Samir Grant· Head of Reward, Vantage Telecom
Posted in São Paulo Chapter ·
We have now been through several rounds of the transparency report, and each time the published version raises questions I struggle to answer. It compares pay for women and men by broad occupational group, and for our 1,800 employees those groups put very different roles side by side.
Our last report showed women in one group earning 82 percent of what men earn. Our own analysis by job level puts it nearer 97. Both figures are true, but only one is public. As we understand it, an employer may publish an explanation alongside. Did you add context, and how detailed? Has anyone been asked for an action plan?
0 reactions · 2 replies · 6 views
Mateo MoreauCRP
Benefits Manager, Tidewater Utilities
We publish a one-page note with the report every cycle. It gives our internal figures by job level, the share of women at each level, and three commitments with dates. The union read it closely and now raises the commitments in every negotiation, which is uncomfortable and probably the point. Keep it to one page; ours was four the first time.
Director of Benefits, Bellwether Consulting
Our experience with the occupational groups was the same. A group that mixes plant supervisors with administrative coordinators produced a gap of 24 percent that says nothing about equal work. We raised it through our employers' federation instead of arguing in public. Internally we showed employees both the official grouping and our own structure.
