Although men and women start off in their careers at the same salary level, a gap emerges over time. A report -titled `High Potentials Under High Pressure In India’s Technology Sector’ -by Catalyst, a non-profit that works for inclusive workplaces, reveals how 12 years into their careers, women tend to receive Rs 3.8 lakh lesser salary than men.
Afew companies like L’Oreal, Kimberly Clark and Coca-Cola India have taken the lead to bring about gender parity in pay , and others may follow suit.
L’Oreal India conducted an internal gender audit, and made changes wherever necessary . “Everybody talks about diversity . But for me the question that is more important is what concrete action are we taking to deliberate and act. We have concrete figures to show our progress on this front,“ JeanClaude Le Grand, senior VP , talent development, and chief diversity officer, L’Oréal, told TOI. Le Grand said there is no justification for a gap in the salary of male and female employees. This is very important to us because in this changing and flexible kind of world, we need to have diversity . The aim is to be a 50:50 company in terms of diversity, ethnicity and regionality.
Cos Measure Disparity In Salary Levels Of Male, Female Staff To Check Gender Bias
L’Oréal conducts gender pay gap analysis globally . In India, where it started the audit only last year, the exercise was internal. Mohit James, HR director, L’Oréal India, said the company will look at an external audit this year.L’Oréal India is the only company in the country to receive the Economic Dividends for Gender Equality (EDGE), a business certification for gender equality applicable universally across industries and geographies.
A pay gap analysis is a must for any organization keen on gender equality . But external audits mean disclosing salaries at every level, which could be a little awkward in the Indian context where people hesitate to disclose their incomes. Globally, companies are declaring salaries publicly with some even budgeting extra money that would be required to bring about parity .
“While it may take time for Indian companies to have such processes in place, Kimberly Clark is one of the global companies which set up an analytics team that includes reporting on pay equity among women and men employees. It would be great to see companies in India adopt a pay gap analysis process.This would enable them to identify the gaps they need to bridge for creating a diverse and inclusive workplace,“ said Shachi Irde, executive director, Catalyst India women’s research centre.
Coca-Cola India, which makes efforts to ensure half its interns are women, too, conducts such audits. “We ha ve been doing this very consciously over the last few years.In our engagement surveys, we have found that engagement scores of women emplo yees are not very different from men,“ said Sameer Wadhawan, VP-HR & shared services, Coca-Cola India.
Source : Times of India 4th Feb’2016