3 steps to meet the Transparency and Gender Pay Equity Report requirement and improve equity policies

More than just filling out forms, companies need to adjust their compensation, career, and development practices to build equitable work environments

Companies with more than 100 employees have until August 31 to submit the data for the next edition of the Transparency and Gender Pay Equity Report.

More than just fulfilling a semiannual obligation, which has already become routine for many organizations, this submission represents an opportunity to evaluate internal practices, identify potential inequalities, and strengthen policies aligned with the principles of equity.

Although providing this information is a mandatory requirement established by Law No. 14,611/2023, known as the Equal Pay Act, this requirement should prompt reflection on the criteria companies use for hiring, professional development, promotions, and setting compensation.

Below are measures aimed at ensuring compliance with this obligation and improving internal policies.

1. Ensure compliance with the semi-annual obligation

The first step is to ensure that the information provided on the Emprega Brasil Portal for the preparation of the Gender Pay Equity Report is accurate and consistent with the company’s official records. Some of the employee data is extracted from eSocial, but the report also requires information on management practices.

Among the points that must be considered are:

• the existence of a job and salary plan or career plan;
• policies for hiring women (Black women, women with disabilities, women experiencing violence, female heads of household, LGBTQIA+ women, and Indigenous women);
• policies for promoting women to executive and managerial positions.

It is also important to ensure that the report is widely disseminated. The Ministry of Labor continues to oversee the publication of the document. If a company fails to disclose the report, it may be subject to an administrative fine of up to 3% of its payroll, capped at 100 times the minimum wage. In addition, organizations may face penalties in cases of proven wage discrimination between men and women.

2. Review recruitment, development, and compensation policies

The requirement to report information every six months underscores the importance of companies continuously evaluating their processes.

Pay gaps may be associated with various factors, such as a lack of objective criteria for career advancement, poorly organized compensation structures, or limitations on women’s access to strategic positions.

Therefore, companies should assess:

• how pay ranges are established;
• what criteria guide promotions and pay raises;
• how hiring processes are conducted;
• what actions encourage women’s representation in leadership roles.

The challenge is to identify initiatives that can be implemented to improve equity.

3. Transforming a legal obligation into an ongoing strategy for promoting equality

The semiannual publication of the Gender Pay Equity Report underscores the need for constant monitoring of human resources management.

It is recommended that organizations use the data generated by the report as a diagnostic tool and decision-making support, tracking diversity indicators and development opportunities.

The adoption of preventive measures, such as the periodic review of compensation criteria and leadership training, contributes to building a more equitable environment.

Support for compliance and strengthening equity

Domingues e Pinho Contadores, through DPC HR Solutions, assists companies in complying with legislation and defining actions that promote and strengthen equity.
This support goes beyond simply completing the report: it involves analyzing data, identifying opportunities for improvement, and developing policies for recruitment, compensation, and career development. Count on the support of the DPC HR Solutions team: dpc@dpc.com.br.