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Several pieces of information in line with legal requirements are of significant value to buyers, especially in regions where gender pay gap reporting is mandatory or encouraged.
Legal Requirement for Gender Pay Gap Reporting Whether supplier companies are legally required to publish a gender pay gap report is a critical consideration, as it indicates compliance with regional regulations related to pay gap transparency.
Availability of Mean Gender Pay Gap The mean gender pay gap represents the average salary difference between male and female employees within an organisation. Availability of this data indicates a supplier’s willingness to disclose and address pay disparities.
Availability of Median Gender Pay Gap The median gender pay gap represents the middle point of the salary distribution and provides insights into pay disparities that may differ from the mean. Availability of this data demonstrates a supplier’s commitment to transparency.
Legal Compliance You can easily identify suppliers that are legally required to report their gender pay gap, ensuring adherence to regional regulations. Non-compliance with reporting requirements can lead to legal risks.
Transparency and Accountability Suppliers that provide data on both mean and median gender pay gaps demonstrate transparency and a commitment to addressing pay disparities. You can encourage accountability within your supply chain.
Diversity and Inclusion Analysing gender pay gap data allows you to assess the commitment of your suppliers to gender equality and diversity and inclusion initiatives. This aligns with broader corporate responsibility goals.
Risk Mitigation By identifying non-compliant suppliers or those unwilling to share gender pay gap data, you can take proactive steps to mitigate legal and reputational risks associated with non-transparency or gender pay disparities.
