploads/2018/11/A4-SPRING-toolkit-oct2018-WEB.pdf Aimed at investors and other development practitioners, this toolkit demonstrates the potential of using finance to impact and empower adolescent girls and young women in emerging markets. 68 Financial Alliance for Women's How-To Guides & Case Study Collection Financial Alliance for Women Report Financial Institutions
Businesseshttps://financialallianceforwomen.org/library/?q=Case+Study+&search%5Bpublish_date%5D=&search%5Bupdate_date%5D=&search%5Border_by%5D=&search%5Border%5D=ASC The Financial Alliance for Women collates the results, research, experience and advice of members with successful Women’s Market programs, as well as conducts market intelligence research on the female economy.
The How-To Guides and Case Study Collection features publicly available findings from the GBA and our members, as well as third-party research reports and other relevant studies on the female economy.69 The Power of Procurement: How to Source from Women-Owned Businesses UN Women Report Businesses
Financial Institutionshttps://www.unwomen.org/en/digital-library/publications/2017/3/the-power-of-procurement This guide provides corporations and their suppliers with a deeper understanding of the barriers and challenges preventing women-owned businesses from accessing and fully participating in local and global values chains. It provides the tools and techniques for reducing or eliminating these barriers and for leveraging the vast untapped economic potential represented by women-owned businesses. . It contains information about the business case, the current state of gender-responsive purchasing, and best practice guidelines. 70 Navigating Impact Project Gender Lens Theme GIIN Toolkit Businesses
Financial Institutionshttps://navigatingimpact.thegiin.org/gender-lens/ The Navigating Impact project helps investors select impact strategies under specific themes, and adopt metrics that indicate performance toward their goals. The Gender Lens theme includes strategies for both gender goals internal to an investee business (gender equitable pay, gender-diverse governance and leadership, etc.) and broader gender impacts external to investee businesses (access to housing for women and LGBTQ individuals, women’s empowerment through clean cookstoves, etc.). 71 A 'How To' Guide To Measuring Women's Empowerment Oxfam Report Financial Institutions https://policy-practice.oxfam.org.uk/publications/a-how-to-guide-to-measuring-womens-empowerment-sharing-experience-from-oxfams-i-620271 This paper shares Oxfam GB's experience of developing an approach to measuring women's empowerment over the course of five years, for use in its series of Effectiveness Reviews. Oxfam's aim is for this to be an easy and practical guide which shares experience and lessons learned in order to support other evaluators and practitioners who seek to pin down this 'hard-to-measure' concept. The hope is that the reader will make use of the measurement tools presented in this paper as guiding instruments that can be adapted to their needs. 72 Mitigating the Risks of Gender-Based Violence: A Due Diligence Guide for Investing Criterion Institute & UNICEF Guidance Note Financial Institutions https://www.unicef.org/sites/default/files/2020-06/Covid-19-Diligence-Tool-UNICEF-Criterion.pdf This tool equips investors to understand the risk their investments are exposed to as a result of gender-based violence and to incorporate that risk assessment into due diligence process. It is one component of a broader global effort to ensure the right to live free of violence and toward greater gender equality. 73 2022 GLIS Annual Report SFG Report Businesses
Financial Institutionshttps://sfgeneva.org/wp-content/uploads/2012/05/GLIS-Final-Report.pdf Annual Report of the Gender Lens Initiative for Switzerland from the year 2022 74 Gender Due Diligence Checklist FE+MALE Think Tank Assessment Tool Businesses
Financial Institutionshttps://bfbi.fe-male-think-tank.com/wp-content/uploads/DueDiligence_BFBI.pdf Free checklist for companies, start ups and investors focused on gender diversity, equality, equity, and sustainability. Can be used alongside a standard due diligence checklist 75 Advancing Gender Equality and Women's Empowerment: Target-setting guidance for banks UNEP FI & UN Women Guidance Note Financial Institutions https://www.unepfi.org/industries/banking/new-guidance-on-advancing-gender-equality-and-womens-empowerment/ UNEP FI has launched this co-authored guidance with UN Women on Advancing Gender Equality and Women’s Empowerment: Target Setting Guidance for Banks. Designed to support the significant role banks have in closing the gender gap, the new guidance provides clear, actionable steps for banks to prioritise women’s empowerment in the workplace, marketplace and community. 76 Gender and Impact Investing in 2024 GIIN Report Financial Institutions https://s3.amazonaws.com/giin-web-assets/giin/assets/publication/2024-giin-gender-lens-investing-report.pdf The 2024 Sustainable Development Goals report from the UN highlights the world’s failure to meet Goal 5 on gender equality, with women continuing to bear a disproportionate burden of unpaid care work and facing barriers in corporate leadership and economic opportunities, including a $1.7 trillion USD financing gap for women entrepreneurs. Addressing this challenge, impact investing—particularly gender lens investing (GLI)—is emerging as a key strategy, leveraging capital to promote women’s inclusion and empowerment. The GIIN’s 2024 Impact Investor Survey reveals that 27% of respondents allocated at least 30% of their impact assets to women-led or -owned businesses, demonstrating private sector efforts to bridge gender gaps through investment. 77 The rising wealth of women Bank of America Study Financial Institutions
Businesseshttps://institute.bankofamerica.com/transformation/rising-wealth-of-women.html Over the next decade, $30 trillion in U.S. wealth is expected to transfer to younger women. What are the financial impacts?
As women become more active in financial decision-making, understanding their goals and risk preferences increases its importance. Women tend to think longer term and prioritize capital protection when making financial decisions. Plus, women are more likely to make sustainable investments and give to female-focused philanthropic efforts among affluent households.
However, gaps in gender parity remain and progress on women's financial health has not been equal across all regions, meaning the Great Wealth Transfer won't be equal either. This could further drive a gap between wage equality, entrepreneurship, rising political empowerment, and better access to leadership positions for women.78 Accelerating Gender Equality: Financing for SDG 5 in the APAC Region AVPN Report Financial Institutions https://avpn.asia/wp-content/uploads/2025/07/Report1AVPN_report_Accelerating_Gender_EqualiyDownloadReport1.pdf This report provides a landscape analysis of the volume and trends on financing for gender equality in 17 countries in APAC across four key thematic areas (Economic Empowerment, Health, Tackling Gender Based Violence and Climate Vulnerability) within SDG 5. It offers a comprehensive overview of the current financing landscape for SDG 5 across Asia and delves into region specific analysis that highlights financing gaps across the 4 thematic areas. 79 Playbook for Integrating Gender into Climate Finance Vehicles Catalytic Climate Finance Facility Guidance Note Financial Institutions https://www.ccfacility.org/learning-hub/playbook-for-integrating-gender-into-climate-finance-vehicles This playbook offers actionable guidance for integrating gender considerations into climate finance vehicles, enabling stakeholders to drive inclusive and gender-responsive climate outcomes. It highlights the importance of gender integration and provides clear, step-by-step instructions for embedding gender across investment processes. With practical tips and implementation guidance, the playbook equips users with the tools to incorporate gender considerations into their climate finance vehicles effectively. 80 Tracking gender lens investing activity in private markets 2X Global and Sagana Report Financial Institutions https://static1.squarespace.com/static/638cb83455f20147b91df430/t/6630b5046c45c067d6504e65/1714468118073/2X+Global-Sagana_Project+Catalyst+2024.pdf This report serves as a snapshot of the activity of gender lens funds in private markets. It is aimed primarily at fund managers, Limited Partners, ecosystem builders, and researchers who are actively engaged in the field of gender lens investing or who are interested in better understanding the field. While the report captures a broad set of information about 175 gender lens funds, representing the work of 126 fund managers from around the globe, it is important to acknowledge that an even broader context exists. There are segments within the gender finance ecosystem that are not captured because the investors did not report data nor publicise their gender-focused initiatives.
Additionally, this report focuses on activity in private markets only. There are also gender lens equity and debt funds, gender bonds, and other securities that are trading in public markets.81 82 Expanding Opportunities for Women in Emerging Markets through Private Equity and Venture Capital IFC Report
StudyFinancial Institutions
Businesseshttps://www.ifc.org/content/dam/ifc/doc/2025/expanding-opportunities-for-women-through-private-equity-venture-capital.pdf Greater inclusion of women in the economies of emerging
markets is linked by new IFC research and data to positive
outcomes for both firms and investors. This report examines
the role PE and VC funds can play in expanding access
through alternative sources of capital, which typically feature
more flexible financing arrangements than traditional
lending options from banks and other institutions.
Drawing on the IFC dataset, the econometric analysis examines
the relationship between gender balance at the top of a PE/VC
fund and gender balance between different levels of seniority;
capital allocation; and performance and risk management.83 The Great Wealth Transfer
Investment preferences of the next generation of clientsMarianna Mamou Study Businesses
Financial Institutionshttps://www.ubs.com/global/en/wealthmanagement/who-we-serve/women-wealth/insights/_jcr_content/root/contentarea/mainpar/gridcontrol_copy/col_1/textimage.0711752597.file/PS9jb250ZW50L2RhbS9hc3NldHMvY2Mvc3RhdGljL25vaW5kZXgvZG9jdW1lbnRzL3RoZS1ncmVhdC13ZWFsdGgtdHJhbnNmZXItMDgwNS5wZGY=/the-great-wealth-transfer-0805.pdf A UBS Own Your Worth 2025 report (Heir dynamics: Money in motion) examining how women are navigating the "Great Wealth Transfer" — the projected USD 83 trillion intergenerational and spousal handover over the next 20–25 years — and finding that the vast majority of women inheritors face significant challenges due to limited prior communication, missing estate plans, and unexpected financial surprises. 84 Gender-lens investment:
Understanding the how and
establishing the whyUBS Report Businesses
Financial Institutionshttps://sfgeneva.org/wp-content/uploads/2022/12/impact-dialogues-gender-lens-investment.pdf This report maps the investable universe for gender-lens strategies across public and private markets - equities, fixed income (including orange bonds), and women-led private funds - and proposes a theory-of-change framework to help investors connect three distinct approaches (investing in funds led by women, in companies led by women, and in companies enabling women's wealth-building) to the broader goal of closing the gender-wealth gap. 85 Women in Infrastructure Funds: An Opportunity Hiding in Plain Sight Sustainable Infrastructure Advisory Study Businesses
Financial Institutionshttps://ifcsia.org/publications/women-in-infrastructure-funds-an-opportunity-hiding-in-plain-sight/ This publication establishes the first dedicated baseline on women's representation in emerging-market infrastructure funds. It drawing on original data from 44 equity and debt funds plus expert interviews, finding women hold just 12% of investment committee seats and 23% of investment professional roles, and proposes a four-part framework (fund governance, portfolio strategy, investment screening, and monitoring) with distinct guidance for equity and debt investors. 86 Bridging intent and impact: Towards a gender-smart framework for the future of credit investing Amundi Asset Management Framework Financial Institutions https://www.mobilistglobal.com/research-data/bridging-intent-and-impact-towards-a-gender-smart-framework-for-the-future-of-credit-investing/ This article explores how gender-lens investing can become more credible and impactful in credit markets. While gender-focused bonds are growing, the report highlights the need to move beyond labels by embedding gender considerations into issuer strategies, KPIs, disclosure and investor engagement, helping translate good intentions into measurable outcomes. 88 Catalyzing capital for gender equality: A guide to scaling gender-inclusive investing Amundi Investment Solutions Guidance Note Financial Institutions
Businesseshttps://research-center.amundi.com/article/catalyzing-capital-gender-equality-guide-scaling-gender-inclusive-investing This Guidebook is designed as a reference for how investors and practitioners can mainstream gender considerations into capital market instruments. It outlines how issuers can position
themselves to access gender-smart capital through both labeled and general-purpose bonds, how investors can identify and support gender-strong issuers, and what ecosystem actors can do to enable market development. - ADDITIONAL RESOURCES
-
Additional Resources
2X Global engages a full spectrum of investors, capital providers, mobilisers, and influencers, and works together to advance intersectional investment agendas, level up gender-smart investments, and scale the field of gender finance.
The 2X Criteria provides a framework for investors globally to identify gender-smart business opportunities along the entire value chain. It can also be used as eligibility criteria and determine a companies’ level of gender performance.
To be eligible/comply, businesses must fulfil at least 1/5 criteria:
1) Entrepreneurship – 51% of women ownership or the business having been founded by a woman;
2) Leadership – 30% of women in senior leadership or 30% on the Board or Investment Committee;
3) Employment – 30-50% share of women in the workforce and one ‘quality’ beyond compliance;
4) Consumption – products or services that specifically benefit women;
5) Investments through financial intermediaries – 30% of DFI loan proceeds or portfolio companies meet the 2X Criteria
EDGE Certification is a methodology applicable across industries and contexts to assess corporate gender gaps. It helps businesses to 1) measure, manage, plan and manage Diversity, Equity and Inclusion (DE&I) change and 2) get actions and outcomes verified by a third party certification body and get a certification showcasing the organisation’s achievements and commitments towards DE&I progress.
There are three different levels of certifications: 1) EDGE Assess – recognizing commitment; 2) EDGE Move – showcasing progress; 3) EDGE Lead – celebrating success
The certification process focuses on intersectionality and tracks: Representation; Pay equity; Effectiveness of policies aiming to achieve equitable career paths; Inclusivity of culture; Professional development opportunities. The EDGE Certifications expire every 2 years to allow for a re-assessment of an enterprise’s efforts on gender.
The EQUAL-SALARY Certification is a process that allows companies to verify and communicate that they pay their female and male employees equally for the same job or for job of the same value. It provides companies a verified stamp of approval that they are paying men and women equally. As of June 2022 covering 50+ companies globally, the certification is valid for 3 years.
How it works?
- Salary analysis: collects employee salary data securely and anonymously
- On-site review: the auditing team make sure the requirements are met
- Certification: based on the result the company is awarded the certification
Monitoring review: the certification is valid 3 years and the company will need to undergo two monitoring reviews, to show commitment to a fair and non-discriminatory wage policy
The Equileap Gender Equality Scorecard™ is inspired by the United Nations Women’s Empowerment Principles. This methodology can be used to assess a company’s gender equality performance in all areas of its business, from boardroom to supply chain.
For each gender criterion, one or several metrics have been identified to evaluate it. A score and weighting has been allocated to each criterion to reflect that some issues may be more important for furthering gender equality than others.
1) Gender balance in leadership and the workforce;
2) Equal compensation and work/life balance;
3) Policies promoting gender equality;
4) Commitment, transparency, and accountability;
5) Monitoring companies’ controversies such as sexual harassment or gender discrimination and providing information on those cases to investors
The Gender Smart Nexus helps businesses, investors, and entrepreneurial intermediaries to practically improve business outcomes and social impacts through advancing gender inclusion.
The platform allows enterprises to self-assess their gender-inclusive practices and provides them recommendations on how to integrate more gender-inclusive practices throughout their organization
The Gender Smart Nexus integrate the 2X Challenge criteria in its assessments.
The UNDP programme – Gender Equality SEAL – is a tool for private enterprises to reduce gender gaps and promoting gender equality and competitiveness.
The GES guides enterprises in developing strategies that support SDG5 by eliminating gender-based wage gaps, eradicating sexual harassment in the workplace, developing company policies with gender biases and discrepancies in mind, and increasing female leadership in decision-making and along the supply chain
There are different steps to earn the GES, including; Creation of a gender equality committee; Training of senior management and staff on gender equality; internal organizational assessment of the company’s policies and practices; Development of a company-wide policy and plan of action for gender equality; Implementation of a gender equality plan of action; an external audit or verification process before obtaining the certification or the award; and monitoring of the ongoing process.
