What is a gender-responsive ESG assessment?

A gender-responsive ESG assessment evaluates an organisation's policies and practices on gender equality, including POSH Act compliance, board diversity (SEBI LODR), equal pay, parental leave, and women's participation in leadership.

Is gender reporting mandatory under BRSR?

Yes. BRSR requires disclosure of gender diversity in the workforce (Principle 3), board composition including women directors (Companies Act S.149), POSH complaints and resolution (Principle 5), and equal remuneration ratios.

What Indian regulations cover gender in the workplace?

Key regulations include POSH Act 2013 (sexual harassment prevention), Companies Act S.149 (women directors), Equal Remuneration Act, Maternity Benefit Act 2017, and SEBI LODR (board diversity requirements).

GenderLens | Gender-Responsive ESG Assessment | Free Tool

GenderLens

Assess your organisation across 6 gender dimensions — workforce, governance, supply chain, products, community, and disclosure. Aligned to IFC 2X Challenge, GRI 405, SEBI BRSR, and CSRD ESRS S1.

Assessment Questions

Dimensions

15+

Frameworks Mapped

Free

Quick Assessment

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IFC 2X Alignment

Assess against the IFC 2X Challenge criteria — leadership, employment, consumption, and entrepreneurship. Required for gender-lens investors and DFI-funded projects.

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15+ Framework Mapping

Every question mapped to GRI 405, BRSR Principle 3 & 5, CSRD ESRS S1, IFC PS2, UN WEPs, SDG 5, Maternity Benefit Act, and POSH Act requirements.

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6-Dimension Scoring

Workforce, governance, supply chain, products, community, and disclosure — scored individually with dimension-level ratings from Nascent to Champion.

Framework Glossary

IFC 2X Challenge — International Finance Corporation criteria for gender-lens investing: women in leadership, women in workforce, products/services for women, and women in supply chain.
UN WEPs — United Nations Women Empowerment Principles: 7 principles for businesses on advancing gender equality.
CSRD ESRS S1 — EU Corporate Sustainability Reporting Directive, European Sustainability Reporting Standard S1 covering own workforce (gender pay gap, diversity metrics).
BRSR P3 — BRSR Principle 3 (Employee Wellbeing) requires gender-disaggregated workforce data, equal opportunity disclosure, and parental leave.
POSH Act — Prevention of Sexual Harassment at Workplace Act 2013, requiring Internal Complaints Committee and annual reporting.

Related Tools

Workforce Aggregator

Collect all BRSR P3/P5 workforce data including gender metrics.

BRSR Autopilot

File gender data in BRSR Principle 3 and 5 disclosures.

SocialImpact Tracker

Measure impact of gender equality CSR programmes.

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Gender Equity in Indian ESG Reporting

POSH Act 2013 mandates Internal Complaints Committees for 10+ employees. SEBI LODR requires women directors. Companies Act S.149 mandates women directors for specified companies. BRSR requires gender-disaggregated workforce data (P3), POSH complaints (P5), and board diversity (Section A).

Key Legislation

POSH Act 2013: ICC mandatory, annual report filing to District Officer
Equal Remuneration Act 1976: Equal pay for equal work
Maternity Benefit Act 2017: 26 weeks paid leave, creche for 50+ employees
Companies Act S.149: Mandatory woman director for listed companies

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Gender Is Not Just an S in ESG