The work of diversity in Human Resources is no longer an anecdotal concept but has become a competitive advantage long desired by companies, and the characteristics of a very productive team.
In terms of gender diversity, the law 11/2018 of Non-Financial Information and Diversity includes the obligation to report publicly the salary gap between men and women in the company, but it doesn’t regulate the methodology how it calculates this gap.
ATREVIA and CBI have organized this Tuesday a breakfast with people from the sector at its offices in Madrid, with the intention to debate on how to obtain this information in a trustworthy manner and what to do with the results acquired.
Maria del Barco, director of Cultural Transformation at ATREVIA, has introduced this meet, highlighting that, in a moment like the one we have today, in where companies compete in the economy of reputation, more than ever reducing the salary gap create relevance and growth. Companies should have in their priorities acquire the favorable outlook of their stakeholders in terms of respect, admiration and trustworthiness.
In a context in where, although there has been a rise in presence of women in the board of directors, specifically tangible in the last 20 years, we are still behind of the European average, “ beat these stereotypes starts by involving, mobilizing attitudes and eliminating possible blind spots”, added Barco.
Sergio Brihuega, CEO de CBI Consulting, had an intervention which was focused in the need of communicating this information with the adequate context to avoid manipulation by the media of this information and act against the company. “There are areas that have disparity on proportion between males and females. There are a lot of factors that determine the difference the salary gap and they have to be taken into account at the moment of doing calculations and at the moment of communicating, given that this information its used daily in the communication world”.
“Even the current laws have obligated to better the quality of what is reported, that is why it is so important to anticipate and to research organizations”, he concluded before adding that, “what is not measure does not exist, companies should have all the tools available to analyze, calculate and measure salary inequality in their organizations or companies and what causes them”.
The event also had the participation of Eva Marcos Solomando, Chief People Office, Leticia Cerrillo Global Rewards and Migel Angel Ramos, Global Business Controler, that have explain how they fight this issue from Telefonica. In their case they are clear that, “accepting that reality can’t be change puts us in an advantage point. The gap can’t be negated, we have to explain it”. For this reason, “ from the first moment what we did was to involve all teams and seek the help of a consultancy”, their gamble is based on, “in the transparency and communication, for this, we considered essential to have an action plan and a methodology in detailed that helps find the maximum information possible and for this one to be valuable”.
They all agreed in mentioning that the only path to a better management of the salary gap is of that one that fights for more transparency and capability with companies, at an internal and external level.
