Reporting Gender Pay Gaps in OECD Countries
Guidance for Pay Transparency Implementation, Monitoring and Reform
Pay transparency policies are gaining momentum throughout the OECD. Over half of OECD
countries require private sector firms to report their gender pay gap statistics regularly
to stakeholders like employees, employee representatives, the government, and/or the
public. Gender pay gap reporting, equal pay audits and other pay transparency policies
help advance gender equality at the workplace, as these measures present up-to-date
information on a firm’s gender pay gap, encourage employers to offer equal pay for
work of equal value, and give individual workers and their representatives valuable
insights to fight for pay equity. This report presents the most thorough stocktaking
to date of gender pay gap reporting policies and evaluations across OECD countries,
and offers guidance to countries interested in introducing, reforming and monitoring
their pay transparency systems to promote equal pay for women and men.
Available from June 13, 2023
In series:Gender Equality at Workview more titles
TABLE OF CONTENTS
| Foreword | |
| Executive summary | |
| Pay reporting for gender equality | |
| Gender pay gap reporting in OECD countries: Who reports? | |
| The nature of pay gap reporting: What is reported? | |
| Equal pay audits: A more intensive pay transparency tool | |
| Communicating gender pay gap reporting rules and results | |
| A closer look at compliance: Incentives and penalties in enforcing gender pay gap reporting | |
| Practical tools to facilitate gender pay gap reporting | |
| OECD follow-up questionnaire on pay reporting rules to promote equal pay |
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