Women-Friendly Certification: Can It truly Improvement Women's Workplace Conditions?
Research Article
Open Access
CC BY

Women-Friendly Certification: Can It truly Improvement Women's Workplace Conditions?

Miqi Jiang 1*
1 Nanjing Foreign Language School
*Corresponding author: micky.jiang2008@outlook.com
Published on 5 November 2025
Volume Cover
CHR Vol.95
ISSN (Print): 2753-7072
ISSN (Online): 2753-7064
ISBN (Print): 978-1-80590-509-7
ISBN (Online): 978-1-80590-510-3
Download Cover

Abstract

Gender equality at work has increasingly attracted significant attention, being extensively examined in both academic discourse and workplace practice. It is also a key element for a sustainable enterprise and an important social development indicator. In this case women-friendly certification is an outside review system that is coming to try to help the company recruit and promote, equal pay, benefits and changes to the workplace environment. This paper wants to know if this certification is going to change what women do and if it’s going to have an impact. Just a showpiece label? Certification is a double edge sword, having both advantages and disadvantage as well. It triggers some changes in institutions; it makes woman who works and likes company have a good reputation. but there are also a lot of problems, such as being unfair, not transparent, and just for a short while. This paper states that women-friendly certificates are a push for promotion but probably not as much as you would think. it’s a long way from gender equality in a sector, and it would need far more stringent governance than people could ever enforce with our system. more data information, which is more than the quantity of the data provided in the report, even more cultural changes than what people have now.

Keywords:

workplace gender equality, gender discrimination, organisational change.

View PDF
Jiang,M. (2025). Women-Friendly Certification: Can It truly Improvement Women's Workplace Conditions?. Communications in Humanities Research,95,52-59.

References

[1]. Parmelee, M., and Codd, E. (2022). Women@Work: A global outlook. Deloitte Insights. Retrieved from: https: //www.deloitte.com/kz/ru/issues/work/women-at-work-global-outlook-2022.html

[2]. Daemen, H., and van der Krogt, T. (2008). The politics of evaluation: Governance, reform and compliance. Edward Elgar Publishing.

[3]. EDGE Certified Foundation. (2021). EDGE certification standards for gender equality. EDGE Strategy. Retrieved from: https: //www.edge-cert.org/dei-standards/

[4]. Krivkovich, A., Rambachan, I., Williams, M., and Yee, L. (2022). Women in the workplace 2022. McKinsey & Company. Retrieved from: https: //www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace-2022

[5]. de la Torre-Pérez, L., Oliver-Parra, A., Torres, X., and Bertran, M. J. (2022). How do people measure gender discrimination? Proposing a construct of gender discrimination through a systematic scoping review. International Journal for Equity in Health, 21(1), 1.

[6]. A Shastri (2014) Gender Inequality and Women Discrimination

[7]. Kouta, C., Kaite, C. P. (2011) Gender Discrimination and Nursing: A Literature Review. Journal of Professional Nursing, 27(1), 59-63.

[8]. Pokharel, S. (2008) Gender Discrimination: Women Perspectives. Nepalese Journal of Development and Rural Studies, 5, 80-87.

[9]. Abrams, K. (1989) Gender Discrimination and the Transformation of Workplace Norms. Vanderbilt Law Review, 42, 1183-1248.

[10]. Kim, G., Kim, J., Lee, S. K., Sim, J., Kim, Y., Yun, B. Y., and Yoon, J. H. (2020) Multidimensional Gender Discrimination in Workplace and Depressive Symptoms. PLOS ONE, 15(7), e0234416.

[11]. DeLaa, J. (2007) Gender in the Workplace: A Case Study Approach. New York: Routledge.

References

[1]. Parmelee, M., and Codd, E. (2022). Women@Work: A global outlook. Deloitte Insights. Retrieved from: https: //www.deloitte.com/kz/ru/issues/work/women-at-work-global-outlook-2022.html

[2]. Daemen, H., and van der Krogt, T. (2008). The politics of evaluation: Governance, reform and compliance. Edward Elgar Publishing.

[3]. EDGE Certified Foundation. (2021). EDGE certification standards for gender equality. EDGE Strategy. Retrieved from: https: //www.edge-cert.org/dei-standards/

[4]. Krivkovich, A., Rambachan, I., Williams, M., and Yee, L. (2022). Women in the workplace 2022. McKinsey & Company. Retrieved from: https: //www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace-2022

[5]. de la Torre-Pérez, L., Oliver-Parra, A., Torres, X., and Bertran, M. J. (2022). How do people measure gender discrimination? Proposing a construct of gender discrimination through a systematic scoping review. International Journal for Equity in Health, 21(1), 1.

[6]. A Shastri (2014) Gender Inequality and Women Discrimination

[7]. Kouta, C., Kaite, C. P. (2011) Gender Discrimination and Nursing: A Literature Review. Journal of Professional Nursing, 27(1), 59-63.

[8]. Pokharel, S. (2008) Gender Discrimination: Women Perspectives. Nepalese Journal of Development and Rural Studies, 5, 80-87.

[9]. Abrams, K. (1989) Gender Discrimination and the Transformation of Workplace Norms. Vanderbilt Law Review, 42, 1183-1248.

[10]. Kim, G., Kim, J., Lee, S. K., Sim, J., Kim, Y., Yun, B. Y., and Yoon, J. H. (2020) Multidimensional Gender Discrimination in Workplace and Depressive Symptoms. PLOS ONE, 15(7), e0234416.

[11]. DeLaa, J. (2007) Gender in the Workplace: A Case Study Approach. New York: Routledge.

Cite this article

Jiang,M. (2025). Women-Friendly Certification: Can It truly Improvement Women's Workplace Conditions?. Communications in Humanities Research,95,52-59.

Data availability

The datasets used and/or analyzed during the current study will be available from the authors upon reasonable request.

About volume

Volume title: Proceeding of ICIHCS 2025 Symposium: The Dialogue Between Tradition and Innovation in Language Learning

ISBN: 978-1-80590-509-7(Print) / 978-1-80590-510-3(Online)
Editor: Enrique Mallen, Heidi Gregory-Mina
Conference website: https://2025.icihcs.org/
Conference date: 17 November 2025
Series: Communications in Humanities Research
Volume number: Vol.95
ISSN: 2753-7064(Print) / 2753-7072(Online)

© 2024 by the author(s). Licensee EWA Publishing, Oxford, UK. This article is an open access article distributed under the terms and conditions of the Creative Commons Attribution (CC BY) license. Authors who publish this series agree to the following terms:

1. Authors retain copyright and grant the series right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this series.

2. Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the series's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial publication in this series.

3. Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See Open access policy for details).

For authors
For editors
For reviewers

Cookies are used by this site.
Copyright © 2024 EWA Publishing, its licensors, and contributors. All rights reserved, including text and data mining, AI training, and similar technologies.