GENDER EQUALITY
IN THE WORKPLACE
QUESTIONNAIRE
2019 EDITION
DATE
of entering data
COMPANY NAME
NAME
of person entering data
POSITION
of person entering data
E-MAIL ADDRESS
of person entering data
PHONE NUMBER
of person entering data
Equileap is the leading organization providing to companies by sending questionnaires, to
data and insights on gender equality in the allow them to send us the best available data.
corporate sector. We research and rank over
3,000 public companies around the world This is your opportunity to submit your
using a unique and comprehensive Gender company’s latest and most accurate public
Equality Scorecard™ with 19 criteria, including data into our database, and we invite you to
the gender balance of the workforce, senior fill out this questionnaire and send it back to
management and board of directors, as well as us.
equal pay, parental leave, non-discriminatory
hiring and promotion and supply chain safety. Please note your company will be included in
our ranking regardless of your participation
Equileap’s gender equality scoring in answering the questionnaire. However, we
methodology (the “Equileap Scorecard”) welcome receiving your data directly from
was developed by Equileap to assess a you.
company’s commitment to gender equality.
It was inspired by the UN’s Women’s Please note we can only accept answers
Empowerment Principles and is the result that are supported by publicly available
of extensive deliberation between experts information, such as public reports and
in finance, business, economics and gender. documents, and the company website. Please
The Equileap Scorecard is currently the most fill in the required fields with as much detail as
comprehensive ranking system available possible (e.g. use quotes from sources, page
to measure a company’s progress towards numbers, urls, and screenshots of websites).
gender equality.
For example:
The Equileap Scorecard allows Equileap “The percentage of women in senior
to collect information methodically about management is 45%,” Sustainability Report
companies, based on a set of pre-identified 2018, page 15, www.companyname.com/
criteria and turn it into data. This information SR2018
is then used to produce the Equileap Gender
Equality Global Report & Ranking, which is The deadline for returning this questionnaire
published once a year. is May 15, 2019. If you have any questions
or if you encounter any technical difficulties
Equileap uses a two-fold research approach. please let us know at research@equileap.org.
First, we gather publicly available information Thank you for your commitment to gender
provided by the companies themselves either balance and equality and your collaboration.
in their annual reports, sustainability reports
or on their websites. Second, we reach out Th e E q uil ea p Te a m
Technical Note: Please download and save this PDF
to your computer before filling in any information.
Information added in the web browser will not be saved.
CATEGORY A / GENDER BALANCE IN LEA- Add Evidence: include quotes, page numbers,
DERSHIP AND WORKFORCE source documents, and urls:
Q1: Board of Directors or Non-Executive
Board
Note: Board of Directors refers to the group of people who
jointly govern the company, establish broad policies, set
out strategic objectives, and appoint the CEO. Where the
company has a Supervisory Board and a Management Board,
this refers to the Supervisory Board.
What type of Board of Directors does your
company have? Please include the names, titles and a short
One-tier Board profile of female Board members:
Two-tier Board
Hybrid Board
Other: please explain
How many people compose the Board of
Directors?
Q2: Executives or Executive Board or
C-Suite
Note: Executives refers to the highest level and most influential
How many of these people are women? group of people that oversees the business operations of
the company and form the C-Suite, company executive
committee, or equivalent.
What is the percentage of women on the How many people compose the Executive
Board of Directors? Board/Executives/C-Suite?
How many of these people are women?
What is the percentage of female Executives/ Add Evidence: include quotes, page numbers,
members of the C-Suite? source documents, and urls:
Add Evidence: include quotes, page numbers,
source documents, and urls:
Q4: Workforce
Note: Workforce refers to all the employees in the company.
How many people compose the company’s
Please include the names, titles and a short workforce?
profile of all female executives:
How many of these people are women?
What percentage of the company’s workforce
is composed of women?
Q3: Senior Management or Managers
Add Evidence: include quotes, page numbers,
(not including Executives)
source documents, and urls:
Note: Senior Management are the group of individuals at the
highest level of day-to-day management of the company as
defined and reported within the company. This is the group
of senior managers that report to the Executive C-Suite or
Executive Committee/Board.
How many people compose Senior
Management group?
How many of these people are women?
What percentage of the company’s Senior
Management is composed of women?
CATEGORY B / EQUAL COMPENSATION & Does the company have a strategy, or has it
WORK-LIFE BALANCE acted, to close any gender pay gap identified?
Yes
Q5: Fair Remuneration
No
Does the company have a fair remuneration
policy or equivalent?
Has the company published figures showing a
Note: A fair remuneration policy refers to a policy mean overall gender pay gap in the company
guaranteeing a living wage to all employees. It does not refer of less than or equal to 3%?
to board/executive remuneration policies or minimum wage
Yes
compliance.
No
Yes
No Has the company published figures showing
the company provides equal pay for equal
work in all pay bands (at least 3 bands,
Add Evidence: include quotes, page numbers, including the highest) of less than or equal
source documents, and urls: to 3%?
Yes
No
Add Evidence: include quotes, page numbers,
source documents, and urls:
Q6: Equal pay / Gender pay gap
Note: The overall gender pay gap refers to the difference/
ratio between the average (mean) salary of all women in
the company and the average (mean) salary of all men in
the company. Gender-segregated pay information across
all bands refers to the difference/ ratio between the
Please provide information on the auditing
remuneration for women and for men in every pay band of
process on pay/ remuneration (e.g. internal /
the company.
external / name of external auditor):
Has the company published gender-
segregated pay information or an overall
gender pay gap (mean/ average)?
Yes
No
Has the company published gender
segregated pay information in all pay bands
(at least 3 bands, including the highest)?
Yes
No
Q7: Parental Leave is primary care leave is available to men
only or to both men and women;
Note: Primary and secondary carer leave refer to parental
is this leave also available to all your
leave taken directly before and after a child is born. This is
employees at a global level? Or, only in
leave that can be taken in one or multiple of the following
certain countries?
cases: 1) an employee gives birth, 2) an employee’s partner
gives birth, 3) an employee adopts a child under the age
Add Evidence: include quotes, page numbers,
of 16. The primary carer is whichever parent has the main
source documents, and urls:
responsibility for the child, irrespective of their gender.
The secondary carer is whichever parent has secondary
responsibility for the child, irrespective of their gender. Some
companies refer to these policies as maternity and paternity
leave policies, respectively.
Does the company offer employees paid
primary carer leave in the country of
incorporation?
Yes
No Q8: Flexible Work Options
If yes, please explain: Does the company offer flexible working
the number of weeks leave; hours and/or flexible work locations in the
note if this leave is fully paid or partially country of incorporation?
paid; Note: Also known as flextime, a flexible hours schedule that
is the primary care leave is available to allows workers to alter workday start and finish times. For
women only or to both men and women; example, an employee works from 10 a.m. to 6 p.m. rather
is this leave also available to all your than from 8 a.m. to 4 p.m. The total working time required of
employees at a global level? Or, only in employees on flextime schedules is the same as that required
certain countries? under traditional work schedules. Flexible locations includes
working from home/telecommuting.
Add Evidence: include quotes, page numbers,
source documents, and urls: Yes, flexible workings hours
Yes, flexible working locations
Yes, flexible working hours and flexible
working locations
No
Add Evidence: include quotes, page numbers,
source documents, and urls:
Does the company offer employees paid
secondary carer leave in the country of
incorporation?
Yes
No
If yes, please explain:
the number of weeks leave;
note if this leave is if it is fully paid or partially
paid leave;
CATEGORY C / POLICIES PROMOTING Q11: Freedom from Violence, Abuse &
GENDER EQUALITY Sexual Harassment
Does the company have an anti-sexual
Q9: Training & Career Development harassment, anti-gender violence policy or
equivalent?
Does the company have a training policy that
covers all employees- including both men Note: The policy should explicitly prohibit sexual harassment,
and women? define the complaint procedure and explain the processes
to discuss incidents confidentially and seek assistance and
Note: Training and career development opportunities are
advice.
available to employees at all levels, not just in management/
leadership positions. Please make a note of any programmes Yes
specifically targeting women.
No
Yes
Add Evidence: include quotes, page numbers,
No
source documents, and urls:
Add Evidence: include quotes, page numbers,
source documents, and urls:
Q12: Safety at Work
Does the company have an employee health
Q10: Recruitment Strategy and safety policy?
Does the company have an Equal Yes
Opportunity Policy or equivalent, to ensure
non-discrimination against any type of No
demographic group including women?
Add Evidence: include quotes, page numbers,
Yes source documents, and urls:
No
Add Evidence: include quotes, page numbers,
source documents, and urls:
Q13: Human Rights Q15: Supplier Diversity
Does the company have a human rights Does the company have a supplier diversity
policy? programme/policy? If yes, does it support
women-owned companies?
Yes
Note: Women-owned businesses are at least 51% owned and
No
controlled by women.
Add Evidence: include quotes, page numbers, Yes
source documents, and urls:
No
Add Evidence: include quotes, page numbers,
source documents, and urls:
Q14: Social Supply Chain
Does the company actively engage in social
supply chain management?
Q16: Employee Protection
Note: Social supply chain management includes actions
and policies that show the company manages any risks in Does the company have an employee
the supply chain. We look for specific policies ensuring that protection policy (e.g. whistleblowing or anti-
company suppliers do not use forced labour or child labour, retaliation policy)?
exploit or harass workers, engage in human trafficking, or
Yes
abuse human or labour rights in any way.
Yes No
No
Add Evidence: include quotes, page numbers,
source documents, and urls:
Add Evidence: include quotes, page numbers,
source documents, and urls:
CATEGORY D / COMMITMENT, TRANSPA- Q18: Audit
RENCY & ACCOUNTABILITY
Has the company undertaken an independent
assessment and certification for gender
Q17: Commitment to Women’s Em- equality? If Yes, please share the name of the
powerment auditing party, the certificate awarded and
the year the certificate was awarded.
Is the company a signatory of the Women’s
Empowerment Principles? Yes
Yes No
No
Add Evidence: include quotes, page numbers,
source documents, and urls:
Add Evidence: include quotes, page numbers,
source documents, and urls:
Please send your questionnaire to
research@equileap.org
