2023年1月23日
If there’s one thing companies should prioritise to drive balanced gender representation, 我们的研究表明,它正在确保薪酬平等.
世界各地, organisations are under pressure to accelerate their progress toward an equitable workplace. Activist shareholder groups are calling for greater commitments to social sustainability, 哪个以薪酬平等和机会平等为中心. The World Economic Forum is encouraging companies to report on pay equity standards, 有多少人超过了自愿披露的标准. 世界各地关于薪酬平等的立法也在增加, 尤其关注欧盟(EU).
在欧盟, the European Commission is calling for increased pay transparency through disclosure mandates, 各成员国一致要求. New legislation will provide a framework for identifying unexplained pay inequalities. 它还将使工人获得相关的工资信息
进一步推动自己对公平的追求. And it will require greater consistency in pay equity disclosures across countries.
Striving toward pay equity is on its way to becoming a requirement in the EU — and it’s the right thing to do everywhere. It’s also good for business in its support of strengthening access to diverse talent and perspectives. Leading organisations around the world are already choosing to be publicly transparent about their 努力s toward pay equity and diverse representation. 作为这项努力的一部分, they’re adopting formal pay equity processes that rely on statistical analysis. 这使得公司可以进行“苹果与苹果”的比较,确保有效衡量和支持薪酬调整, 在适当的地方, 推动变革.
抗拒与接受
Some countries with a strong tradition in collective bargaining agreements and workers’ rights have expressed resistance to the EU directive.
但该指令带来了显著的好处:
- Enhances or replaces local regulations that don’t always consider how pay is actually determined at specific companies
- 减轻跨国组织的挑战, streamlining and standardising requirements from country to country — simplifying the implementation process to achieve pay equity across multiple countries
- Ensures the pay equity review covers the entire organisation beyond those covered by collective bargaining agreements; this extends equity enforcement to all employees, 包括管理层和执行层, where there is typically limited representation of diverse talent and larger pay gaps
会议记录
“欧盟关于同工同酬和薪酬透明度的新指令”
播客
"Equal pay and Pay transparency with our consultant Lea Lonsted"
欧盟关于薪酬透明度的指令要点
美世 is fully equipped to advise companies on how to act on the European Commission’s Directive on Pay Transparency and Equal Pay, 于2021年3月4日发布. 相应的, we are pleased to see the latest 开发ments with the European Union Ambassadors endorsing the EU Directive on Equal Pay and Pay Transparency on 21 December 2022. 我们一直走在多元化的前沿, 公平和包容工作了超过25年, helping organisations address the effects and sources of gender disparities in the workplace.
企业面临着欧盟指令的多重挑战. Our pay equity and internal labour market analysis approach provides support by helping employers assess the extent to which representation issues exist and identify the root causes.
根据修订后的欧盟指令:
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Employers with 100 or more employees must report on their gender pay gaps every year in every EU country. They must also make public certain information related to gender pay gaps and pay levels at job interviews.
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Pay differences must be based on legitimate and objective criteria unrelated to gender, 比如个人能力和表现.
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For pay gaps exceeding 5% that cannot be explained by legitimate factors, employers must conduct a joint pay assessment with employees’ representatives and 开发 an action plan.
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评估和比较相似职位的员工, 雇主可以考虑教育等标准, 专业及培训要求, 技能, 努力, 责任, 以及工作的本质.
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员工可以要求, 雇主必须提供资金, the mean pay levels by gender for categories of workers 执行ing similar work.
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Employers will have to provide their employees with the business-related, legitimate criteria used to make decisions on pay and career progression.
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Employers should provide increased transparency for employees in understanding existing pay levels and visibility of pay ranges for job seekers.
示例:识别无法解释的缺口
薪酬平等是什么意思? The primary objective of the pay equity analysis is to measure an organisation’s unexplained pay gap and close it 在适当的地方.
在这个例子中, 女性的收入比男性少20%, but much of that is driven by differences in the attributes of women and men. An effective solution requires understanding whether the issue is about pay or something else.
解释无法解释的事情
The proposed EU directive is especially helpful in calling out the distinction between two types of pay gaps, 哪些应该以不同的方式识别和调解.
Unexplained pay gaps are areas of potential bias in pay policies and practices, which should be identified through a regression analysis and mediated, 在短期内, 通过调整薪酬. 从长远来看, these should be addressed through a thorough review of policies and practices that affect pay decisions.
另一方面, 被解释的差距包括经历上的差异, 技能, 角色和职业机会. These can be identified through pay driver analysis and further explored through deeper workforce analytics, including 美世’s proprietary Internal Labour Market (ILM) maps.
欧盟薪酬公平统计:“说”和“做”的差异
在欧盟, 76% of organisations say women have equal access to roles that facilitate advancement into leadership positions.
But the average percentage of women in senior management is only 30%.
在高管职位上,女性的比例降至22%.
关键的观察
仅为欧洲或本国报告的欧盟国家
内部劳工市场地图(n=57个机构)
什么是内部劳动力市场地图?
The patterns through which people are selected into an organisation, 学习, 开发, 执行, advance and ultimately choose to stay or leave characterise an “internal labour market” or ILM.
An ILM map for the organisation visualises the talent flows of that workforce across career levels. This forms a “system at a glance” view by showing the entry and exit of talent by career level and the various rates of advancement. Breaking down this information further by race or gender can deliver valuable insights, such as:
- Balance, or imbalance, of representation of various groups by career level
- The degree of organisational or career hierarchy and the overall velocity of talent movement in, 随着时间的推移进出组织
- The extent to which an organisation “buys” its talent via hiring or “builds” its talent through promotion — which can disproportionately affect different subgroups
- The presence of bottlenecks in rates of advancement overall and for any given group
- 不同群体之间的人才流失存在不必要的差异
At 美世, we use ILM maps to offer essential insights to organisations. They serve as a starting point to identify where and what interventions are needed.
有效薪酬公平分析的六个要素
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Isolate the part of the pay gap that is caused by legitimate business-related factors
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Be grounded in your business practices to eliminate (or minimise) the introduction of potential biases
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Evaluate the entire company while focusing on specific pockets of risk
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Address individual discrepancies in a way that focuses on addressing aggregate goal
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在推出之前测试补救方案的影响
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Include transparent communication to employees about your organisation’s pay inequities, 它们的起源以及你将采取的补救措施