Chapter 04 · People & supply chainsHuman Rights & Social Sustainability
Gender pay gap
Definition
The gender pay gap is the difference in average pay between women and men or between gender groups within a workforce or defined population.
References
This reference provides supporting context for how “Gender pay gap” is defined and used.
Overview
What it means in practice
Gender pay gap should be read as a human-rights and social-sustainability term. Its meaning depends on affected people, power relationships, local context, evidence and remedy.
In practice, users should state the boundary, actor, evidence and decision context. That keeps gender pay gap specific enough for review without turning it into a generic assurance claim.
Why it matters
Gender pay gap matters because social language can affect rights, voice, safety and remedy. Clear wording helps keep attention on people affected rather than only on corporate processes.
Common misconception
A common error is to treat Gender pay gap as a community or workforce relations label only. The stronger approach is to state who is affected, what right or interest is at stake, and what evidence or remedy exists.
Review questions
Who is responsible, and who is affected? What evidence supports the term? What limitation, authority or remedy would change how a reader interprets it?
How it is used
The term appears in workplace policy, sourcing, human-rights due diligence, community engagement and supply-chain management, where employers, buyers, suppliers, governments, workers and affected communities use it to classify, assess or communicate the difference in average pay between women and men or between gender groups within a workforce or defined population.
Its correct use depends on the affected population, supply-chain boundary, local context, timeframe and evidence from rights-holders.