WEPs Implementation

This Action Card gives a snapshot at the recommendations for achieving gender parity on boards.

Based on the WEPs Guidance Note, Closing Gender Pay Gaps to Achieve Gender Equality at Work, this Action Card gives a snapshot at the recommendations for achieving equal pay for work of equal value at work. 

The Women’s Empowerment Principles Gender Gap Analysis Tool (WEPs Tool) is a business-driven tool designed to help companies from around the world assess gender equality performance across the workplace, marketplace, and community.

The tool is grounded in the WEPs Principles and uses a global framework that has strong support from business, the UN, governments, and civil society. It was developed in consultation with more than 170 companies, with questions based on real-life company practice, international standards, and indicators.

The Tool is a joint project of the UN Global Compact, UN Women, the Multilateral Investment Fund of the IDB and IDB Invest.

Take the WEPs Tool now and discover how your company is contributing to advancing gender equality and identify what further action can be taken.

The Diagnosis for Equal Remuneration (DIR) is a new self-evaluation tool developed by UN Women for companies and organizations committed to equality. It supports them in assessing whether they are applying the "Equal Pay for Equal Value Work" principle in line with the ILO Convention No. 100.

This principle ensures that not only the equivalent work or work of a similar nature is equally remunerated, but also that work of equal value is equally remunerated. According to the Convention itself, the term remuneration includes the ordinary, basic or minimum wage or salary and any additional emoluments whatsoever payable directly or indirectly, whether in cash or in kind, by the employer to the worker and arising out of the worker's employment.

The DIR* tool has been designed to be an accessible and easy method to accurately measure possible gender pay gaps for both equal work and work of equal value. To do so, the tool contains: 

a)    An Excel file that contains the tool itself, where Human Resources departments enter the data and the tool preforms calculations and displays graphs automatically
b)    An instruction manual
c)    A “model” Excel file with a fictitious example of the application

The DIR tool was developed by UN Women with technical assistance from ENRED consultancy and support from the European Union within the framework of Win-Win Gender Equality means Good for Business Programme. The initiative also seeks to contribute to the implementation of the Commitments of the Regional Champion for Latin America and the Caribbean of the Equal Pay International Coalition (EPIC).

• The reason behind a tool that measures equal remuneration

Many companies and organizations committed to equality may, without being aware of it, not respect the principle of "equal remuneration for work of equal value" and attribute different levels of compensation to work that holds the same value guided by gender motivated considerations. 

The DIR seeks to support companies to align their business practices with the Women´s Empowerment Principles (WEPs), and to contribute to the realization of Principle 2, which establishes equitable treatment for men and women in respecting and defending human rights and non-discrimination. In addition, the DIR is available for use by companies and organizations involved in other initiatives of the United Nations system and other international agencies that promote gender equality in the private sector.  

• Who can use the DIR tool?

The DIR tool can be used by any employing organization including: private companies, public entities, associations or foundations, among others, that have a staff of workers.

To facilitate self-evaluation, the DIR tool has a simple and accessible design that accurately measures the possible existence of gender pay gaps within the company or organization. Thanks to various teaching materials prepared to facilitate the use of the tool, Human Resources departments will be able to enter the required data in an Excel table that preforms calculations and displays graphs automatically. It is important to note that since it is a self-evaluation tool, the confidentiality of both the information and the results provided by the analysis will remain within the private sphere of each company or organization. 

• What information will DIR tool provide?

After analyzing the required information, the company or organization will have precise information on whether the principle of equal remuneration between women and men for a work of equal value is being respected, what pay gaps exist between women and men, where and to what extent such differences occur, and where the potential origins of these differences may be.

With this information in hand, the company or organization can take the necessary steps to correct the identified gaps and eliminate the differences. In addition, DIR can be carried out periodically in order to monitor if the salary gap improves or regresses and act accordingly.

• How will DIR tool be beneficent?

Having a remuneration system that will respect the principle of equality for equal and equal valued work, regardless of whether the work is being done by men or women, will provide multiple benefits for companies and organizations. On one hand, it improves working relationships and creates a better work environment, while increasing productivity and helping to attract and maintain talent. Additionally, the commitment to equality shown by companies and organizations improves their social image and acts as an integral part of social responsibility policies.

DOWNLOAD THE DIR TOOL

*Acronyms respond to its original name in Spanish Diagnóstico de Igualdad de Remuneración (DIR)

This guidance note on “Closing Gender Pay Gaps to Achieve Gender Equality at Work” forms part of a tool kit to help companies implement the Women’s Empowerment Principles (WEPs). Produced by the WE EMPOWER –G7 programme jointly implemented by UN Women and ILO and funded by the European Union, this guidance note shows how closing the gender pay gap makes business sense and benefits both employers and employees. It specifically aims to support WEPs signatories in prioritizing, establishing and implementing equal pay policies and practices to ensure that all women and men are treated fairly at work (Principle 2). It also offers insights into UN Women’s self-assessment tool on equal pay for work of equal value.

On 6 August 2019, the WE EMPOWER Team hosted "Achieving Gender Equality through Diversity and Inclusion in the 21st Century Workplace" webinar.

The webinar explored how companies are building and improving their diversity and inclusion strategies towards achieving gender equality in the 21st century workplace in the context of the future of work.

MODERATOR:

- Meral Guzel, Women's Empowerment Principles Specialist, WE EMPOWER Programme, UN Women

OPENING REMARKS:

- Tim Rivera, Programs Officer, EU Delegation to the United States

PANELISTS:

- Rohini Anand, Senior Vice-President Corporate Responsibility, Global Chief Diversity Officer, Sodexo

- Robert Baker, Senior Partner, Leader of Diversity and Inclusion Consulting for the International Region, Mercer

On 13 September 2019, the WE EMPOWER G7 Team hosted "Parental Leave: Smart Companies Taking a Stand" webinar.

Paid parental leave is not only a matter of rights, but also smart for the economy. It is good for families, companies and societies. Smart companies lead by example showcasing their commitment to gender equality and women’s economic empowerment by implementing concrete paid parental leave policies for their employees.

The panelists provided concrete examples of actions and recommendations for parental leave related policies and initiatives.

MODERATOR:

- Anna Fälth, Policy Advisor and WE EMPOWER Programme Manager, UN Women

PANELISTS:

- Thorey Vilhjalmsdottir, Director, Capacent Iceland

- Dina Yorke, Director, Global Diversity & Inclusion, Schneider Electric

- Tiina Bruno, Founder, Parentsmart Employers

On 19 September 2019, the WE EMPOWER G7 Team hosted "Making Equal Pay for Women and Men a Reality" webinar.
The webinar organized by the WE EMPOWER - G7 Team explored concrete strategies to achieve equal pay for work of equal value and featured good business practices on measuring and closing gender pay gaps and pay transparency. The webinar highlighted UN Women’s new Diagnosis for Equal Remuneration self-assessment tool to help companies and other organizations assess whether their pay scales recognize work of equal value and measure the possible existence of gender pay gaps.

MODERATOR:

Meral Guzel, Women's Empowerment Principles Specialist, WE EMPOWER Programme, UN Women

PANELISTS:

Carla Kay Kraft, Advocacy and Communication Analyst, UN Women

Diana Kobac Deskovic, CEO, MAMFORCE

Stela Stare, Director of Rewards and HR Operations, INA

Raquel Coello Quemades, Regional Policy Specialist, Women’s Economic Empowerment, UN Women