Consultancy for Gender Pay Review for the Americas Field Division

I.1. Introduction
An equal pay review is a process that looks at pay arrangements within an organization to find, and address,gender discrimination. It involves comparing the pay of groups of employees who are doing equal work in the organization and investigating any gaps by gender. An equal pay review is concerned with an important, but narrow, aspect of sex discrimination in employment – unequal pay for equal work. It does not directly address other aspects of inequality, such as glass ceilings, but such aspects – which may well contribute to the overall gender pay gap – may be highlighted by the review. An equal pay review is not simply a data collection exercise. It entails a commitment to put right any gender pay inequalities, meaning the review must involve managers with the authority to deliver the necessary changes.
I.2. Background
The Americas Field Division (AFD) is seeking the services of an experienced external consultant to conduct a comprehensive Gender Pay Review in their nine countries of operations (Mexico, Costa Rica, Ecuador, Bolivia, Colombia, Peru, Brazil, Suriname, and Guyana). The aim is to analyze and evaluate the compensation structure to ensure gender equity and identify potential areas for improvement. The equal pay review will compare the pay of women and men doing equal work, investigate the causes of any gender pay gaps and recommend actions to close any gaps that cannot be satisfactorily explained on grounds other than sex. The consultant will work closely with the Human Resources Department and relevant stakeholders to gather and analyze data. The consultant will execute the analysis in one of the nine countries first, to gather relevant insights and lessons learned, to adjust the rest of the work.
I.3. Objectives
The primary objectives of the Gender Pay review are to:
· Identify and analyze any gender-based pay gaps in AFD.
· Provide actionable recommendations to address and rectify and identified disparities.
· Establish best practices around equitable compensation.
· To enhance transparency and accountability regarding renumeration practices.
· Retain and attract the best talent by guaranteeing equitable and fair treatment.
I.4 Scope of Work
The Offerors is expected to perform the following tasks:
· Review existing salary structures, compensation policies, and related documentation.
· Interview relevant internal stakeholders.
· Collect and analyze relevant workforce data (including but not limited to salaries, increases, starting
salaries, spot bonuses, increase rate, etc.) disaggregated by gender, across all levels, countries, and
departments.
· Evaluate the impact of factors such as job roles, functions, responsibilities, and tenure on gender pay
gaps.
· Address the organization’s promotion and bonus policies to identify potential gender biases.
· Conduct interviews with employees to gather qualitative insights on workplace experiences related
to pay equity.
· Compare CI’s gender pay data with industry benchmarks and regional standards.
· Provide a detailed analysis of the identified gender pay gaps, including potential causes and areas
for improvement.
· Detail a remediation strategy and suggest a timeline of implementation.

More Details on the Terms of reference can be found in the link https://www.conservation.org/about/procurement-opportunities