10.1 Organization’s tracking and delivery on its defined goals and targets, and communication of progress to various stakeholders through reporting.
Content
Description of Best Practices
Ensure reporting systems have statistical ability to sex-disaggregate employee satisfaction data, training hours, positions in company, use of leave and pay disparities (pay gap)
Ensure HR has capacity to analyze and use sex-disaggregated data
Regularly use data to analyze successes and areas for improvement
Regularly share data with upper management to inform decision making regarding allocation of resources and commitment to initiatives or goals
Mitigate confidentiality mistrust by utilizing a third party to administer the survey or anonymize
Challenges of Implementation
Companies are at varying levels of sophistication with HR analytics, which may inhibit their ability to sex-disaggregate and use data
Ability to capture subjective opinions (e.g., satisfaction level) may be compromised if employees mistrust confidentiality of surveys
Correcting pay gaps impacts finances, and there may not be funding to correct the gap
Changes that impact union contracts may take several years to implement
What Success Looks Like
Sex-disaggregated data meet industry standards and are routinely collected and maintained
Sex-disaggregated data are continuously available and used to make decisions
Identified gaps are closed
Resources and Tools
Report/Study: Guidelines on How to Collect Sex-Disaggregated Water Data (UNESCO)
Article: Measuring What Matters in Gender Diversity (Boston Consulting Group)