In today’s evolving global marketplace, the demand for genuine workplace equality is growing louder each day. Companies are no longer evaluated solely on financial performance, but also on how well they cultivate inclusive environments where everyone has the opportunity to thrive.

Enter SMETA 7.0, a refreshed audit framework that challenges businesses to rethink how gender equality is measured and implemented. Developed by Sedex, a global authority on ethical trade standards, SMETA 7.0 represents a shift from broad evaluations to a more detailed, data-driven approach.

At the core of this update is gender-disaggregated data, a powerful tool designed to uncover hidden inequalities and provide clearer insights into the lived experiences of both women and men across all levels of an organization.

Why does this matter? Because understanding the story behind the numbers is the first real step toward building workplaces where fairness isn’t just an ideal, it’s a reality embedded in everyday practice.

What’s New in SMETA 7.0?

SMETA (Sedex Members Ethical Trade Audit) has long served as a framework for evaluating labor rights, safety, environmental impact, and business ethics across supply chains. But version 7.0 takes things further, incorporating a sharper focus on gender-based workplace inequalities.

One key change? Companies are now expected to collect and analyze gender-disaggregated data, not only to see how roles are distributed, but to understand deeper gaps in contract types, working conditions, leadership access, and safety.

It’s about moving beyond binary metrics and gaining a clearer, more inclusive picture of gender realities at work.

Why Gender-Disaggregated Data Matters

Numbers tell a deeper story, one that highlights systemic gaps that words alone might miss.

According to the ETI and Sedex global report “Driving Gender Equality through Data,” a study of 12.5 million workers across 143 countries reveals a stark imbalance. While women account for 43% of the workforce, they occupy only:

• 27% of management roles - that’s barely over one in four.
• 31% of supervisory positions - signaling a ceiling that still holds firm.

But perhaps the most alarming finding, only 7% of sites currently track grievance data by gender.

Without gender-specific data, issues such as unequal pay, gender-based harassment, or restricted access to training remain largely invisible, unreported, unaddressed, and unresolved. In other words, what doesn’t get measured, often doesn’t get changed.

Simply put: If you don’t measure it, you can’t fix it.

Without gender-aware data, businesses risk creating gender-blind policies that miss real inequities. This is not only a social concern, but it also presents a tangible business risk. Studies show that inclusive workplaces lead to higher productivity, better retention, and stronger brand trust.

How to Align with SMETA 7.0

To meet the new expectations, here’s what your company should start doing:

• Collect gender-disaggregated data at all levels from frontline workers to senior leadership.
• Review working conditions, contracts, and career pathways to spot gender-based gaps.
• Adapt health and safety protocols to meet gender-specific needs.
• Track promotions, training, and leadership access with a gender lens.
• Disaggregate grievance and incident data to detect recurring gender-based issues.

These practices are no longer optional, they are rapidly becoming industry benchmarks for responsible and inclusive business operations.

Beyond Compliance: A Smarter Way to Do Business

Yes, these updates may sound like another audit task. But for companies thinking long-term, it’s much more than that.

Adopting SMETA 7.0’s gender framework isn’t just about checking boxes, it’s about building inclusive, future-ready organizations. And in today’s landscape, where investors, customers, and talent demand real values, bare minimum just won’t cut it anymore

Final Thought

SMETA 7.0 challenges businesses to move beyond compliance and embrace a vision for truly equitable workplaces. Those who rise to this challenge today are not only safeguarding their reputation but positioning themselves as leaders in ethical innovation and sustainable growth.

After all, gender equality is more than a moral imperative, it’s a strategic advantage that fuels innovation, loyalty, and resilience in an increasingly conscientious market.

Need support to turn these standards into real progress? At Foresta Consulting, we don’t just offer advice, we partner with you to design tailored strategies grounded in real-world insights. 

Join us for an exclusive session where we explore successful gender equality initiatives across industries, helping you craft a roadmap that’s both practical and visionary. 

Together, let’s make inclusivity your organization’s strongest asset.

Sumber referensi:

https://www.sedex.com/blog/what-is-a-social-audit-and-why-are-they-important/ 

https://www.sedex.com/blog/elevating-supply-chain-sustainability-with-smeta-7-0/ 

https://www.sedex.com/reports_whitepapers/driving-gender-equality-through-data-on-global-supply-chains/

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