Preamble

We, the undersigned organizations, recognize that gender-based violence — including domestic and intimate partner violence — constitutes a violation of human rights, a material workplace risk, and a governance issue with direct implications for employee safety, productivity, workforce participation, and long-term institutional resilience.

Evidence from multiple jurisdictions demonstrates that violence experienced outside the workplace frequently manifests within it — through absenteeism, reduced performance, safety concerns, stalled career progression, and workforce attrition. These impacts generate substantial economic costs and undermine inclusive growth, particularly for women and young workers.

As employers, institutions, and leaders operating in a rapidly evolving future of work, we acknowledge our responsibility to take reasonable, proportionate, and proactive steps to prevent harm, mitigate risk, and respond appropriately where violence intersects with the world of work.

This pledge reflects our commitment to responsible governance, human capital protection, and sustainable value creation.

Our Commitments

In signing this pledge, we commit to the following actions within our organizations and, where relevant, across our value chains:

1. Human Rights & Equality

We commit to upholding internationally recognized human rights standards and to addressing gender-based violence as a barrier to equality, dignity, and full participation in economic and professional life.

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2. Recognition of Violence as a Workplace Risk

Consistent with ILO Convention 190, we acknowledge that domestic and gender-based violence can impact employment, workplace safety, productivity, and wellbeing, and therefore requires institutional-level recognition and response.

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3. Duty of Care & Employer Responsibility

We commit to exercising our duty of care by taking reasonable steps to:

• Prevent foreseeable harm,
• Mitigate workplace risk,
• Respond appropriately when violence-related concerns intersect with work,

while ensuring non-discrimination, confidentiality, and protection against retaliation.

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4. Institutional Understanding & Risk Awareness

We will develop an evidence-based understanding of the prevalence, forms, and workplace impacts of gender-based violence, informed by quantitative data, qualitative insights, and workforce engagement, and integrate this understanding into organizational risk assessments and people strategies.

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5. Policies, Systems & Response Capacity

We commit to developing, implementing, or strengthening policies, tools, trainings, and operational processes across HR, management, and leadership functions to ensure:

• Safe and informed handling of disclosures,
• Clear internal response pathways,
• Consistency with labor, safety, and non-discrimination obligations.

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6. Psychosocial Safety & Supportive Culture

We will foster a workplace culture grounded in psychological safety, equity, and respect, where employees are able to raise concerns or seek support without fear of stigma, retaliation, or adverse career consequences.

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7. Access to Specialized Support

Recognizing workplaces as critical points of intervention, we will facilitate access to appropriate internal and external support services, including psychosocial, legal, and health-related resources, for employees affected by violence.

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8. Youth & the Future of Work

We commit to integrating youth perspectives and future-of-work considerations into our approach, recognizing that younger and early-career workers — particularly in remote, hybrid, and digitally mediated environments — may experience violence-related risks differently and require adaptive, forward-looking safeguards.

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9. ESG Integration & Transparency

We will integrate these commitments into relevant ESG frameworks and disclosures by:

• Monitoring implementation and outcomes,
• Reviewing effectiveness over time,
• Communicating progress responsibly to stakeholders,

while respecting privacy, consent, and data protection obligations.

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10. Collaboration & Collective Action

We commit to engaging with diverse stakeholders — including private and public organizations, civil society, worker representatives, and youth networks — to share learning, align good practices, and strengthen collective responses.

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11. Responsible Use of AI & Institutional Infrastructure

We recognize the role of responsible AI and digital infrastructure in strengthening institutional capacity to identify, prevent, and respond to violence-related risks.

In line with emerging global guidance on ethical AI, data protection, and governance, we commit to:

• Exploring AI-enabled and data-driven tools to support early risk identification and informed decision-making,
• Ensuring technology use is human-centered, transparent, privacy-respecting, and non-discriminatory,
• Using AI as a supportive decision layer, not a replacement for human judgment, care, or accountability,
• Aligning technology-enabled approaches with duty of care obligations, ESG commitments, and international labor and human rights standards.

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Declaration

By signing this pledge, we affirm our commitment to responsible governance, inclusive growth, and the protection of human capital. We recognize that addressing gender-based violence is not only a moral and legal imperative, but a strategic investment in workforce resilience, productivity, and the future of work.

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Standards & Framework Alignment

This pledge is grounded in and aligned with:

• The Convention on the Elimination of All Forms of Discrimination against Women (CEDAW), recognizing gender-based violence as a barrier to equality, dignity, and economic participation.
• The International Labour Organization (ILO) Convention 190 and Recommendation 206, which affirm the right to a world of work free from violence and harassment and recognize domestic violence as a workplace issue requiring systematic response.
• Prevailing Environmental, Social, and Governance (ESG) expectations, particularly under the Social and Governance pillars, relating to workforce wellbeing, risk management, and accountability.
• Employers’ duty of care obligations to provide safe, non-discriminatory, and psychologically healthy working environments.

mehfooz AI Co-pilot coming soon!

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