The release of the Transparency and Pay Equity Report for Women and Men – first half of 2026 represents a significant step forward in the corporate governance and people management agenda, consolidating transparency as a structural element within organisations.
Established under Law No. 14,611/2023, the report sets guidelines for the analysis and disclosure of indicators related to pay equity, promoting greater visibility into organisational structures and the criteria that guide remuneration.
More than a regulatory requirement, the report serves as a strategic diagnostic tool, enabling organisations to assess the consistency of internal practices, identify opportunities for improvement, and reinforce alignment with principles of equity, meritocracy, and organisational sustainability.
The indicators presented reflect the actual dynamics of operations and are influenced by factors such as hierarchical structure, role distribution, seniority, and the specific characteristics of each activity. In this context, analysis must be conducted in a technical and integrated manner, avoiding isolated interpretations and ensuring a consistent understanding of the data.
At Adfert, people management is guided by structured criteria, based on formal job and salary policies, clear definition of responsibilities, and ongoing initiatives focused on development and diversity. This approach supports more consistent decision-making aligned with business objectives and market best practices.
Pay transparency, therefore, goes beyond compliance with legal requirements and stands as a strategic asset, strengthening institutional credibility, supporting decision-making, and contributing to the development of a more efficient, balanced, and sustainable organisational environment.
Access the PDF below to view the full report:
Pay Equity Report 2026 – 1
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