Steps to easily create a gender impact report

1 of April, 2025

Is your company egalitarian? The gender impact report analyzes the results and effects of different policies on the lives of workers separately. This human resources KPI aims to identify, prevent, and avoid the occurrence or increase of gender inequalities. To do this, we have this HR report. It will be necessary to identify social differences and their origin, considering that “equality” is not similarity, but homologation in rights and opportunities.

What is the gender impact report

Among the different HR indicators that you can include in your human resources dashboard, we find the gender impact report. It is a basic document where the effects of different proposals on equality are analyzed and evaluated in detail. When a government presents a law or a change in regulations, it includes it for gender perspective treatment and advocates for woman-man equality. In the company’s case, it serves to understand the measure’s impact on equality. It can be completed in five steps.

Definition of policy purpose

We will start the gender impact report with the objective definition, which involves identifying what you want to improve and how it connects with gender equality. of course, it must be done from a gender approach. For this, we can consider issues like these:

• What social or inequality problem are we addressing with the measure whose gender impact we are going to evaluate?
• Why are we thinking about that measure for that specific situation?
• Will the intervention help us achieve gender equality in the company?
• How will said intervention contribute to gender equality?
• What gender equality goals are there in that field?

Check gender relevance

Once we have contextualized the measure we want to implement, we analyze gender relevance. In other words, we check whether it affects gender equality or not. For this, we have a target group (people) and the impact on the target group (improvement or damage to the position of women and men). We can talk about a direct or indirect impact. When it is a direct impact, we refer to measures that immediately affect the position of women and men. For example, the promotion of employment for a group (over 55, disabled, young people …).

On the other hand, measures with an indirect gender impact are related to the means of providing some resources or services. They do not directly affect people, but it is undeniable that behind these provision procedures there are people, starting with our employees, who may be affected by them. Also in terms of gender. For example, the implementation of a technology development program in the company can reinforce, maintain or reduce gender inequality.

Gender-sensitive analysis

As we pointed out earlier, gender impact refers to the effect of the measures that the company adopts on the living conditions of women and men. Thus, the next step in the gender report will be precisely determining the impact of the measure to implement on effective equality in the organization. To do this, we will resort to tangible results such as those from the HR dashboard. On the one hand, we take into account the current situation and its possible evolution without any intervention.

On the other hand, gender analysis will calibrate, with the greatest possible precision, how we expect the planned intervention to change the existing situation. This analysis can be done based on four key points:

1. Analysis of the situation of men and women
2. Identification of existing gender inequalities
3. Consideration of inequalities in access to resources
4. Consideration of norms and values that regulate the process of access and control of resources

Weighing gender impact

After identifying the effects of the measures on equality, they must be measured. Human resources indicators such as participation of men and women, access to and control of resources, or social norms and values based on gender will play a decisive role in this. For example, we will take into account the representation of men and women – which should not be less than 40% for each sex – or the gender gaps that human resources KPIs have revealed (absenteeism, salary).

Gender impact report conclusions

Reaching this point, we can draw conclusions from the gender impact report. Beyond what the conclusions say, the report should end with a series of proposals for promoting gender equality based on the existing situation. To do this, it has to be detected how we can strengthen equality between women and men in different parts of the initiative project. Naturally, it will be necessary to identify related human resources indicators to monitor the evolution of the results.

This involves evaluating the indicators available in our HR dashboard and their usefulness for following progress on equality. If there is not enough information, the results we get will not be conclusive. In this way, you can produce a successful gender impact report, with which the company can detect and solve any existing gender gap.

Iris Serrador

People Partner | LinkedIn | | Web | +post

Customer-oriented, both internally and externally, specializing in the definition and implementation of HR policies, as well as talent management, recruitment, and retention. Strong leadership, communication, negotiation, organization, and team coordination skills. Over 12 years of experience in Human Resources.

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