Purpose

Global gender diversity and equality indexes have been developed to promote gender diversity and equality at the country level, but it is difficult to see how those indexes are applied to organizations on a daily basis. The purpose of this study is to examine the application of environmental, social and governance (ESG) measures for gender diversity and equality at the organizational level in a Korean context.

Design/methodology/approach

Based on the institutional theory, the authors reviewed ESG measures for gender diversity and equality of women funds in four countries (USA, Canada, UK and Japan) and examined The Women Fund in Korea through document analysis and interviews.

Findings

ESG measures in four countries’ women funds mainly assessed the percentage of women in the workforce, on boards and in leadership positions. In The Women Fund, gender diversity indicators consider the ratio of female to male employees, while gender equality indicators take into account gaps of male and female salaries and positions. This study’s impact analysis indicates that the companies invested in by The Women Fund had higher return on assets and return on equity than those without the fund.

Research limitations/implications

Although women funds explored in this study exemplify the use of ESG measures to apply global gender diversity and equality indexes at the organizational level, research is needed to examine ESG measures and women funds and their associations. Possible topics include what needs to be measured in ESG, who should be involved, how ESG measures should be applied, what outcomes of using ESG measures would ensue in organizations and how ESG measures relate to regional and global gender diversity.

Practical implications

In promoting ESG measures that apply global gender diversity and equality at the organizational level, human resource development practitioners, as change agents, can help organizations develop socially responsible and ethical behaviors and transform organizational culture, practice and systems, which may influence organizations’ long-term survival and development as well as financial performance.

Social implications

As the government’s support and policies guide and drive firms to develop and implement initiatives and programs, the launch and implementation of gender diversity and equality at the organizational level in the form of women funds require a certain level of collaboration between the government and the private sector.

Originality/value

This study on the application of ESG measures for global gender diversity and equality at the organizational level in the form of women funds is timely to engage organizations in dialogue regarding what needs to be done to promote women’s participation and leadership roles in organizations in Korea and other countries.

中文翻译：

---

在韩国背景下在组织层面应用 ESG 措施促进性别多样性和平等

目的

已经制定了全球性别多样性和平等指数以促进国家层面的性别多样性和平等，但很难看到这些指数如何每天应用于组织。本研究的目的是检查环境、社会和治理 (ESG) 措施在韩国背景下在组织层面上对性别多样性和平等的应用。

设计/方法/方法

基于制度理论，作者回顾了四个国家（美国、加拿大、英国和日本）女性基金性别多样性和平等的 ESG 措施，并通过文件分析和访谈考察了韩国的女性基金。

发现

四个国家女性基金的 ESG 措施主要评估女性在劳动力、董事会和领导职位中的百分比。在The Women Fund 中，性别多元化指标考虑了女性与男性员工的比例，而性别平等指标则考虑了男女薪酬和职位的差距。本研究的影响分析表明，女性基金投资的公司的资产回报率和股本回报率高于没有基金的公司。

研究限制/影响

尽管本研究中探讨的女性基金举例说明了使用 ESG 措施在组织层面应用全球性别多样性和平等指数，但仍需要研究来检验 ESG 措施和女性基金及其协会。可能的主题包括需要在 ESG 中衡量什么、应该参与哪些人、应如何应用 ESG 措施、使用 ESG 措施会在组织中产生什么结果以及 ESG 措施如何与区域和全球性别多样性相关。

实际影响

在促进在组织层面应用全球性别多样性和平等的 ESG 措施时，人力资源开发从业者作为变革推动者，可以帮助组织发展对社会负责和道德的行为，并改变组织文化、实践和制度，这可能会影响组织的长期发展。长期生存和发展以及财务业绩。

社会影响

由于政府的支持和政策引导和推动企业制定和实施倡议和计划，以妇女基金的形式在组织层面发起和实施性别多样性和平等需要政府和私营部门之间有一定程度的合作.

原创性/价值

这项关于以妇女基金的形式在组织层面应用 ESG 措施促进全球性别多样性和平等的研究及时让组织参与对话，讨论需要采取哪些措施来促进女性在韩国和其他组织中的参与和领导作用国家。