A/HRC/41/43 (iv) Building the capacity of the enterprise’s own personnel and business partners to effectively handle sexual harassment and gender-based violence; (v) Adopting affirmative action policies to overcome underrepresentation of women in managerial positions and on boards; (vi) Developing collaborative partnerships with women’s organizations; (vii) Providing effective transformative remedies for, or cooperating in the remediation of, adverse impacts that have already occurred; (b) In appropriate cases, business enterprises should also conduct advocacy in support of gender equality. Guiding principle 20 39. Business enterprises should track the effectiveness of their responses by using sexdisaggregated data, collected in line with a human rights-based approach, and outcome indicators developed in consultation with affected women, women’s organizations and gender experts. 40. Illustrative actions: (a) Business enterprises should ensure that indicators are gender-responsive, otherwise differentiated impacts on women may not be captured by the tracking process; (b) Business enterprises should track the effectiveness of their responses for their entire operations, including supply chains; (c) Business enterprises should engage women, women’s organizations and local community groups to assess the effectiveness of their gender-transformative responses. Guiding principle 21 41. Business enterprises should communicate adequate and easily accessible information to the affected stakeholders regularly. Both the information and the means of communication should be responsive to gender discrimination and the differentiated impacts experienced by women. 42. Illustrative actions: (a) Business enterprises should take appropriate steps to ensure that the means of communication of information are accessible to potentially affected women; (b) If the information communicated concerns sexual harassment and genderbased violence, business enterprises should respect the victims’ right to privacy and should not disclose the identity or other personally identifiable information of victims to avoid social stigmatization and further victimization; (c) In the information provided, sex-disaggregated data should be used wherever appropriate; (d) The commercial confidentiality exception should be interpreted narrowly and with due regard to how a lack of information disclosure could worsen the situation of disadvantaged, marginalized or vulnerable individuals and communities. Guiding principle 22 43. Business enterprises should provide for, or cooperate in the provision of, gendertransformative remedies where they identify that they have caused or contributed to adverse human rights impacts. 44. Illustrative actions: (a) When providing a “bouquet” of remedies to redress adverse impacts, in line with the report submitted by the Working Group on the issue of human rights and transnational corporations and other business enterprises to the General Assembly at its 22