COMPONENT 1: PEER-LEARNING PLATFORM WITH CGEM ACTIVITIES: Deliver four thematic online training workshops to approximately 50 companies (that include member companies of CGEM and IFC investment clients) so that they can be more resilient, ensure business continuity in responding to the COVID-19 crisis . That will include amongst other topics recruiting, retaining and/or promoting and supporting more women in their labor force. Additionally, the team will explore as the project progresses CGEM’s interest to institute annual Employer of Choice for Gender Balance Award recognizing its member companies’ efforts to close gender gap in their respective workforce. Specifically: -INITIAL ONLINE BASELINE SURVEY: To create a baseline of the share and profile of female employees among firms participating in the peer-learning platform, a baseline survey will be conducted. The survey will also allow to identify reasons behind low recruitment and retention of women among these firms. The survey will be carried out with member companies of CGEM, and in addition to the already identified webinar topics, there will be an added objective on identifying the biggest challenges the companies faced with moving to a remote work modality and what impact that shift had on their employees (especially women). The results of the survey will be incorporated in the content of the online training / webinars. -ONLINE TRAINING: Due to restrictions on gatherings, the project will adopt an entirely virtual model where the project delivers all trainings online: Deliver a series of four webinars for middle and HR managers of the business associations’ member companies as well as IFC clients. Topics could cover family-friendly workplace policies , business case for workforce gender diversity and women's employment, anti-sexual harassment; women in leadership positions, employer supported childcare, COVID-19 workplace issues (i.e. being resilient, ensure business continuity in responding to the COVID-19 crisis) -COMPANY PLEDGES/COMMITMENTS: (1) Secure the support of CEOs and C-suite executives and upper and middle management of the associations member companies so that companies commit to at least two robust commitments to close gender gaps in their operations and provide a baseline and targets for those. - COMPANY GUIDE WITH CASE STUDIES: Produce and disseminate a company guide (publication) to guide companies on how to advance gender equity in their company. The company guide would include three case studies on best case practices for women’s recruitment and careers and family friendly policies in the private sector in Morocco. CLIENT: CGEM (General Confederation of Moroccan Enterprises), with whom IFC signed an MOU in October 2019 COMPONENT 2: WOMEN’S EMPLOYMENT ADVISORY TO CLIENT FIRMS (IFC Investees) Provide firm-level women’s employment advisory to two firms by either deploying IFC’s inhouse diagnostics tool (i.e. the workforce gender diversity assessment) or the EDGE STRATEGY assessment and certification. This may include a childcare and family needs assessment and action plan. (2) ACTION PLAN IMPLEMENTATION AS: Two companies will implement a post-assessment action plan and recommendations generated under (1) with the help of IFC AS. Specific activities and expected results will be confirmed by each paying client. CLIENTS: Client 1: OCP Group (Cherifien Office of Phosphates) is a leading exporter of phosphate rock, phosphoric acid and phosphate fertilizers with whom IFC signed an MOU in January 2020 and MAS pipeline client . As of date , IFC has taken the proposed investment OCP Africa CF to CRM [43582] ; Client 2: still to be identified.