MODULES

(OP) ORGANIZATION PROFILE AND PRODUCTIVITY

This set of indicators comprises a number of variables and facts about a company or organization including location, size, industry, type of organization and financial metrics. It also contains gender-sensitive productivity indicators such as absenteeism and turnover.

  • General descriptive data on the company or organization
  • Financial metrics (Return on Equity, Return on Invested Capital, Return on Sales and others)
  • Gender-sensitive productivity indicators

(PP) PERSONNEL PROFILE

Gathers the perspective and experience of employees in a company or organization, specifically pertaining to the presence or absence of women in relation to men on a variety of levels (e.g. the ratio of men and women in leadership positions, departments, or members of the Board of Directors).
  • General ratio of men and women in a company or organization (participation rate by sex)
  • Horizontal distribution (sex-disaggregated by occupation and department)
  • Vertical distribution (sex disaggregated by level of responsibility)
  • Gender gap in management and other positions
  • Distribution of employees by type of contract
  • Distribution of employees by type of workday

(RSH) RECRUITMENT, SELECTION AND HIRING

Information which enables the evaluation of recruitment, selection and hiring processes in companies from a gender perspective, assessing whether they produce gender gaps.
  • Recruitment and selection
  • Hiring
  • Personnel assessment/perception of recruitment, selection, and hiring processes

(PDP) PROFESSIONAL DEVELOPMENT AND PERFORMANCE

Assesses whether career advancement processes in companies and organizations offer equal opportunity for men and women, or if a gender bias exists. In addition, this pillar focuses on evaluating whether women and men participate equally in the ongoing training opportunities that companies or organizations offer (internally or externally), and which is often fundamental for career advancement and development
  • Promotion
  • Training and skills development
  • Employee perception on the degree of equality of professional development policies (promotion and training)

(R) REMUNERATION

Compiles information that allows for evaluation of whether the remuneration that women and men receive from companies and organizations in their receipt of fair wages according to the principle of equal pay for work of equal value.

  • Remuneration
  • Personnel assessment/perception of wage policy

 

(PH) PREVENTION OF SEXUAL AND SEX-BASED HARASSMENT IN THE WORKPLACE

Compiles information needed to measure the existence or lack of measures to prevent and act upon cases of sexual and sex-based harassment in the workplace, the ratio of cases that occurred to those reported, and the impact of addressing and resolving those cases.

  • Sexual and sex-based harassment
  • Personnel assessment/perception of harassment prevention policy
  • Personnel assessment and degree of knowledge of the effectiveness of mechanisms that companies or organizations facilitate to prevent and act against this type of gender-based violence (sex-based and sexual harassment)

(WLBS) WORK-LIFE BALANCE WITH SHARED SOCIAL RESPONSIBILITY

Assesses whether work-life balance policies with shared responsibility offer equal opportunity for men and women, or if a gender bias exists. Measures the existence, degree of knowledge and rate of utilization of work-life balance measures.

  • Paid leave (maternity and paternity)
  • Unpaid leave (temporary leave of absence to care for dependents and other measures)
  • Flexible working arrangements including workspace and schedule
  • Personnel assessment/perception and degree of knowledge of the work-life balance policy

(COM) MARKETING AND COMMUNICATION

This set of indicators measures the degree of gender equality in the management of internal and external communications and marketing strategies
  • Internal communication without gender bias
  • Assessment/perception of communication and channels/mechanisms for internal communication
  • External communication and marketing strategies without gender bias
  • Assessment/perception of communication and channels/mechanisms for external communication

(SC) SUPPLY CHAIN

Assesses at what extent gender equality crosscuts supply change management policies and practices including gender responsive procurement, how diverse is the supply base and how are women-owned businesses included.
  • Gender equality in suppliers’ policies and communication of commitments
  • Share of women-owned businesses in the supply base
  • Gender equality commitments in the supply base