4.3 Conduct equity and impact analysis of benefits, including usage/uptake of benefits
Content
Description of Best Practices
Benchmark your benefit schemes on a regular basis against national legislation, country best in class and international best practice to determine benefits supporting gender equity
Conduct periodic benefit analysis surveys to determine equitable distribution and use of benefits
Ask women and men separately which benefits are important for them
Adjust accordingly if benefits are not being equitably distributed/used
Challenges of Implementation
Human Resources Information System (HRIS) may not capture all relevant data categories
Cultural norms within some countries may lead to unequal use of benefits
Corporate culture may discourage use of some benefits
Managers may have negative opinions about employees using company benefits
What Success Looks Like
The company periodically conducts benefits data analysis, disaggregates the data by sex and addresses benefit inequities
Increased numbers of men and women equitably using benefits
Through communication, showcasing good practice (e.g., users of paternity leave), and leading by example, the company demonstrates a culture in which employees feel comfortable using their benefits
Resources and Tools
Article: The Most Desirable Employee Benefits (Harvard Business Review)
Article: These Are the Benefits Women Actually Want at Work (Fairy God Boss)
Report/Study: Tackling the Gender Pay Gap (UN Women)