Gender Equality Plan
7
Gender budgeting and remuneration policy
Objective
To guarantee equal pay between women and men, improving the control of factors that can lead to direct or indirect discrimination between women and men regarding remuneration.
Gender Budgeting
Measure 7.1
Budgets are not gender-neutral in their effects. Gender sensitive budgets can contribute to gender equality. The main objectives of “gender budgeting” are: a) to promote equity, efficiency and effectiveness in the planning and implementation of ICM policies; b) to favour transparency in the allocation and redistribution of resources; c) to increase awareness through information and stakeholders’ involvement; and d) to increase the development of human capabilities from an equality perspective.
The main purpose of this measure is to introduce gender equality into the budgetary process. This means a gender-based assessment of budgets, incorporating a gender perspective at all levels of the budgetary process and restructuring revenues and expenditures in order to promote gender equality. Being aware of the budget level of gender impact is the first step to start a process of institutional change.
Main actions:
- To establish and implement a methodology for gender budgeting analysis/audit.
- To improve the budget management control tools and to collect all data regarding ICM budget disaggregated by sex.
- Considering the results of the previous analysis, to elaborate a proposal for budget reclassification (Gender-Responsive Budget) for the next budgeting phase and present it to the Governing Board.
- To implement the agreed reclassification of budget items.
- To monitor changes in the organization with respect to gender equity issues resulting from the reclassification of selected budget items.
- To monitor, more specifically, the funds assigned to the GEP measures.
Gender Pay Gap: analysis and action
Measure 7.2
The Gender Pay Gap (PGP) is a key indicator to assess pay policy from a gender perspective; the GPG is defined as the difference between the average pay of women and men, for equal positions, expressed as a percentage.
This indicator highlights the extent to which various factors combine to undermine effective equality between women and men in the workplace. Some of these factors are horizontal segregation, differences between women and men in promotion and access to positions of responsibility (vertical segregation/glass ceiling) or the greater weight of work-life balance efforts among women.
This measure aims to assess the transparency of retributive policy and whether there is a wage gap between women and men, and to address the factors that favours it.
Main actions:
- To carry out a cross-cutting analysis of the salaries of the entire workforce.
- To propose the Director and Governing board a set of actions to reduce the incidence of factors contributing to the GPG (falling under the scope of the ICM), conducive to the GPG eradication.
- To implement the agreed actions according to planning and assess their scope.
