What’s the difference between gender equity and gender equality?

Equality treats everyone the same. Equity recognises that people start from different places and need tailored support to reach fair outcomes.

Why does gender equity matter in procurement?

Because gender-based risks can disrupt production, increase costs, and damage supplier performance. Addressing equity builds stability and resilience across your supply base.

How can suppliers show progress on gender equity?

By collecting gender-disaggregated data, running worker surveys, and using SMETA 7 audit insights to guide fair recruitment, pay and grievance processes.

How does SMETA 7 support gender equity?

It integrates gender equity indicators into audits, helping businesses identify risks and take corrective action that benefits both people and performance.

What’s a simple first step for buyers?

Ask suppliers if they have gender-sensitive grievance channels and if women participate in worker committees. These basics often reveal where support is needed most.

What is Gender Equity in Supply Chains?

Tomas Novotny

Solutions Expert

27 Oct 2025

About 2 mins

27 Oct 2025

About 2 mins

Gender equity in supply chains, explained for Procurement

You are measured on supplier performance, risk and resilience. Yet issues that derail timelines and quality often sit below the surface. If people cannot raise concerns safely or some groups are locked out of roles, costs rise elsewhere.

1. Equality gives everyone the same support.

2. Equity gives people the support they need to reach the same outcome.

In supply chains, men and women can face different risks. Equity recognises that difference, then removes barriers so everyone can do their best work.

Understanding how social audits work and what they reveal helps companies take focused action to improve working conditions and strengthen compliance across global supply chains.

Why Procurement should care about gender equity

Hidden risks show up as turnover, rework, absenteeism and late orders. Tackling equity reduces those risks. You protect people and improve delivery, quality and cost control at the same time.

Simple, practical examples of gender equity

Facilities: Toilets exist, but there is no safe disposal for sanitary products. Equity adds what is missing.
Hiring: Only men are shortlisted for technical roles. Equity changes how jobs are advertised and assessed.
Grievance: A hotline exists, but women fear retaliation. Equity adds anonymous channels and visible follow up.

What good looks like

Start with safe reporting channels that people trust, including anonymous external options. Build worker voice through elected committees and regular dialogue. Train managers and HR on respectful conduct, bias and fair progression. Review recruitment, development and promotion so access is genuinely open.

Common pitfalls of gender equity to avoid

Do not treat equity as a one-off project or a box to tick. Do not rush to a single quick fix, then stop. Focus on root causes, involve workers, and measure progress site by site.

Where SMETA 7.0 helps with gender equity

SMETA 7 brings equity into scope through a structured requirement and richer gender-disaggregated data. It supports collaboration between buyers, suppliers and expert partners, so actions are practical and sustained. If you are ready for the how-to, the next article walks through the steps.