At Aptar, we are committed to our people, and to creating a fair and equitable workplace where everyone can thrive. Managing this process begins with measurement, and we know it is vital to focus on representation and ensuring that all are paid fairly.
We have joined the Gender and Diversity KPI Alliance (GDKA), a group of diversity and inclusion advocates and more than 50 corporate leaders, to support the use of three key performance indicators (KPIs). These are high-level internal measurements that provide an overview of the diversity of our workforce.
Percentage of representation on an organization’s board
Percentage of representation by each employee category
Pay equality: the ratio of compensation by employee category (e.g. equal pay for equal work)
These KPIs measure gender and under-represented groups where applicable (i.e., race and ethnicity in the US). Globally, we are asked to measure gender and to evaluate other dimensions of diversity in any country where it is practical and feasible to do so. By using these KPIs, Aptar can evaluate results, not efforts. We can see what is working well and what needs to be an area of focus. We can understand if we have fair representation, and that pay is based on non-discriminatory factors. The KPIs provide a baseline and we will track them year by year to measure progress.
Nothing is more important to our success than our people. Our use of the KPIs indicates our deep commitment to our pipeline of talent.
