Laws and attitudes are changing across the globe to reduce the gender pay gap though mandatory reporting.
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The prevalence of gender pay gap (GPG) in favor of men across countries and corporations is global and quasi-universal across employers. The GPG reporting landscape is rapidly evolving, as an increasing number of countries around the world are taking the lead to introduce legislation aimed at narrowing the gap.

Keeping pace with the myriad of existing and emerging legal requirements that vary across countries can be particularly challenging for multinational employers, as there is no one-sizefits-all approach or narrative suited for all the countries in which they operate. The challenge is simultaneously managing the reputational impact of GPG reporting, maintaining employees’ trust and remaining a competitive recruiter while corporate HR strategies and action plans aimed at addressing any GPG are developed and implemented. In particular, multinational employers making GPG indicators public in one country are likely to face similar disclosure requests from their employees in other countries, even if they may not be required to do so by local legislation.

The objective of this white paper is to inform future HR strategies of multinational companies, highlighting potential GPG reporting risks (reputational and other) that should already be on corporate radars in light of recent trends in worldwide legislation aimed at narrowing and ultimately closing the GPG.

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