Feminist Workplace Certification

The Bottom Line

Businesses with diverse leadership teams perform better in the marketplace — yet gender parity is still rare at the highest levels.

Look inside your organization: How many women are employed? How many of those women are in top level/executive positions? Are women in equivalent roles to men paid equally?

Be transparent about your desire to address these questions, then follow up with real, shared action.

One global study analyzed 21,980 firms in 91 countries and found a positive correlation between the number of women in corporate leadership and profitability. In fact, an increase in female leaders from 0% to 30% was associated with a 15% increase in net revenue margin! WOW. [Source]


Train managers to prevent harassment, recognize and renegotiate bias and implement policies and programs to promote workplace gender equality.


On-Site Training and Workplace Certification | $350/training for 30 people

Policy Audit and Recommendations | Starts at $500

New Policy Creation and Implementation Training | Starts at $1,500

Sexual Harassment Prevention Training:

Our 2.5-hour Sexual Harassment Prevention Training educates employees in both the obvious and the subtle sexual harassment that can occur in workplaces. With an emphasis on prevention, our Facilitator uses examples to help managers and bystanders recognize early warning signs, respond effectively to incidents of sexual harassment and prevent it in the future.


  • Define and recognize sexual harassment
  • Confidentially report violations of harassment policy
  • Create a harassment-free workplace culture


  • Discourages victim-blaming
  • Shifts responsibility to both men and women
  • Offers everyone the chance to change cultural norms

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“Merely having a woman founder does not guarantee a workplace that works for women…CEOs must demonstrate a commitment to creating a culture in which women are respected and given the opportunity to grow and succeed, in which families, work-life balance, and employees’ caregiving responsibilities are acknowledged and accommodated, where pay and benefits practices are fair and transparent, in order to call themselves a truly feminist company.” cw

Excerpt from this article by K. Sujata, President of the Chicago Foundation for Women, in Chicago Woman Magazine