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Unadjusted Gender Pay Gap by Job Category

REFERENCE
S1.6.2
CATEGORY
Employee Engagement, Diversity, And Inclusion
METRIC
Pay Equality
UNIT
Percentage (%)

Definition

This metric tracks the gender pay gap by comparing the average gross hourly earnings of men and women employees by occupational category, as measured in the last calendar year, and transforming that difference into a percentage format.

Expanded Definition

Employees are defined by local rules and regulations.

The unadjusted gender pay gap is defined as the “difference between the average gross hourly earnings of men and women expressed as a percentage of the average gross hourly earnings of men.”
It is calculated by subtracting the average woman’s pay to the average man’s pay and dividing that number by the average man’s pay.

Gross earnings are defined as earnings “paid in cash directly to an employee before any deductions for income tax and social security contributions paid by the employee. All bonuses, whether or not regularly paid, are included (13th or 14th month, holiday bonuses, profit-sharing, allowances for leave not taken, occasional commissions, etc.).”

Occupational Levels:

Executives/Senior Level Officials are defined as “people who create strategies and plans for the entire organization to follow. They either communicate directly with the board of directors or they’re within two reporting levels to the CEO (in larger organizations) and interact with them frequently.”

First/Mid-Level Officials and Managers are defined as “managers [who] report to the executive/senior level managers and implement their plans and strategies. They oversee activities and functions at the group, regional or divisional level. This category also includes managers who report directly to middle managers and direct daily operations (e.g. first-line and branch managers).”

All other employees are defined as those who do not fit within the Executives/Senior Level Officials and First/Mid-Level Officials categories.