By Katarzyna Supa, funeral innovation researcher, editor-in-chief THANOS magazine

Welcome to the latest instalment in our series examining the United Nations Sustainable Development Goals (SDGs) through the distinctive perspective of the funeral profession. In this edition, we turn our attention to Goal 5: Achieve gender equality and empower all women and girls.

Gender equality is no longer a peripheral issue reserved for policy papers or public debate. It is a practical business matter that influences how funeral companies attract talent, retain skilled staff and build trust with families and communities. This makes Sustainable Development Goal 5 (SDG 5) directly relevant to the funeral profession as it calls for the elimination of gender-based discrimination and violence, equal access to employment and leadership, and fair economic opportunities for all.

For funeral service providers, promoting equality is not only a question of values, but also of performance. Fair and inclusive workplaces tend to deliver higher employee engagement and morale, benefit from a wider talent pool, and build a stronger reputation as responsible, trustworthy businesses. In a sector built on care, professionalism and community presence, these factors directly support long-term stability and growth. By fostering respectful, balanced workplace relationships, the funeral industry can contribute to broader social progress while strengthening its own foundations.

The Current State of Gender Equality *

Women and girls make up half of the world’s population and potential, yet gender inequality continues to limit social and economic progress worldwide. Despite long-term efforts, women remain underrepresented in leadership and decision-making roles and continue to shoulder a disproportionate share of unpaid domestic and care work. In many regions, these inequalities begin early in life, shaped by unequal access to healthcare, nutrition and education. While gender equality is a fundamental human right and essential to resilient societies, it remains far from fully achieved.
There has been measurable progress. Between 2019 and 2024, 99 legal reforms were introduced globally to remove discriminatory laws and strengthen gender equality frameworks, particularly in employment rights, equal pay, maternity protection and safeguards against domestic violence. However, challenges persist. As of 2023, women and girls still spend an average of 2.5 times more hours per day on unpaid care work than men. In 2024, women held 27.2% of parliamentary seats, up from 22.3% in 2015, while representation in senior management reached just 30% in 2023. At the current rate of change, achieving gender parity in leadership is projected to take nearly a century.

These global trends shape the labour markets and communities in which funeral businesses operate every day.

How Can Funeral Companies Support Gender Equality?

Promoting gender equality in the funeral sector does not require radical transformation. It is an ongoing process built on clear policies, consistent leadership and practical workplace adjustments that improve fairness and performance for everyone. When approached in a structured and realistic way, these efforts can strengthen the workforce, enhance reputation and support long-term business sustainability.

Both formal measures - such as clear policies and transparent recruitment and pay practices - and informal actions, including leadership behaviour, workplace culture and everyday decision-making, play a vital role in creating fair and respectful organisations.

> Company Policies and Procedures
A strong foundation is built on clear and transparent rules.

• Establish a gender equality and anti-harassment policy that applies to all employees, contractors and management, supported by confidential reporting mechanisms and clear consequences for misconduct.
• Review recruitment, promotion and pay structures to ensure decisions are based on skills, experience and performance rather than informal practices or assumptions.
• Conduct regular training and internal audits on diversity, inclusion and respectful workplace behaviour, ensuring managers are equipped to apply policies consistently.
• Set measurable goals related to workforce composition, leadership representation or pay equity, and review progress annually.

> Career Support and Leadership Development
Supporting career development benefits both employees and the business.

• Offer skills development and leadership training programmes for women at all career stages, including technical roles, management and ownership pathways.
• Introduce mentoring or sponsorship initiatives, pairing experienced leaders with emerging talent to support professional growth and confidence.
• Provide flexible working arrangements where operationally possible, such as adjusted schedules, part-time roles or remote work for administrative functions.
• Ensure equal access to benefits, including parental leave, return-to-work support and opportunities for advancement following career breaks.
• Develop targeted employment or training initiatives for women from underrepresented groups, such as refugee women with residency status, combining vocational training with integration and language support.
• Promote women into decision-making and leadership roles, ensuring diverse perspectives are represented at management and board level.

> Partnerships
Gender equality also depends on visibility and engagement beyond formal policies.

• Highlight female role models within the organisation by sharing career stories internally and externally to challenge outdated perceptions of the sector.
• Collaborate with organisations supporting women in business, vocational training or local community initiatives to strengthen both social impact and professional networks.
• Engage with industry associations and education providers to encourage more women to enter funeral services, including technical, operational and leadership roles.

> Everyday Culture and Leadership Behaviour
Beyond formal programmes, culture matters.

• Ensure equal respect and professional treatment for all clients and families, regardless of gender, beliefs or cultural background.
• Encourage respectful communication and teamwork at all levels of the organisation.
• Support healthy work–life balance for all employees, recognising that care responsibilities affect both women and men.
• Ensure leaders set the tone by example, reinforcing fairness, accountability and professionalism in daily decision-making.

By embedding gender equality into everyday practice, funeral companies can contribute to a global goal while strengthening their people, their reputation and their long-term resilience.

Progress toward gender equality requires ongoing commitment, regular review and a willingness to adapt as businesses, workforces and communities evolve. Monitoring outcomes, listening to employees and setting realistic, measurable goals help ensure that intentions translate into lasting change. The funeral sector, grounded in service, trust and human dignity, is well positioned to lead by example.

* Source: https://sdgs.un.org/goals/goal5