Walmart

No publicly available information was found regarding Walmart’s overall commitment to gender equality and women’s empowerment across its full value chain. The company does not disclose how it integrates these issues into its governance structure, strategy, processes or management systems, or how it engages with external stakeholders to manage and improve its gender impacts. However, Walmart does engage its employees on gender-related issues, such as parental leave, and has integrated this feedback into its policies and practices.

The company has a gender-responsive grievance mechanism that reflects an understanding of gender roles and the inequalities women face in the workplace, for instance guaranteeing confidentially, allowing concerns to be anonymously reported to someone other than the direct supervisor via a global helpline, and ensuring non-retaliation and protection of the aggrieved party. The company allows supply chain workers to submit concerns through its own grievance mechanism and provides a website available in 14 languages.

Walmart has a gender-responsive human rights due diligence process whereby it identifies and assesses salient gender-related risks. These include sexual harassment, gender-based violence, gender discrimination, unequal remuneration and human trafficking. However, the company does not disclose information to demonstrate that it screens for gender-related issues among its suppliers as part of its audit processes, such as sexual harassment or discrimination against women based on their pregnancy and marital status. Furthermore, no information was found regarding whether suppliers are required to take corrective action if these issues are identified.

There is limited information available to indicate that Walmart considers the fair representation of women in the workplace. There are only three women out of 12 on its board of directors (25%). The company does not disclose the gender composition of its global workforce at various levels of leadership, such as among senior executives and middle managers, or across occupational function, though this information is available for its US-based workforce. There were no details found regarding the gender breakdown of employee turnover or absenteeism rates. While the company provides professional development for employees, it does not list specific programmes for women.

In the supply chain, however, Walmart addresses the systemic discrimination that women face by offering professional development opportunities to women workers through its Walmart Foundation, which launched the Women in Factories Training Program. This programme helps women workers develop skills for career development as well as life skills in communication for personal development. Furthermore, the company requires its suppliers to have a non-discrimination policy that explicitly protects pregnant and married women workers.

Walmart also procures from women-owned businesses as part of the Women’s Economic Empowerment Initiative. While the initiative concluded in 2017, the company states that it continues to source and report sourcing from women-owned businesses. Additionally, the company established the Supplier Inclusion Program to support capacity building for minority and women-owned businesses.

There was no information found regarding recognition agreements with local trade unions or collective bargaining agreements currently in place, though Walmart expects suppliers to respect the rights of workers to establish and join organisations.

While Walmart states that its compensation plans and practices are designed to comply with applicable laws that require companies to pay their employees fairly and equitably, such as the Title VII of the Civil Rights Act and the Equal Pay Act in the United States, no information was found regarding how the company specifically addresses its global gender pay gap.

In terms of family-friendly benefits, Walmart provides a total of 16 weeks paid maternity leave to its full-time employees in the United States after they give birth, though it does not have a global policy of providing at least 14 weeks of paid primary carer leave and two weeks of paid secondary carer leave, as recommended by the International Labour Organization. To promote employees’ return to work after leave, the company has partnered with Path Forward to establish a paid internship programme focused on skills training for employees re-entering the tech field after at least two years away for caregiving. However, there was no information found to suggest that Walmart offers its employees childcare or flexible working options.

In the supply chain, Walmart requires its suppliers to extend their workers formal contracts. However, there are no details available about whether the company requires suppliers to pay workers a living wage beyond the legal compensation requirement or to provide paid carer leave.

No information was found regarding whether Walmart covers additional costs surrounding maternal and mental health services or the sexual and reproductive health needs specific to its women employees.

In the supply chain, the company requires its suppliers to provide their workers with access to drinking water, personal protective equipment and training on exposure to hazardous materials. However, the health, safety and hygiene needs specific to women workers are not explicitly addressed, such as adequately lit factory facilities and toilets separated by gender. Furthermore, Walmart has not made a public commitment to provide workers with gender-responsive health information and services, for instance by requiring suppliers to have an on-site clinic with credentialed health providers.

Walmart seeks to prevent violence and harassment by prohibiting harassing conduct, including sexual harassment, in the workplace, with suppliers or among third parties. Walmart protects employees who report harassment cases from retaliation and will not terminate, demote or otherwise discriminate against associates for reporting concerns. However, no details were found regarding effective remedy for violence and harassment grievances reported by its employees or supply chain workers, such as not requiring private arbitration or silencing agreements and having clear disciplinary actions for the perpetrator.

Walmart states that it seeks to engage in truthful and accurate sales and marketing practices. However, there was no information found regarding how it addresses non-discriminatory practices in marketing and advertising, for example by committing to avoid harmful gender stereotypes or ensuring gender-responsive communications and engagement with its customers to support gender equality and women’s empowerment.

No publicly available information was found regarding Walmart’s broader efforts to drive gender equality and women’s empowerment in the communities where it operates.

Walmart has responded to the COVID-19 pandemic through store closures in certain markets, a reduction of hours to enable enhanced cleaning and sanitising in stores and clubs and mandatory face coverings for employees. Moreover, sneeze guards and plexiglass barriers are being used where customers and associates come into close contact with one another, such as at checkouts and other points of sale, and people traffic management measures have been introduced. Walmart also encourages its employees to work from home, offers contact-free payment options and performs daily associate temperature checks and health screenings.