Gendered Perspectives on Corporate Social Responsibility

Corporate social responsibility (CSR) has evolved from philanthropic initiatives to strategic imperatives shaping organisational identity and impact. Gendered perspectives examine how gender dynamics influence CSR formulation, implementation and outcomes. Scholarship reveals that female leadership often correlates with more inclusive and socially responsive policies, while gender mainstreaming ensures that corporate strategies address disparities in labour, access and benefits. Intersectional analyses highlight how gender intersects with race, class and geography to create varied stakeholder expectations and community impacts. Empirical work demonstrates that gender-diverse boards foster enhanced stakeholder engagement, risk management and transparency, promoting sustainable development goals. However, persistent undervaluation of care work and gender stereotypes continue to skew CSR priorities, leading to gender-blind policies that may entrench inequalities. Contemporary research underscores the need for gender-responsive metrics and governance frameworks that align CSR objectives with broader equity goals, advancing both organisational performance and social justice across global contexts.

Research from Nature Portfolio

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Gendered Perspectives on Corporate Social Responsibility publication trend

The graph below shows the total number of articles in gendered perspectives on corporate social responsibility across all publications each year (not limited to Nature Index journals).

Technical terms

Corporate Social Responsibility (CSR): Business approach that integrates social, environmental and ethical considerations into organisational strategies and stakeholder relations.

Gender Mainstreaming: Systematic integration of gender perspectives across policies, programmes and organisational processes to promote equality.

Balanced Scorecard: Strategic management framework that links organisational objectives with performance indicators across financial, customer, internal process and learning perspectives.

Stakeholder Theory: Conceptual model advocating that organisations should account for the interests of all parties affected by corporate activities, not solely shareholders.

Gender Diversity: Representation and inclusion of individuals of different gender identities within an organisation, particularly in decision-making roles.

References

1. A Balanced Scorecard Proposal for Gender Equality and Sustainable Development. Sustainability (2023).
2. Relationship between Gender Diversity in Leadership and Corporate Social Responsibility Practices. American Journal of Leadership and Governance (2024).
3. Gender effects in the practices of corporate social responsibility in micro, small and medium-sized enterprises of Quintana Roo, Mexico. International Journal of Business Performance Management (2025).