HOW TO REPORT PROGRESSINTRODUCTION
Tracking performance and progress towards gender equality and women’s economic empowerment is a corevalue of the WEPs since it allows companies to uphold their commitments to gender equality in the workplace,marketplace, and community.
This step-by-step guide is designed to help Women’s Empowerment Principles (WEPs) Signatories
report on progress against eight (8) Essential Indicators of the WEPs Transparency and Accountability
Framework on your company profile page (see how to create it here).
The data that you provided at the time of signing the WEPs (“Baseline”) will remain as is. You have theoption to make this data “Public” (visible on the WEPs website) or “Private” (available only to UN Women).
Please note that this data will be used for analysis by the WEPs Secretariat only and will not be
disseminated or shared with third parties.

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THE WEPS TRANSPARENCY AND ACCOUNTABILITY FRAMEWORKThe WEPs Transparency and Accountability Framework (see the full T&A Framework in the WEPs brochure here)
is divided into four distinct categories. This step-by-step guide covers only the first category:
1. Essential Indicators – these indicators measure positive, irreversible and sustainable change towards
gender equality.
2. Complementary Indicators – these indicators measure key areas to tackle systemic barriers to genderequality. Their implementation may differ by country, industry and size of company.
3. Input and Support Measures Indicators – these indicators tracks Signatories inputs to change, suchas policies, practices and measures that are foundational to achieving gender equality and women’sempowerment.
4. Additional Indicators.

THE WEPS REPORTING INDICATOR PLATFORM
I.

Start with SIGN into your Company Profile Page.

If you don’t have one, please see here for guidance to set up this page.

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HOW TO REPORT PROGRESSII. Once you have signed in, select “EDIT” to enter into your Company Page.

III. Scroll down to the section on SHARE YOUR PROGRESS where you will find the option to complete
eight (8) indicators. You can select “Public” (to be displayed on the WEPs website) or “Private”(for record keeping of UN Women).

BEFORE YOU GET STARTED
1. While the T&A Framework captures data disaggregated by sex, we encourage broader diversity datacollection for intersectional analysis (e.g. age, race/ethnicity, nationality, disability, sexual orientation).
2. All the data should be provided for the last fiscal year, and cover at least 80% of your company’semployees.

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HOW TO REPORT PROGRESSTHE EIGHT INDICATORS
1. Percentage of women and men employees as a percentageof total number of employees

DEFINITION:

Employees include (i) permanently contracted and (ii) temporarily contracted (such asseasonal) workers on a Full-Time Equivalent (FTE) basis. This follows the HIPSO definition
for FTE, which includes directly hired individuals and individuals hired through third party
agencies so long as those individuals provide on-site services related to the operationsof the client company. This also includes FTE worked by seasonal, contractual andpart-time employees.

CALCULATION: To calculate the percent of FTE employees that are women, count the total number ofFTE women employees, and divide this number by the total number of FTE employees.
The same calculation can be done for men employees. As per the HIPSO definition
above part-time jobs can be converted to full-time equivalent jobs on a pro rata basis,
based on local definition (e.g. if the working week equals 40 hours, a 24 hr/week job
would be equal to 0.6 FTE job). Seasonal or short-term jobs are prorated based on theportion of the reporting period that was worked (e.g., a full-time position for three months
would be equal to a 0.25 FTE job for a reporting period of one year). If the information
is not available, the rule-of-thumb is two part-time jobs equal one full-time job.

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2. Percentage of women and men in senior management positions as
a percentage of total number of senior managers in the organization

DEFINITION:

Senior managers are defined as FTE employees at C-Suite level or equivalent(e.g. Managing Directors, Partners). Titles may change depending on size and structureof a company, so signatories should use their judgement to assess whether positions
are C-Suite equivalent.

CALCULATION: To calculate percent of senior management who are women, signatories should divide
the number of women senior managers by the total number of senior managers.

3. Percentage of women and men on the company board

DEFINITION:

Board members are defined as members who play an active role on the Board. An activerole may include acting in an advisory capacity for key decisions and does not necessarily
require a full-time role in the organization.

CALCULATION: To calculate percent of Board members who are women, signatories should divide thenumber of women on the Board by the total number of Board members.

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4. Ratio of women’s salary to men’s salary

DEFINITION:

Women’s and men’s salaries include three components: (1) Fixed salary – a salary that aperson receives on a stable or fixed basis, that is, the employee receives the sameamount every month (or pay period). (2) Additional salary – this is the salary that anemployee receives on a temporary basis, for example, associated with the performanceof a longer period of work, or as compensation for an expense that they had to incur.
This amount varies from month to month (or pay period). (3) Variable salary – a salarythat the employee receives in recognition for their performance or for the overall resultsof the company or organization.

CALCULATION: Calculate women’s salaries by adding up all the salaries and dividing by the number ofwomen. The same calculation should be performed for men. Then divide the average
women salaries by average men salaries. Both cash salaries and salaries in kind(according to their objective economic valuation) should be counted as do taxes andsocial insurance, whether payed to the worker or to the public authorities (the full costto the company). To calculate salary data, it must be comparable and the time period
need to be the same for all employees, preferably one full year. If you plan to include
employees who have not been employed for the entire period (one year), their salaries
should be increased proportionately. For example, if a person has been employed for6 months their salaries should be multiplied by 2. For example, the person has a Fixed
Salary of 15,000 per year, working 50% of the working day, then this calculation will resultin 30,000 per year (allowing you to compare your salary with that of people who work
100% of the working day).

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5. Percentage of newly hired FTE employees – women and men

DEFINITION:

New hires are defined as an employee (1) who has not previously been employed by thecompany/organization; or (2) who was previously employed by the company/organization
but has been separated from such prior employment for at least 60 consecutive days.

CALCULATION: To calculate percentage of newly hired women employees, signatories should divide thenumber of newly hired FTE women employees by the total number of FTE newly hired
employees. To calculate the percentage of newly hired FTE men employees, signatories
should divide the number of newly hired men employees by the total number of newly
hired employees (or just subtract the percentage of newly hired women employees
from 100 percent).

6. Percentage of promotions and career opportunities – women and men

DEFINITION:

Ratio of FTE women and men in senior management (see #2 above) compared to ratioof FTE women and men employees (see #1 above).

CALCULATION: To calculate percent of promotions and career opportunities for women and men, referto the definitions of employees and senior management above. Then divide the ratio ofFTE women in senior management by the ratio of FTE women employees; and thendivide the ratio of FTE men in senior management by the ratio of FTE men employees.

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HOW TO REPORT PROGRESS

7. Retention rate of women and men FTE employees who took parental leave.

DEFINITION:

Parental leave includes maternity, paternity, parental and adoption leave. Eligibility isdefined by the national legal requirements and any additional eligibility criteria that theemployer may have for additional benefits. The retention rate is determined by employees
retained in the company or organization 12 months after returning from parental leave.

CALCULATION: To calculate the retention rate of women, divide the total number of women employees
retained in the company or organization 12 months after returning to work following aperiod of parental leave by the total number of women employees taking parental leave.
Same calculation to be performed for men taking parental leave.

8. The Company has a confidential, anonymous grievance, resolution,
reporting and non-retaliation mechanism and procedure to address
and respond to incidents of violence and harassment.

CALCULATON:

Select yes if your company has a confidential, anonymous grievance, resolution, reportingand non-retaliation mechanism and procedure to address and respond to incidents ofviolence and harassment.

To finalize your data entry, select “SAVE”.

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HOW TO REPORT PROGRESSVISIBILITY
1. To find your company in the public-phasing view, select “COMPANIES” in the top menu, or go directly
to www.weps.org/companies

2. Search for your company in the search bar.
3. You can find other companies profile pages by selecting, “COMPANY PROFILE” in the left side filter.

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HOW TO REPORT PROGRESS

4. You will find your company’s progress report on your company profile page. Note that only those thatyou have selected as “PUBLIC” will be visible here.

5. Every time you update your data or information on your profile page, the date will be updated.

Thanks a lot for your effort
to track performance on gender equality!

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HOW TO REPORT PROGRESS

Funded by:weps.org

Principle 1

Establish high-level corporate leadershipfor gender equality.

Principle 2

Treat all women and men fairly at work– respect andsupport human rights and nondiscrimination.

Principle 3

Ensure the health, safety and well-being of
all women and men workers.

Principle 4

Promote education, training and professional
development for women.

Principle 5

Implement enterprise development, supply chain
and marketing practices that empower women.

Principle 6

Promote equality through community initiatives
and advocacy.

Principle 7

Measure and publicly report on progressto achieve gender equality.

Produced by:weps@unwomen.org@WEPrinciples

In support of:11