Pay transparency is an important tool for understanding how compensation is distributed within organizations. The Transparency and Equal Pay Report for Women and Men – Second Half of 2026 brings together indicators on compensation, workforce composition, remuneration criteria, and diversity-related initiatives.
During the period analyzed, 181 active employees as of June 30, 2026 were included. The data is based on eSocial, the Monthly RAIS, and information from the Emprega Brasil Portal, taking into account compensation from July 2025 to June 2026, as well as supplementary information collected in August 2026.
Transparency Starts with Data
More than simply presenting figures, a transparency report helps provide greater visibility into different aspects of an organization’s workforce and compensation structure. The analysis considers criteria such as professional experience, job and salary plans, remuneration criteria, achievement of targets, and availability for specific activities.
The document also presents the composition of employees by sex and race/color, as well as information related to promotion, hiring, diversity policies, and the sharing of family responsibilities. These elements help provide a broader perspective on people management practices.
Different Indicators Provide a Broader Perspective
One of the central aspects of the report is the presentation of two compensation indicators, which should be considered together.
The median contractual salary of women corresponds to 125.9% of the median contractual salary of men. Meanwhile, the average monthly compensation of women corresponds to 77.5% of the average monthly compensation of men.
The two metrics represent different perspectives. While the median reflects the midpoint of the contractual salary distribution, average monthly compensation reflects the average amount received during the period analyzed. For this reason, these indicators should not be interpreted in isolation, but rather within the context of different occupational groups and the composition of the workforce.
Read also: First Half – Pay Transparency and Equity as a Pillar of Governance – Adfert
The Analysis Also Considers Occupational Groups
The report presents pay differences between women and men across major occupational groups, including operational activities, administrative services, mid-level technical professionals, professionals in higher-level occupations, executives, and managers.
This segmentation is important because overall indicators do not necessarily represent the reality of each role or occupational group. The report itself states that some groups may not present a calculation when there are not enough men or women to enable a comparison, among other methodological reasons.
Equity Requires Continuous Monitoring
The figures presented in the report represent a snapshot of a specific period. Their value therefore also lies in the ability to monitor indicators over time, identify differences, and understand how management practices evolve.
This monitoring involves different dimensions, including remuneration criteria, professional development, diversity, and opportunities for growth. The report records, for example, policies related to the promotion of women to executive and management positions, as well as initiatives aimed at increasing diversity.
Transparency Turns Information into Accountability
Transparency does not end with the disclosure of an indicator. It creates space for a more informed analysis of the data, the criteria applied, and the paths toward the continued evolution of organizational practices.
By monitoring information related to compensation, workforce composition, diversity, and management criteria, the company transforms data into a tool for ongoing monitoring and accountability. Data, monitoring, and progress become part of an increasingly conscious approach to managing equity and opportunities.
