Please indicate the average unadjusted gender pay gap of your company. (only for French companies).

  • Radia Guira

Formula of average unadjusted gender pay gap = (A-B)/A
A: average annual earnings of male paid employees
B: average annual earnings of female paid employees

« Please indicate the average unadjusted gender pay gap of your company. (only for French companies) » is a question that seeks to uncover information on the equality practices within your organization, specifically concerning wage distribution. In simpler terms, this inquiry is asking for the numerical difference, if any, between the average earnings of male and female employees within your company, without taking into account factors like roles, hours worked, seniority, etc.

This question is specifically tailored towards French companies. It is constructed in this way as there are specific legal and societal aspects unique to France that ensure the data collected is precise and accurate for such geographical context.

An example of a response to this question could be, « Our average unadjusted gender pay gap is 15%. » This answer implies that, on average, women earn 85 cents for every euro that men earn in your company. Remember, the response should reflect a true representation of your organization’s practices, and excludes adjustments for factors like part-time or full-time status, different job responsibilities and titles, etc. Please use percentages to represent this data. (Example: 16% or 20% etc.)

Understanding the Gender Pay Gap

The gender pay gap is a critical issue that has been at the forefront of social and governance discussions for many years. It refers to the difference in the average pay of men and women across an organization. Understanding the nuances of this pay gap is crucial for companies aiming to improve their Environmental, Social, and Governance (ESG) scores. French companies, in particular, are under increasing scrutiny to report their gender pay gaps accurately and take steps towards closing them. To facilitate this understanding, one can refer to European statistics on the gender pay gap which provide a comprehensive look into how gender pay disparities are measured and evaluated across the European Union.

Calculating Your Company’s Gender Pay Gap

The process of calculating the gender pay gap can be complex. It involves compiling comprehensive payroll data and being transparent about the methodology used to determine the average unadjusted gender pay gap. The unadjusted gender pay gap is simply the difference between the average gross hourly earnings of male and female employees across the board without adjustments for factors such as part-time work, sectors, job functions, or seniority levels. For a thorough understanding of these calculations, companies can review resources like the OECD’s policy brief on gender pay gap reporting. This document not only explains the importance of reporting but provides guidance on the implementation of effective audits and reporting practices.

When calculating this figure, it’s essential for companies to ensure that all forms of compensation are included in the calculation. This includes base salary, overtime pay, bonuses, and any other forms of compensation that employees may receive. Furthermore, it’s vital to ensure that data is collected and reported in a non-biased and accurate manner, maintaining the integrity of the ESG assessment process.

Improving Your Company’s ESG Score

After calculating the gender pay gap, companies must not stop at mere reporting. The goal should be to understand the underlying factors contributing to the gap and to implement strategies to close it. This involves a commitment to regular monitoring, transparent reporting, and effective policy implementation. For example, providing employees with access to mentorship programs, career development opportunities, and promoting a culture of inclusivity can help mitigate the gender pay gap. Furthermore, French companies can gain insights from the « 50inTech » guide, a valuable resource that outlines practical steps and industry examples to foster gender equality in tech.

Improving your company’s ESG score by addressing the gender pay gap is not only about compliance; it’s about taking a stand for equity and demonstrating corporate social responsibility. By actively working to reduce the pay gap, companies can enhance their reputation, attract top talent, and increase employee satisfaction, leading to better overall performance.

In conclusion, accurately reporting the average unadjusted gender pay gap is a vital step for French companies in demonstrating their commitment to gender equality and improving their ESG performance. By understanding, calculating, and taking steps to address the gender pay gap, companies can contribute to a more equitable society and reap the rewards of a more diverse and inclusive workforce. Remember, the journey towards equality is an ongoing one, and it requires consistent effort, transparency, and a willingness to change.