NOTES ON THIS CHAPTER: This is a NEW chapter being proposed. We have assigned it a chapter number of 1.X, and have inserted it in the location in the Standard where it will likely be placed if the addition of this chapter is supported by IRMA stakeholders and approved by the IRMA Board.
This proposed chapter offers requirements that aim to advance gender equality and gender protections. Examples include understanding the social and political dynamics of the surrounding community, collecting gender-disaggregated data, and requiring companies to complete a Gender Impacts and Opportunities Assessment and create and implement a Gender Management Plan to address gender-related risks and to promote gender equity and empowerment within the workplace and community.
The chapter complements the commitment to gender equality and gender protections found throughout the IRMA Standard by requiring mining companies to develop a related policy and plan and to monitor and report on it.
If stakeholders generally support and the IRMA Board approves addition of this chapter, then we will incorporate the terminology in this chapter throughout the IRMA Standard and develop additional guidance to support companies in their implementation and auditors in their assessment of conformity with the chapter’s expectations.
CONSULTATION QUESTION 1.X-1: Below are proposed definitions of key terms in this chapter. Do you have any comments or suggestions on these definitions and/or suggestions for references to other definitions we should review and/or incorporate?
Gender refers to the norms, responsibilities, and social structure enforcing pre-defined roles for women, men, girls, boys, and gender-diverse people. As a social construct, gender varies from society to society and can change over time. Regarding mineral development (i.e., exploration, mining, mineral processing), issues of gender equality often focus on women in particular because they face a heightened risk to adverse effects from mining-related activities, due in large part to patriarchal gender norms and differences in women’s access to and control over resources relative to men.
Source: Adapted from World Health Organization, Health Topics: Gender, https://www.who.int/health-topics/gender#tab=tab_1
People whose gender identity, including their gender expression, is at odds with the gender norm, including those who do not place themselves in the male/female binary (non-binary) and people who identify with a different sex than the one assigned to them at birth.
Source: Adapted from United Nations Human Rights Office of the High Commissioner, The Struggle of Trans and Gender-Diverse Persons: Independent Expert on Sexual Orientation and Gender Identity, https://www.ohchr.org/en/special-procedures/ie-sexual-orientation-and-gender-identity/struggle-trans-and-gender-diverse-persons#:~:text=The%20term%20%22gender%2Ddiverse%22,binary%3B%20the%20more%20specific%20term
The equal rights, responsibilities, and opportunities of women, men, and gender-diverse individuals. Equality does not mean that women and men will become the same, but that rights, responsibilities, and opportunities will not depend on a person’s sex at birth. Gender equality implies that the interests, needs, and priorities of women, men, and gender-diverse individuals are taken into consideration. Gender equality is not a women’s issue; it is an issue that should concern and fully engage men, women, and gender-diverse individuals. Equality between women, men, and gender-diverse individuals is seen both as a human rights issue and as a precondition for, and indicator of, sustainable people-centered development.
Source: Adapted from UN Women, Gender Mainstreaming Concepts and Definitions, available at https://www.un.org/womenwatch/osagi/conceptsandefinitions.htm
Integration of gender concerns into the design and management of business operations in order to improve business outcomes and identify areas where benefits, risks and impacts may be experienced differently for men, women, and gender-diverse individuals. This may include intersectional gender analysis, intersectional gender impact assessments, and consultation with gender experts.
Gender mainstreaming can better enable the successful development, implementation, and ongoing monitoring of gender-responsive strategies and measures designed to address issues of gender equality.
Addressing and keeping people safe from gender-based discrimination, violence, and harm, e.g., sexual and gender-based violence (SGBV).
Source: Adapted from International Federation of Red Cross and Red Crescent Societies (IFRC), Protection, Gender and Inclusion, https://www.ifrc.org/our-work/inclusion-protection-and-engagement/protection-gender-and-inclusion#:~:text=Protection%20means%20addressing%20violence%20and,excluded%20people%20in%20our%20work
Discrimination based on one factor such as gender may intersect with other factors of discrimination such as ethnicity, socioeconomic status, disability, age, geographic location, gender identity and sexual orientation, among others.
Source: World Health Organization, Health Topics: Gender, https://www.who.int/health-topics/gender#tab=tab_1
A group whose resource endowment is inadequate to provide sufficient income from any available source, or that has some specific characteristics that make it more susceptible to health impacts or lack of economic opportunities due to social biases or cultural norms (e.g., may include households headed by women or children, people with disabilities, the extremely poor, the elderly, at-risk children and youth, ex-combatants, internally displaced people and returning refugees, HIV/AIDS-affected individuals and households, religious and ethnic minorities, migrant workers, and groups that suffer social and economic discrimination, including Indigenous Peoples, minorities, lesbian, gay, bisexual, transgender, queer or questioning (LGBTQ+) and gender-diverse individuals, and in some societies, women).
Sources: Adapted from IFC. 2002. Handbook for Preparing a Resettlement Action Plan, FAO, and World Bank: “Vulnerable Groups.”