For the ninth year in a row, hkp/// group has examined top executive compensation in a global context. This article gives insights on the methodology for gender pay gap analyses as well as on the
results of this year’s special analysis: compensation differences between female and male managers in selected countries world-wide.
The gender pay gap – as well as the methodology behind its calculation – has been widely discussed in the media. But questions have been raised about the reliability, quality and accessibility of the data, as well as the validity of the corresponding results. Indeed, it is very difficult to obtain a comprehensive data set – a data set that includes information on compensation, job value, degree of part-time employment, education level, number of children or duration of parental leave. That lack of comprehensive data makes analysis of the gender pay gap rather challenging and may, in fact, lead to contradictory results and misleading conclusions.
This is a challenge companies face even when it comes to analyzing their own internal data. Because the availability of quality data is so limited, it becomes even more important to apply a robust analytical framework to the information that is available in order to draw robust conclusions.
The unique hkp/// group approach of collecting and matching compensation data for its compensation surveys provides for an e