DEI & Wellness ⊟ Option C — Tabbed AI
Gender pay and representation across the market — understand where pay equity is strong and where action is needed.
AI Insights — DEI & Wellness
Automated analysis of your gender pay and representation data · May 2026
AI
Gender Pay Gap (Avg)
−12.4%
Women earn 12.4% less than men on avg
Gender Pay Gap (Median)
−9.1%
Median gap — lower than average
Female Representation
38%
Of total headcount · Target: 45%
Female in Senior Roles (WR 07+)
22%
Below industry median of 31%
Avg Base Pay by Grade — Male vs. Female
WR 03
WR 05
WR 06
WR 07
WR 09+
Male
Female
Gap widens at senior grades
Gender Representation by Grade Band
Male
Female
Summary Analysis
Your organisation has a 12.4% average gender pay gap, which is above the industry median of 8.7% for your sector in Mozambique. The gap is largely explained by a concentration of female employees in lower WR grades (03–05), rather than base pay discrimination at the same grade. This points to a representation and progression gap rather than a pay structure issue — female promotion rates into WR 06+ are 35% lower than male promotion rates over the same period.
Key Findings
Pay Structure
At the same WR grade, male-female base pay is within 2.1% — this is within acceptable market variance. The gap is driven by grade distribution, not within-grade pay.
✓ Within Acceptable Range
Representation Gap
Female employees represent only 22% of WR 07+ roles. At current promotion velocity, achieving gender parity at senior levels would take approximately 7 years.
⚠ Action Required
Wellness Programs
Your EAP utilisation rate is 14% — below the 28% industry average. Male utilisation is 3× higher than female. Consider targeted female-focused wellness initiatives.
○ Below Median
Recommended Actions
- Implement a targeted female talent pipeline programme focused on WR 05→06 transitions. This is the highest drop-off point in your female promotion data.
- Conduct a pay equity audit at WR 03–05 grades where the concentration of female employees is highest, and validate that base pay decisions are not inadvertently creating new gaps.
- Review EAP programme communication for female employees — low utilisation suggests awareness gaps rather than programme insufficiency. Consider partnering with an external women's wellness provider.
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Headcount by Gender — All Grades
Donut Chart Placeholder — Male / Female / Other split
Gender Distribution by Grade Band
Stacked Bar Chart Placeholder — Grade bands vs. gender %
Gender Representation Trend (2022–2026)
Line Chart Placeholder — Female headcount % over time
Average Base Pay by Gender — Per Grade (Stacked 100%)
Stacked Horizontal Bar Chart Placeholder — Male vs. Female avg salary per WR grade
Average Base Pay — Male vs. Female by Grade
Gender Pay Gap — Average Base Pay
GPG Chart Placeholder — Male vs. Female avg annual base with gap %
Gender Pay Gap — Median Base Pay
GPG Chart Placeholder — Median comparison with gap %
| Metric | Male | Female | Gap | Industry Median Gap |
|---|---|---|---|---|
| Average Annual Base Pay | MZN 1,480,000 | MZN 1,296,000 | −12.4% | −8.7% |
| Median Annual Base Pay | MZN 1,220,000 | MZN 1,109,000 | −9.1% | −7.2% |
| Average Total Cash | MZN 1,780,000 | MZN 1,540,000 | −13.5% | −9.4% |
Pay Distribution — Male vs. Female (All Grades)
Stacked Bar Chart Placeholder — Salary quartile distribution by gender
Lower Quartile — Gender Split
Donut Chart Placeholder
Upper Quartile — Gender Split
Donut Chart Placeholder
Average Base Pay by Position Title — Male vs. Female
Grouped Bar Chart Placeholder — Position titles on Y-axis, male/female bars side by side
| Position Title | Avg Male Base | Avg Female Base | Difference | Headcount (M/F) |
|---|---|---|---|---|
| HR Officer | MZN 840,000 | MZN 820,000 | −2.4% | 12 / 34 |
| Finance Analyst | MZN 1,120,000 | MZN 1,090,000 | −2.7% | 18 / 14 |
| Operations Manager | MZN 1,680,000 | MZN 1,540,000 | −8.3% | 22 / 6 |
| IT Manager | MZN 1,920,000 | MZN 1,750,000 | −8.9% | 28 / 4 |
| Director | MZN 3,400,000 | MZN 3,100,000 | −8.8% | 9 / 2 |