This is evidenced by research by online knowledge partner XpertHR on HR issues, conducted among 351 HR professionals.
36 percent say their company takes an active interest in rewarding men and women equally
Although most HR professionals (85%) still think the pay gap debate is justified, in practice organizations seem to care less about it. Only 36 percent said their company takes an active interest in rewarding men and women equally. This may be due to the fact that many companies feel that they do not have a pay gap. More than half (57%) of HR professionals say they are not aware of pay inequality within their company. Professionals also don’t hear their colleagues talk much about it: a quarter (24%) say they’ve heard a conversation about the pay gap.
There is not enough data for a salary comparison
By comparing the data, it can be established whether there is a wage gap within the organization without a doubt. If this becomes mandatory, not all companies will be able to do so. For example, thirty percent indicate that their organization does not currently collect enough data to verify whether men and women receive equal pay. Among those with sufficient data, only a small club (17%) collects and analyzes data structurally, in order to adjust their operations and policies based on this.
“Understanding and transparency about salary data has a very positive impact on talent acquisition and retention”
Frank Klein, Netherlands Director at XpertHR: “Of course there is no longer a huge difference in wages between men and women at this time. So I would like to call on companies not to wait for possible legislation, but to start on their own. Because apart from the fact that it is only natural to reward Equally, insight and transparency about salary data has a very positive impact on talent acquisition and retention. It can be difficult to find and analyze the right data within an organization. To help with that, we are launching our new tool Gapsquare in the Netherlands With this analytics tool companies can Easily simplify their pay analysis processes in order to provide insight into pay differences and better manage pay gap reduction. This is essential if we look at our research. In this way, together we hope to ensure that each employee is rewarded for their work, rather than their gender.”
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