A few days ago I talked about how our #genderpaygap was -23%, i.e. paying women on avg. 23% more than men. But what's the goal here? 🤔
We had this discussion much earlier in the team, as gender pay gap is exactly one of the metrics we're evaluating suppliers by in Responsibly.
What gets the highest score? A negative gender pay gap or low/no gender pay gap?
Philosophically the goal should probably be 0%, i.e. equality. ⚖️
But since the metric is calculated (according to the UK gov methodology) by taking the avg. of all pay across men and women in the organization, it's more an indicator of #diversityinmanagement rather than gender pay gap - the more women at the top of the organization, the higher the avg. pay.
In that case the goal could justifiably be a high negative % to form part of a #supplierdiversity program. I.e. ensuring female lead companies are recognized. 🦸♀️
Maybe the goal is to avg. out this metric across your supplier portfolio. I.e. ensuring that across your portfolio the metric balances to 0 - some female led, some male led, some equal.
It's a hot topic, what do you think? 🔥
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