ESG HR - Social Indicators from HR
Auto-analyze sex parity and pay equity from HR data.
ESG HR integrates HR data to provide key social indicators for ESG reporting.
Analyze sex parity, calculate pay gap between male and female, track distribution by leadership level.
Key Features
Key points
• Analyze sex parity across organization, by department, by leadership level.
• Calculate pay gap between male and female employees.
• Normalize working hours for fair comparison.
• Analyze full-time vs part-time workers.
• Auto-integrate with existing HR data.
• Secure salary data access for HR Manager only.
Core EN/VI Terminology
| Fields | Trường dữ liệu | Description |
|---|---|---|
| Sex Parity | Cân bằng giới tính | Male/female distribution in organization. |
| Pay Gap | Chênh lệch thu nhập | Median wage difference between male and female. |
| Leadership Level | Cấp lãnh đạo | Reporting structure depth (Level 0, 1, 2+). |
| Full-Time Workers | Nhân viên toàn thời gian | Full-time employees. |
| Part-Time Workers | Nhân viên bán thời gian | Part-time employees. |
Sex Parity Analysis
Key points
• Leadership Level 0: Employees with no subordinates.
• Leadership Level 1: Level 1 managers (with direct reports).
• Leadership Level 2+: Senior managers (with multi-level reports).
Steps
1. Go to ESG → Measure → Social → Sex Parity.
2. View pie chart showing sex distribution: Male, Female, Other.
3. Group by Department to view distribution by department.
4. Group by Leadership Level to assess diversity in leadership.
5. Filter by Full-Time/Part-Time to compare employee groups.
Pay Gap Analysis
Pay Gap is the median wage difference between male and female, calculated as: Pay Gap (%) = (Median Male Pay - Median Female Pay) / Median Male Pay × 100.
Steps
1. Go to ESG → Measure → Social → Pay Gap.
2. View Pivot table: Rows = Job Position, Columns = Sex.
3. Group by Department to view gap by department.
4. Group by Contract Type to compare by contract type.
Pay Gap Interpretation
| Value | Meaning | Example |
|---|---|---|
| Pay Gap > 0% | Men earn more | Pay Gap = 10%: Men earn 10% more |
| Pay Gap = 0% | Equal pay | Complete equality |
| Pay Gap < 0% | Women earn more | Pay Gap = -5%: Women earn 5% more |
Working Hours Normalization
System auto-normalizes salary by working hours for fair comparison between full-time and part-time employees.
Salary is converted to hourly rate before calculating Pay Gap.
ESG Dashboard
Key points
• Go to ESG → Dashboard to view Sex Parity overview.
• Pie chart showing sex distribution on dashboard.
• Overall Pay Gap indicator (visible to HR Manager only).
• Click title or chart to access detailed analysis.
Best Practices
Key points
• Regular monitoring: Review reports quarterly to track trends.
• Identify weaknesses: Focus on departments/leadership with imbalance.
• Set targets: Establish specific goals for each department.
• Analyze causes: View details by position to understand Pay Gap causes.
• Adjust compensation: Prioritize adjustments where gap is largest.
• Update data: Ensure sex and salary information is always accurate.
• Protect privacy: Comply with GDPR when processing personal data.
User Groups and Permissions
Access Control
| Group | Main Permissions |
|---|---|
| HR Officer | View sex parity analysis, cannot view salary data. |
| HR Manager | Full access: view all analysis including pay gap. |