Measuring What Matters in Gender Diversity

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ATTRIBUTES
  • Baseline Assesment
  • Closing Gender Wage Gaps
  • Measuring and Evaluating
  • Recruitment, Retention and Promotion

SOURCE
  • Boston Consulting Group

TYPE OF RESOURCE
  • AArticle

TARGET AREA
  • Strategy

TARGET UNIT
  • Diversity & Inclusion, Human Resources, Senior Leadership

LINK TO RESOURCE

Measuring What Matters in Gender Diversity

Boston Consulting Group
The Boston Consulting Group (BCG) recommends organizations look at five overarching metrics when it comes to gender diversity. These metrics provide a quantitative snapshot of the company’s current state as well as softer data. After collecting these metrics, companies will be able to identify their biggest challenges and priorities that can be translated into goals.

  1. Pay: Assess pay levels, including base salaries and wages as well as discretionary pay (i.e. bonuses). Also, look at whether formulas behind performance bonuses include unintentional biases against women. Finally, survey employees to learn if they believe pay levels are equitable.
  2. Recruitment: Track the ratio of men to women along the entire recruiting funnel (i.e. applications, interviews, final rounds, hiring). This is of special interest for companies in industries that have historically struggled to attract women.
  3. Retention: Assess percentages of women and men at each level of seniority, and the attrition rate among women and men at each level. Also, assess employees’ perceptions at different levels to identify warning signals to retention issues.
  4. Advancement: Measure the percentage of women and men promoted each year as a share of the total cohort and compare both. Soft indicators of advancement can be women’s perception of a fair shot at senior and leadership positions.
  5. Representation: Assess the distribution of roles across different units to understand if women are concentrated in specific units. This can provide insight to whether women are fairly represented in operations units and not just administrative roles (e.g. HR or marketing).

Read the full article here.

Pay Equity for Small Businesses: Three Step Guide to Fairer Pay in your Organization

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ATTRIBUTES
  • Closing Gender Wage Gaps

SOURCE
  • Workplace Gender Equality Agency (Australia)

TYPE OF RESOURCE
  • TTool

TARGET AREA
  • Strategy

TARGET UNIT
  • Human Resources

LINK TO RESOURCE

Pay Equity for Small Businesses: Three Step Guide to Fairer Pay in your Organization

Workplace Gender Equality Agency (Australia)
In this resource, the Workplace Gender Equality Agency, in collaboration with economic Security4Women, has developed a three-step guide for small businesses to address pay inequity. Small businesses face a unique set of issues when it comes to managing and improving equality between women and men in their workplace. These typically include higher impact of parental leave costs, challenges in implementing flexible work options, limited or no human resource support or function, and inadequate data collection systems and processes. Despite these challenges, there are many benefits to be gained by small businesses that address pay equity and gender equality more broadly.

The three steps discussed in the guide are as follows:

  1. Getting Started
  • Develop an understanding of the key issues
  • Articulate why pay equity is important for your business
  • Commit to addressing pay equity issues
  1. Reviewing Your Data
  • Collect relevant payroll data
  • Analyze the payroll data for the women and men
  1. Take Action
  • Identify any gender pay gaps and investigate causes
  • Build a clear set of goals and action plans
  • Monitor and review pay equity continuously

To learn more, click here.

Gender Pay Gap Calculator Guide – Technical Guide to Using the WGEA Gender Pay Gap Calculator

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ATTRIBUTES
  • Closing Gender Wage Gaps

SOURCE
  • Workplace Gender Equality Agency (Australia)

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Strategy

TARGET UNIT
  • Human Resources, Legal

LINK TO RESOURCE

Gender Pay Gap Calculator Guide – Technical Guide to Using the WGEA Gender Pay Gap Calculator

Workplace Gender Equality Agency (Australia)
This guide outlines how to use the Workplace Gender Equality Agency’s (WGEA) gender pay gap calculator to assist organization in conducting payroll analysis.

The guide provides information on how to:

  • Obtain and format data for use in the payroll analysis calculator (e.g. liaise with finance, payroll or other key departments to obtain remuneration and employee data)
  • Calculate gender pay gaps and obtain key information (e.g. gender ratio, pay analysis, gap analysis, remuneration composition between fixed and variable pay)
  • Generate additional information to analyze your data

There is also an eLearning module for using the calculator. To learn more, click here.

Designing an Equitable Remuneration Policy

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ATTRIBUTES
  • Closing Gender Wage Gaps

SOURCE
  • Workplace Gender Equality Agency (Australia)

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Strategy

TARGET UNIT
  • Human Resources, Legal

LINK TO RESOURCE

Guide to Gender Pay Equity

Workplace Gender Equality Agency (Australia)
This information sheet emphasizes the advantages of having a remuneration policy that incorporates gender pay equity components.

Some of the key components include:

  • Provide market-competitive remuneration to attract, motivate, and retain highly skilled employees
  • Drive a culture where financial rewards are directly linked to employee contributions and performance
  • Ensure all reward decisions are made free from bias and support diversity
  • Improve organizational performance
  • Obtain outcomes that reflect commercially responsible decisions on remuneration

The information sheet outlines the characteristics that make up an equitable remuneration policy, with specific recommendations for leader commitment, organizational accountability for ensuring that the policy is implemented, and transparency around data and data collection and analysis.

To learn more about features to include in your remuneration policy, click here.

Guide to Gender Pay Equity

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ATTRIBUTES
  • Closing Gender Wage Gaps
  • Goal Setting

SOURCE
  • Workplace Gender Equality Agency (Australia)

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Strategy

TARGET UNIT
  • Human Resources, Legal

LINK TO RESOURCE

Guide to Gender Pay Equity

Workplace Gender Equality Agency (Australia)
This document provides step-by-step guidance to understand the gender pay gap, identify gender-related pay gaps within your organization, and establish goals, strategies, and actions to improve gender pay equity.This guide acknowledges that organizations will be at different stages in the journey towards gender pay equity so the use of the steps will vary accordingly. Emphasis is placed on acknowledging that pay equity strategies should be developed in accordance with an overall gender equality strategy.
The steps in the guide are:

  1. Awareness and Understanding: Develop a basic understanding of key issues surrounding pay equity.
  2. Build a Business Case:Determine why pay equity is important for the organization.
  3. Gain Leadership Commitment: Secure buy-in from leadership to encourage them to evaluate and address pay equity issues.
  4. Data Analysis: Identify any gender pay gaps and investigate the causes.
  5. Strategy and Action:Build a clear set of goals and action plans.
  6. Review and Refine: Monitor and review pay equity continuously.

 

The steps in this guide resemble actions needed to address gender equality in the organization. Given that the gender pay gap is one of the biggest contributors to gender inequality, the need for taking these or similar steps is clear. Companies need to be aware that addressing gender inequality as a whole will not necessarily close the gender pay gap; this issue requires specific action.

To learn more, click here.

Interactive Job Comparison Tool for Small Businesses

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ATTRIBUTES
  • Closing Gender Wage Gaps

SOURCE
  • Ontario Pay Equity Commission

TYPE OF RESOURCE
  • TTool

TARGET AREA
  • Canadian Legislation, Implementation

TARGET UNIT
  • Human Resources, Legal

LINK TO RESOURCE

Interactive Job Comparison Tool for Small Businesses

Ontario Pay Equity Commission
This tool enables a small business employer to adapt their specific workplace information required to apply the job-to-job and proportional value comparison methods to determine required adjustments to wages. The tool is most effective as complement to the Step-by-Step to Pay Equity – Mini-Kit. Click here for access.

E-Learning Modules: Pay Equity for Small Businesses

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ATTRIBUTES
  • Closing Gender Wage Gaps

SOURCE
  • Ontario Pay Equity Commission

TYPE OF RESOURCE
  • OOnline Learning

TARGET AREA
  • Canadian Legislation, Implementation

TARGET UNIT
  • Human Resources, Legal

LINK TO RESOURCE

E-Learning Modules: Pay Equity for Small Businesses

Ontario Pay Equity Commission
These 15 educational modules take a user through each aspect of the pay equity process and include detailed explanations of technical terms used in pay equity. The modules also discuss how the various steps are applied. The modules reference other materials that may be of assistance to a user. Click here for access.

Pay Equity Plan Samples

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ATTRIBUTES
  • Closing Gender Wage Gaps

SOURCE
  • Ontario Pay Equity Commission

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Canadian Legislation, Development

TARGET UNIT
  • Human Resources, Legal

LINK TO RESOURCE

Pay Equity Plan Samples

Ontario Pay Equity Commission
This resource provides access to pay equity plan samples for job-to-job and proportional value comparison methods. To access the sample plans and methods, please click here.

Proportional Value: Regression Analysis

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ATTRIBUTES
  • Closing Gender Wage Gaps

SOURCE
  • Ontario Pay Equity Commission

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Canadian Legislation, Implementation

TARGET UNIT
  • Human Resources, Legal

LINK TO RESOURCE

Proportional Value: Regression Analysis

Ontario Pay Equity Commission
This resource provides tools and calculators to apply the proportional method of job comparison through regression analysis. The Regression Analysis Tool and Calculators can be found here.

Step by Step to Pay Equity – Mini-Kit

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ATTRIBUTES
  • Closing Gender Wage Gaps

SOURCE
  • Ontario Pay Equity Commission

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Canadian Legislation, Development

TARGET UNIT
  • Human Resources, Legal

LINK TO RESOURCE

Step by Step to Pay Equity – Mini-Kit

Ontario Pay Equity Commission
This kit sets out the basic steps for achieving pay equity under the Act for private sector employers. It is most suitable for employers who came into existence after January 1, 1988, or who were in existence on that date but had less than 100 employees. Employers who had 100 or more employees on December 31, 1987 are required to follow the steps set out in Part II of the Act. It is recommended that employers refer to the “Guide to Interpreting Ontario’s Pay Equity Act” for detailed information about the law’s requirements and to determine if Part II applies to you.

The kit provides a series of worksheets and templates to enable an organization to proceed through the various steps to comply with the requirements of the Act. The kit explains how to objectively collect information about jobs including employee interviews, employee questionnaires, job descriptions, desk audits, or any combination of the above. The kit also provides examples of how to evaluate jobs based on the criteria of skills, effort, responsibility, and working conditions in a gender-neutral way, how to do job comparisons using two prescribed methods, and how to adjust wages where required.

To access the kit, click here.