Herzog Leads US Employer Delegation to ILO Conference

2018 International Labor Conference. Photo Credit: ILO

USCIB Vice President for Corporate Responsibly and Labor Affairs Gabriella Rigg Herzog led a five-member U.S. Employer delegation to the 107th annual International Labor Conference (ILC) of the International Labor Organization (ILO) May 28 – June 8. The ILC is the ILO’s annual policy setting meeting at which global representatives of national governments, employers and workers gather to negotiate and adopt policy and governance on a range of priority issues.

This year’s ILC was attended by over 5,000 participants from across the world, of which 32.7% were women. “Important topics discussed by delegates this year included the role of the ILO in carrying out development cooperation programs in light of the new UN Sustainable Development Goals, and what constitutes social dialogue in the workplace and what value can it deliver to industrial relations and productive workplaces,” noted Herzog. The ILO’s Committee on the Application of Standards also met to review in detail 24 cases of governments alleged to not be effectively enforcing a range of ILO standards they had ratified and committed to implement. Without a doubt, however, the topic at the top of this year’s ILC agenda was the first round of a two-year standard-setting discussion on violence & harassment in the workplace.

“The challenge and the opportunity for the ILO and its tripartite constituents is how to develop an instrument that can protect the most people, with special focus on gender-based violence and harassment, in the most places in the world,” stressed Herzog. “This will be a challenge because while violence in the workplace is broadly understood and condemned, there is less universal understanding and consensus around the world on what constitutes harassment. Given this and the growing realization of the prevalence and negative impacts of these unacceptable behaviors, USCIB and global employers are and will continue to work to address these practices where they appear and also push for an effective instrument addressing this issue at the ILO.”

While there was consensus among the government, employer and worker representatives on the need for ILO action, there was unfortunately lack of consensus on core definitions that will determine the ultimate effectiveness of the instrument and its chances to interest governments in ratification. Unfortunately, vague and contested definitions for foundational issues like what constitutes violence and harassment, who is a worker, what are the boundaries of a workplace, and the behaviors from which workers should be protected were adopted. The problems with these overly broad definitions began to become clear to some of the participants when discussions turned to operationalizing the responsibilities of governments and employers.

“USCIB – together with our members and IOE’s global affiliates – will work hard over the coming year to meaningfully engage tripartite ILO partners with an eye towards a refresh in 2019 and a hopefully more balanced text that is both bold in its aspiration but practical in its direction to governments on the important task of working to eliminate both violence and harassment from the workplace,” said Herzog.

Herzog gave remarks at the closing ceremony in support of the IOE violence and harassment spokesperson. Her full speech can be found here, and below.

USCIB Gathers Stakeholders on Margins of UN Science, Technology, Innovation Forum for SDGs

US Ambassador to ECOSOC Kelley Currie gives remarks

As governments and stakeholders gather for the third annual United Nations Multi-stakeholder Forum on Science, Technology and Innovation (STI) for the SDGs in New York June 5-6, USCIB organized a timely breakfast roundtable on the margins of the forum titled, “Together for Impact: Business Innovation for the SDGs” earlier this morning. USCIB partnered with the U.S. Department of State and the International Chamber of Commerce (ICC) to create a productive dialogue between USCIB member companies and relevant UN missions and agencies.

The roundtable – held at Pfizer’s Headquarters in New York – brought together UN Missions, UN Agencies, and USCIB Member companies to discuss opportunities to partner and scale up the deployment of innovation to deliver progress on the SDGs.  Representatives of companies, governments and the UN system began a practical dialogue on operationalizing private sector innovations through conducive enabling regulatory frameworks and inclusive international cooperation.

Monsanto, Ferrero, Pfizer, Novozymes, LexisNexis and CropLife International presented examples of how companies are working with other stakeholders to advance innovative technologies and knowledge-sharing.  Japanese Ambassador and Co-Chair of the STI Forum Toshiya Hoshino gave a government and UN perspective, as did Judith Arrieta, on behalf of Ambassador Juan Sandoval Mendiolea of Mexico, co-chair of STI Forum.  Also attending the meeting were the co-chairs and several members of the UN “10 Member Advisory Group” to the STI Forum, including Vaughan Turekian of the National Academy of Science.

U.S. Ambassador to the UN Economic and Social Council (ECOSOC) Kelley Currie opened the meeting, highlighting the importance of bringing together the private sector, which is increasingly embracing and operationalizing SDG-related innovations – in terms of products, services, ways of producing, and the very means of cooperation itself – and the UN system.  In her keynote speech, she stated that, “there are such good intentions on all sides, and a great deal of achievement and potential to offer.  Three years after 2015, Addis and New York and Paris, those who understand the imperative of stepped up deployment of solutions do need to find ways to advance those opportunities, to bridge what appear to be missed opportunities and take them forward for shared impact and benefit.  Business too has to do more to encourage such a “skin in the game” working relationships, including through public-private partnerships.”

USCIB President and CEO Peter Robinson remarked, “dissemination and deployment of technologies and know-how for the widest possible societal benefits are imperatives that can only be advanced by working together with the US business community.  That is why USCIB called this meeting, for systems thinking and more importantly systems doing,  and to cultivate systemic collaboration and knowledge-sharing.”

USCIB will continue to work with its membership and with governments to ensure that business views and contributions to innovation in its products, initiatives and implementation are heard, welcomed, and taken into account within the international community working cooperatives on sustainable development.

Together for Impact: Business Innovation for the SDGs

Together for Impact: Business Innovation for the SDGs
At the 3rd UN Multi-Stakeholder Forum on Science, Technology and Innovation for the SDGs

Wednesday, June 6, 2018 from 8:20 – 9:50 AM (registration opens at 8:00)
Location: Pfizer Offices at 235 E. 42nd Street

Breakfast will be served.

Please click here to view the official invitation and information about the event. Due to limited space and building security, an urgent RSVP is requested by close of business June 4 to mlauter@uscib.org.

Education and Re-skilling in the Age of AI

By Andreas Schleicher, Shea Gopaul and Peter Robinson

Faced with major economic and social disruption, business and policy leaders are joining together to devise strategies and models to adapt the skills of the existing and future workforce to the opportunities offered by AI, automation, robotics and digitalization. McKinsey reports that 42% in the United States, 24% in Europe, and 31% in the rest of the world admit they currently lack a “good understanding of how automation and/or digitization will affect […] future skill needs.”

To prepare for looming technological upheavals, we need to understand the current educational and training landscape, its limitations, examine the latest research on the future skills needed and highlight some of the most effective employment and human resources strategies and educational models that can better position all stakeholders for the imminent change. We argue that by working together, especially through public-private partnerships, business and policy leaders can develop effective work-readiness and skill matching solutions, lifelong learning and re-skilling approaches to prepare both employers and employees for the changing world of work.

Teaching People to Learn

For some, AI and globalization can be liberating and exciting; but for those who are insufficiently prepared, they can mean uncertainty in employment, and a life without prospects. Our economies are shifting towards regional hubs of production, linked together by global chains of information and goods, but concentrated where comparative advantage can be built and renewed. This makes the distribution of knowledge and wealth crucial, and that is intimately tied to the distribution of educational opportunities.

The dilemma for education is that the kinds of things that are easy to teach have now become easy to digitize and automate (e.g. memorization vs. critical thinking). The modern world does not reward us just for what we know – Google knows everything – but for what we can do with what we know. So, the focus must shift to enabling people to become lifelong learners, which encourages constant learning, unlearning and relearning when the contexts change, and integrates both the practical world of work, with the theoretical world of learning. The future is about pairing computers with the cognitive, social and emotional skills of human beings.

These days, AI algorithms sort us into groups of like-minded individuals. They create virtual bubbles that amplify our views and leave us insulated from divergent perspectives. Tomorrow’s educational institutions will need to help students to think for themselves and join others, with empathy, in work and citizenship, and build character qualities such as perseverance, empathy or perspective taking, mindfulness, ethics, courage and leadership.

But to transform schooling at scale, we need not just a radical, alternative vision of what’s possible, but also smart strategies and effective institutions. Our current educational institutions were invented in the industrial age, when the prevailing norms were standardization and compliance, and when it was both effective and efficient to educate students in batches and to train teachers once for their entire working lives. The curricula that spelled out what students should learn were designed at the top of the pyramid, then translated into instructional material, teacher education and learning environments, often through multiple layers of government, until they reached, and were implemented by, individual teachers in the classroom.

This structure, in a fast-moving world, reacts to current needs, far too slowly. Today, we need to embrace AI also in ways that elevate the role of educators from imparting received knowledge towards working as co-creators of knowledge, as coaches, as mentors and as evaluators. AI can support new ways of teaching that focus on learners as active participants (e.g. chat bot, gaming applications).

Public/Private Coming-Together Around Skills

With 40% of employers reporting that they lack the talent required, it is surprising that at the same time global youth unemployment as stated by the International Labor Organization (ILO) is at 66 million. There is clearly a mismatch and the private sector has a critical role to play in resolving this skills-education deficit. Employer-driven education (i.e. apprenticeships, traineeships, internships, learnerships) are key in equipping the workforce with the soft and technical skills that employers require.

In countries such as Switzerland and Germany with robust apprenticeship programs and strong employer engagement, the rate of youth unemployment is very low. So, why aren’t there more apprenticeships and employer driven education? In many countries, the policies, regulations, registration process for setting up work-based learning programs are cumbersome and time-consuming for employers. The return on investment (ROI) is often unknown, e.g. in the U.S. for every $1 spent there is a return of $1.47. Lastly, educational institutions are not always linking to employers on curriculum design to reflect the world of work’s latest needs.

We have learnt at the Global Apprenticeship Network (GAN), a public-private partnership (PPP), that the convening of key stakeholders at the local city and country level ensures that education and legislation is better attuned to the world of work. Although private and public stakeholders do not always speak the same language, bringing them together increases their mutual understanding of the needs and changes that will assist in getting skills for business and jobs for youth.

Employers are uniquely positioned to define the skills required in the world of AI, robotics and automation as they are developing these technologies. Sadly, their importance as not only job creators, but also curricula designers, are often overlooked and they are often left out of the conversation and decision-making process. Work-based learning and notably apprenticeships connect education to work and we are seeing more and more employers creating innovative apprenticeships – part-time apprenticeships, pre-apprenticeships and a vast range of online tools. e.g. e-apprenticeships. In the last five years since GAN’s inception, it has become increasingly apparent that these models must be leveraged to ensure that not only youth, but also middle-aged and senior population groups adapt their skills and competencies to the fast evolving economic and technological context. In short, with the need for re-skilling and lifelong learning on an unprecedented scale, innovative apprenticeships can help get skills for business and jobs for all.

Below are two business-led initiatives that further illustrate the power of public-private partnership in skilling and reskilling. With the uncertainties linked to fast-paced technological change, these models show us how all actors – public and private- can join forces to ensure that skill development is continuously connected to present and future socioeconomic needs.

The first is IBM’s P-TECH school, a public-private partnership educational model that addresses postsecondary degree completion and career readiness by smoothing the transitions between high-school, college, and the professional world in science, technology, engineering, and mathematics (STEM). It recognizes that students need early and engaging experiences with the world of work, to make the academic work in high school and college meaningful and to fully prepare them with the workplace skills required by employers. The model pairs educational institutions with “employer partners” to act as mentors, develop curriculum, organize site visits, internships and other workplace learning opportunities.

The sustainability of the model depends on public authorities’ active involvement to develop appropriate frameworks, regulations, licensing, etc. Starting with one school in 2011 and engaging over 400 business partners, P-TECH expects to have 100 schools in 2018. IBM also ensures that its own workforce has continuous access to lifelong learning. Through the Think40 program IBM staff is asked to pursue at least 40 hours of personal and technical skills development through formal classes, self-paced learning, and online resources. The Think Academy platform allows IBM staff to access customized training which is constantly updated to IBM’s clients’ most current and pressing needs.

The second example is based on Randstad’s approach to “put humans first” in the age of digital transformation. Randstad supports clients to integrate versatility in their organizational culture, through a wide variety of re-skilling mechanisms, ranging from external & internal training, mentorship to job rotations and adult apprenticeships. Moreover, Randstad operating companies facilitate the integration and reintegration of vulnerable segments of society (e.g. youth, women, senior staff) with more than 100 social innovation programs mostly through public-private partnerships across the world. For example, in Spain, the Randstad Foundation works with more than 600 companies to ensure the reintegration of those at risk of exclusion from the labor market. In Italy and in the Netherlands, Randstad focuses on employees over 50 years of age, by organizing training in the latest technologies, advocacy, and networking opportunities (12 events to date) with employers.

This overview of initiatives, models and partnerships demonstrates that, through collaboration involving public and private entities, excellent strategies can be developed, not only to adapt to the upcoming technological change, but also to capitalize on the opportunities technology has to offer for the creation of better jobs and better lives.

Employers Are Optimistic in the Age of AI

We’re all being told that our jobs are doomed by robots and automation. But the OECD estimates that only nine percent of jobs across the 35 OECD nations are at high risk of being automated, although of course even nine percent can generate plenty of social difficulties. But there is an established track record throughout history of new technologies creating at least as many new jobs as they displace. Usually these new jobs demand higher skills and provide higher pay. The biggest threat is that our educational institutions won’t be able to keep pace with the new skills demands including the important skills that AI will not be able to replace.

For global employers, there is a steadily growing mismatch between what companies need in terms of skills and what the workforce is coming equipped to do. In an economy with a significant on-demand labor force, two main types of competencies will be needed: “technical” – or in other words, related to deep knowledge of a specific domain, whether welding or engineering, and “transversal,” which applies to all occupations. Those are described by the Center for Curriculum Redesign as creativity, critical thinking, communication and collaboration.

The Skills Employers Will Seek

So what skills will managers need as a result of likely structural changes, driven by AI and growth of the on-demand economy? A recent survey by Business at OECD (BIAC) surveyed 50 employers’ organizations worldwide. It showed that employers value not just the skills and character traits described above, but also character qualities as well, such as mindfulness, curiosity, courage, resilience, ethics, leadership and meta-learning (e.g. growth mindset and metacognition).

Furthermore, it is becoming increasingly clear that, in a constantly changing world, an individual’s versatility matters; so, the model developed by Jim Spohrer of IBM, of a “T-shaped” person, holds true: broad and deep individuals capable of adapting and going where the demand lies.

Employers’ organizations at the national and global levels are already developing innovative programs to help governments and educators anticipate the needs of the future workforce. Through robust action at the global level, including through the G-20 and the OECD, policy makers can also make sure that they are helping their populations succeed and thrive in a world of AI and other technological advances.

This overview highlights the strength of partnerships between the public and the private sector in preparing for the unpredictable. For such alliances to reach their full potential, on the one hand governments and policy makers must be open to the private sector’s input and on the other hand employers need to take a long term view of the ROI and accordingly commit resources in skilling and educating their current and future staff, notably through apprenticeship and work-readiness programs.

Andreas Schleicher heads the Directorate of Education and Skills at the Organization for Economic Cooperation and Development (OECD). Shea Gopaul is executive director and founder of the Global Apprenticeship Network (GAN). Peter Robinson is president and CEO of the United States Council for International Business (USCIB).

For more information, please contact:

OECD: news.contact@oecd.org
GAN: gueco@gan-global.org
USCIB: jhuneke@uscib.org

USCIB Members Honored with Best Corporate Citizens Ranking

Corporate Responsibility magazine has honored several USCIB members, including Microsoft, Lockheed Martin, AT&T, Qualcomm and Walt Disney, among many others, in their annual 100 Best Corporate Citizens rankings. Each year, the 100 Best Corporate Citizens ranking measures the success of the Brands Taking Stands movement by celebrating the most successful, most transparent companies that report on their responsible practices.

The 100 Best Corporate Citizens list documents 260 ESG data points of disclosure and performance measures—harvested from publicly available information in seven categories: environment, climate change, employee relations, human rights, governance, finance, and philanthropy & community support.

The list ranks the Russell 1000 Index and research is conducted by ISS Corporate Solutions.  There is no fee for companies to be assessed. Companies listed on the Russell 1000 are analyzed using publicly available records from their websites, annual reports, shareholder calls, media interviews, NGOs and government documents. The analysis includes 260 data points on environmental, climate change, human rights, employee relations, corporate governance, philanthropy, and financial performance.  As a result, companies are rated on what information they disclose as well as how much they disclose.

To compile this ranking, data is obtained from public records and not from private self-reports to the analysts. Many rankings ask companies to fill out surveys and questionnaires about internal operations and ours relies on what is publicly available. That’s because transparency and public commitments help make a company’s sustainability program stronger.

 

Download a copy of the complete list and information on the methodology here

View past 100 Best Corporate Citizens winners here

Goldberg Presents New Report on Global Compact on Migration

USCIB Senior Counsel Ronnie Goldberg

The Federation of Uganda Employers (FUE) welcomed representatives of national and sub-regional employers’ organizations (EOs), including USCIB’s Senior Counsel Ronnie Goldberg from 16 countries in the East, Central and Southern Africa region to Kampala last week for their annual two-day conference.

Panel discussions explored themes of youth employment, regional integration and labor migration, with Goldberg, who attended on behalf of the International Organization of Employers (IOE), outlining the business perspective on the Global Compact for Safe, Orderly and Regular Migration, which will be adopted by the UN later this year.

Goldberg described ways in which the IOE and newly formed Business Mechanism to the GFMD were presenting business perspectives to the government negotiators. “Migration policy is not simply a political issue,” she noted. “Labor mobility is an economic necessity and skills mobility is central to the ability of companies to thrive and compete in global markets.”

The theme of this year’s conference, which was co-funded by the European Union, built on the Declaration from the 2017 event in Walvis Bay, Namibia.  Last week, the assembled EO leaders were joined by experts from the IOE, ILO and IOM to explore: “From Declaration to Action – Accelerating an enabling environment for youth employability and entrepreneurship”.

The keynote address was delivered by Chairperson of the FUE Nicholas Okwir, who was joined in the opening session by Jacqueline Mugo, secretary-general of Business Africa, Matthias Thorns, director of stakeholder engagement from the IOE and Jealous Chirove, employment specialist from ILO Dar es Salaam.

The second part of the two-day program considered best practices to address youth unemployment, as well as ways to foster youth and women’s entrepreneurship. Group sessions worked on a Road Map to identify and implement key areas for action, in line with the objective of the event.

IOE Vice-President for the ILO Mthunzi Mdwaba looked ahead to the 2018 International Labor Conference, with a comprehensive overview of the key matters of relevance to the Employers. He also updated the EOs on other ILO developments requiring concerted Employer engagement.

USCIB Mission to Geneva Targets UN Agencies

In an effort to ensure inclusivity and transparency of international policy deliberations for business at the United Nations, USCIB organized a Geneva “door knock” meeting to UN and multilateral institutions last week, bringing together a USCIB delegation of members and staff to meet with UN agencies, officials in the U.S. Mission to the United Nations and other important government representatives in order to highlight American policy priorities and concerns. The topical areas and issues of concern included food and agriculture, healthcare, intellectual property and innovation, sustainability, environment and chemicals, and trade.

USCIB presented itself as a unique business organization, affiliated with ICC, IOE and Business at OECD (BIAC), and constructively involved in an array of UN institutions, with positive examples of the benefits of such engagement. USCIB members spoke to how U.S. business innovation, investment, and partnership deliver global progress advancing economic benefits in the U.S. and globally, with examples found on USCIB’s Businessfor2030 web platform, and argued for enabling frameworks of policy, markets and governance.

The USCIB member delegation met with the World Health Organization (WHO), World Intellectual Property Organization (WIPO), the Office of the UN High Commissioner for Human Rights (OHCHR), the World Trade Organization, and UN Environment, as well as country missions, including the U.S., UK, Japan and Brazil.

The delegation was led by USCIB Vice President for Strategic International Engagement, Environment and Energy Norine Kennedy, Vice President for Product Policy and Innovation Mike Michener, Senior Director for Membership Alison Hoiem, and Policy Assistant Mia Lauter. USCIB members include representatives from Cargill, AbINBev, CropLife, Ferrero, Sidley and GMA.

Watch Michener’s report from the field below!

ILO Launches Inquiry Into Rights Violations in Venezuela

For only the 13th time in its history, the International Labor Organization’s (ILO) Governing Body agreed to appoint a Commission of Inquiry for Venezuela to examine allegations of the Venezuelan government’s non-compliance with a number of legally-binding ILO Conventions. Specifically, allegations were made of attacks, harassment, aggression and a campaign to discredit the employers’ organization – FEDECAMARAS – its leaders and affiliates.

“This action is especially notable because it is a rare instance of ILO action supporting an employer organization’s right to freedom of association,” said Ed Potter who serves as the USCIB’s ILO Governing Body member. It is the only other time, again after a decade old fight, that an Employer freedom of association case was approved for a Commission of Inquiry by the GB.

At its 332nd meeting earlier this month, the ILO Governing Body agreed, by consensus, to approve the appointment of a Commission of Inquiry for Venezuela. The allegations against the Government of Venezuela state a lack of consultation with FEDECAMARAS on laws that affect the labor and economic interests of the employers, and the adoption of numerous increases to the minimum wage without consultation with employer and worker representatives. The Governing Body has discussed this complaint six times since it was presented by 33 employer delegates at the International Labor Conference in June 2015.

“In taking the decision to set up the Commission of Inquiry, the Governing Body expressed deep concern about the lack of any progress with respect to its previous decisions and recommendations regarding the complaint,” noted Potter. “In particular, it referred to the failure to establish a tripartite roundtable, bringing together government, employer, worker as well as ILO representatives to resolve all pending issues. The Governing Body also expressed its regret that it had not been able to carry out the high-level mission it had recommended at its November 2017 Session, due to objections raised by the Government about the agenda of the mission.”

The Commission of Inquiry is made up of three independent members and is tasked with carrying out a full investigation of the complaint, ascertaining all the facts of the case, and making recommendations to address the problems raised in the complaint. A Commission of Inquiry is the ILO’s highest-level investigative procedure. It is generally set up when a member State is alleged to have committed persistent and serious violations of ratified International Labor Conventions, which are binding international treaties, and has repeatedly refused to address them.

 

Robinson: Governments Must Join With Companies to Foster Skilled Migration

USCIB CEO Peter Robinson at the March 26 international dialogue on migration at UN headquarters

Global skills mobility is integral to business and economic growth, with labor migration having contributed an estimated four percent to global economic output in recent years. That was one of the key messages delivered by USCIB President and CEO Peter Robinson at a March 26 international dialogue on migration held at UN headquarters in New York.

Robinson represented both USCIB members and the International Organization of Employers, which alongside the World Economic Forum spearheads private-sector input to the inter-governmental Global Forum on Migration and Development via a recognized “Business Mechanism.” He said companies know the value of skills mobility in their workplaces: fully 74 percent of corporate respondents in a recent survey by the Council for Global Migration reported that access to global skills is critical to attaining their business objectives.

By 2020, there is expected to be a worldwide shortfall of 38-40 million skilled workers, Robinson observed, and national migration systems need to adjust to address this need. Benefits of skilled migration accrue to both the countries receiving and sending migrants, he said. Many advanced economies are facing the labor impact of aging populations and falling birth rates, and must look abroad to fill worker shortages at all skill levels. And many countries rely on remittances from their citizens working abroad as well as the skills of returning migrants.

Companies operating at the global level are increasingly sensitive to potential abuses of migrant workers in their supply chains and are taking steps to address these, according to Robinson, who currently co-chairs the B20 Employment and Education Task Force. They are participating in an array of initiatives aimed at fostering fair and ethical recruitment, and are lending their expertise to helping national authorities better process immigrants and match employment opportunities with available workers.

Robinson underlined the commitment of business to this subject area and to the UN’s Global Compact on Migration. He urged governments and other stakeholders to partner with employers at the global and national levels to address the need for expanded skilled migration.

BIAC Hosts Gender and Skills Seminar, Launches New Report

Business at OECD (BIAC) hosted a breakfast seminar on gender equality and skills as part of the OECD’s March on Gender Initiative on March 9 in Paris. The seminar was chaired by Ronnie Goldberg, USCIB senior counsel, and marked the official launch of the BIAC report “Preparing All our Minds for Work: Girls, women and learning over a lifetime” (2018), produced by BIAC and USCIB with support from Deloitte and Dell. This is the third in a series of BIAC reports that highlight business efforts towards the global advancement of women and girls in the economy.

The focus of the seminar was on corporate efforts to address unconscious bias impacting gender equality at work and featured a summary of the 2018 BIAC report and a presentation by Dell on their implementation of the MARC (Men Advocating Real Change) initiative. MARC aims to identify where unconscious bias exists and aims to promote a more collaborative and inclusive leadership style. As the first IT company to participate in MARC, Dell discussed their experience and impacts.

“Empowering women in the workplace has positive consequences for the lives and careers of both women and men —as well as for the companies that employ them,” said Goldberg. “There has been progress, but it is painfully slow. Initiatives such as MARC are making an important contribution to the cause of gender equality, which more and more companies are recognizing as a key bottom line issue.”

Gabriella Rigg Herzog who leads USCIB work on corporate responsibility and labor affairs added, “Empowering women to participate meaningfully in the global economy is good for families, communities, business and society. We applaud BIAC and the OECD for their leadership in bringing attention to practical tools and best practice examples to reduce gender discrimination and support women in the world of work.”