جوهر الإفصاح
This disclosure provides a quantitative measure of diversity within the organization.
The organisation shall report the percentage of individuals within the organisation's governance bodies in each of the following diversity categories: gender; age group (under 30 years old, 30–50 years old, over 50 years old); other indicators of diversity where relevant, such as minority or vulnerable groups.
It shall also report the percentage of employees per employee category in each of the same diversity categories.
The percentages for employees are calculated within each employee category. They are not the percentages that employee categories represent within the total workforce.
Governance bodies should be identified using the GRI definition. Board committees should not be included automatically, and a management committee should not be excluded automatically.
The disclosure does not require a narrative assessment of whether representation is balanced, a description of diversity policies or an explanation of the outcomes of diversity initiatives. Those matters may be relevant to Disclosure 3-3 if diversity and equal opportunity is a material topic.
تدعم هذه المواد التعليمية من LRA إعداد الإفصاح. وللاطلاع على المتطلبات الدقيقة، ارجع دائمًا إلى المصدر الرسمي لـ Global Reporting Initiative.
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قائمة تحقق موجزة قبل إعداد هذا الإفصاح — ضع علامة أمام كل بند بمجرد الانتهاء منه.
الإعداد
المعلومات الأساسية المطلوب إعدادها
| حقل الإعداد | ما يجب تسجيله | إشارة إلى الدليل | الجهة المسؤولة |
|---|---|---|---|
| Governance body or bodies | Identify each formalized governance body included and its total membership. Report the percentage of individuals within the organisation's governance bodies in each of the following diversity categories: gender; age group (under 30 years old, 30–50 years old, over 50 years old); other indicators of diversity where relevant, such as minority or vulnerable groups. | Governance structure, board or management-committee registers and membership records. | Company Secretariat / Governance |
| Governance-body gender percentages | Percentage of individuals in each gender category within each relevant governance body. | Membership-level demographic data and calculation file. | Governance / People |
| Governance-body age percentages | Percentage under 30, aged 30–50 and over 50 within each relevant governance body. | Date-of-birth data, measurement date and calculation file. | Governance |
| Other governance-body diversity indicators | Other relevant diversity percentages, where applicable. | Self-identification or governance demographic records and legal assessment. | Governance / People |
| Employee categories | Categories derived from the HR system by level or function, with the total employees in each category. Report the percentage of employees per employee category in each of the same diversity categories. | HRIS classification dictionary and GRI 2-7 reconciliation. | People / HR |
| Employee-category gender percentages | Percentage of employees in each gender category within every employee category. | HRIS demographic extract and category-level calculation. | People / HR |
| Employee-category age percentages | Percentage under 30, aged 30–50 and over 50 within every employee category. | Date-of-birth data and calculation workbook. | People / HR |
| Other employee diversity indicators | Other relevant diversity percentages within every employee category, where applicable. | Employee self-identification records and methodology. | People / HR |
| Calculation and omission basis | Numerators, denominators, missing data, aggregation, rounding and any reasons for omission. | Calculation methodology and exception log. | Sustainability Reporting / HR |
كيفية إعداده
اطلب البيانات
Request the disclosure evidence
حوّل الإفصاح إلى سؤال عمل داخلي، ثم كيّفه بما يتوافق مع مصطلحات مؤسستك.
Please provide the GRI 405-1 data for [reporting period]. For each relevant governance body, include: body name; total membership; number and percentage by gender; number and percentage under 30, aged 30–50 and over 50; other relevant diversity indicators, where applicable; and the measurement date and source. For each employee category, include: employee-category name and level or function; total number of employees in that category; number and percentage by gender; number and percentage under 30, aged 30–50 and over 50; other relevant diversity indicators, where applicable; and the calculation source and any missing data. Please calculate percentages within each governance body or employee category, not as a share of the organization’s total workforce.
Use the organisation's own role and document names, but preserve the defined GRI terms and the scope described above.
طلب أفضل
Please provide the GRI 405-1 data for [reporting period]. For each relevant governance body, include: body name; total membership; number and percentage by gender; number and percentage under 30, aged 30–50 and over 50; other relevant diversity indicators, where applicable; and the measurement date and source. For each employee category, include: employee-category name and level or function; total number of employees in that category; number and percentage by gender; number and percentage under 30, aged 30–50 and over 50; other relevant diversity indicators, where applicable; and the calculation source and any missing data. Please calculate percentages within each governance body or employee category, not as a share of the organization’s total workforce.
صُغ إفصاحك
ملاحظات تحوّل البيانات إلى إفصاح
نماذج تدريبية من LRA — كيّفها بما يناسب مؤسستك وتحقّق من المصدر الرسمي قبل الإقرار النهائي.
ملاحظة منهجية
Percentages for governance bodies are calculated using the total membership of each relevant body. Percentages for employees are calculated within each employee category. Age is classified as under 30, 30–50 or over 50 in accordance with GRI 405-1.
ملاحظة سياقية
Keep mandatory GRI Requirements, GRI recommendations and additional LRA preparation controls clearly distinguished. Apply a GRI 1 reason for omission where required information cannot be reported.
مركز التنزيلات
أدوات ونماذج الإعداد
أدوات إعداد مهنية لـ GRI 405-1 — مجانًا عبر التحقق بالبريد الإلكتروني. أدخل الرمز مرة واحدة واستخدم التنزيلات وروابط التقارير وLRA AI Assistant لمدة 24 ساعة.
الجاهزية للتحقق
لكل ادعاء، تحقّق من الأدلة
| الادعاء | المخاطر | الأدلة الواجب فحصها |
|---|---|---|
| We identified the governance body or bodies using the GRI definition. | The published response does not support this human-reviewed assurance check. | Trace the statement to current approved records and the official IFRS source. |
| We did not automatically include every board committee or exclude a qualifying management committee. | The published response does not support this human-reviewed assurance check. | Trace the statement to current approved records and the official IFRS source. |
| For each governance body, the denominator is its total membership. | The published response does not support this human-reviewed assurance check. | Trace the statement to current approved records and the official IFRS source. |
| For each governance body, we disclosed percentages by gender and the prescribed age groups. | The published response does not support this human-reviewed assurance check. | Trace the statement to current approved records and the official IFRS source. |
| We disclosed other governance-body diversity indicators where relevant. | The published response does not support this human-reviewed assurance check. | Trace the statement to current approved records and the official IFRS source. |
| We identified employee categories by level or function using the organization’s HR system. | The published response does not support this human-reviewed assurance check. | Trace the statement to current approved records and the official IFRS source. |
| The employee population reconciles to the data used for GRI 2-7, subject to documented differences. | The published response does not support this human-reviewed assurance check. | Trace the statement to current approved records and the official IFRS source. |
| For each employee category, the denominator is the total number of employees in that category. | The published response does not support this human-reviewed assurance check. | Trace the statement to current approved records and the official IFRS source. |
| We did not report employee categories merely as percentages of the total workforce. | The published response does not support this human-reviewed assurance check. | Trace the statement to current approved records and the official IFRS source. |
| For each employee category, we disclosed percentages by gender and the prescribed age groups. | The published response does not support this human-reviewed assurance check. | Trace the statement to current approved records and the official IFRS source. |
| We disclosed other employee diversity indicators where relevant. | The published response does not support this human-reviewed assurance check. | Trace the statement to current approved records and the official IFRS source. |
| We used under 30, 30–50 and over 50 rather than organization-specific age bands. | The published response does not support this human-reviewed assurance check. | Trace the statement to current approved records and the official IFRS source. |
| The published percentages can be reproduced from the underlying numerators and denominators. | The published response does not support this human-reviewed assurance check. | Trace the statement to current approved records and the official IFRS source. |
| Gender and age percentages reconcile within each governance body and employee category. | The published response does not support this human-reviewed assurance check. | Trace the statement to current approved records and the official IFRS source. |
| Missing, unavailable or undisclosed data are handled consistently and transparently. | The published response does not support this human-reviewed assurance check. | Trace the statement to current approved records and the official IFRS source. |
| Any legally restricted or confidential information is addressed through the applicable reason-for-omission requirements. | The published response does not support this human-reviewed assurance check. | Trace the statement to current approved records and the official IFRS source. |
| Individuals serving on more than one governance body are not misleadingly double counted. | The published response does not support this human-reviewed assurance check. | Trace the statement to current approved records and the official IFRS source. |
| Counts are not presented as a substitute for the required percentages. | The published response does not support this human-reviewed assurance check. | Trace the statement to current approved records and the official IFRS source. |
حزمة الأدلة المطلوب إعدادها
الثغرات الشائعة في التقارير
أمثلة
أمثلة توضيحية
أمثلة اصطناعية من إعداد LRA — ليست مقتبسة من تقرير شركة ولا من نص أي معيار.
Illustrative synthetic example — Governance bodies
Governance body
Women
Men
Under 30
30–50
Over 50
Board of Directors
40%
60%
0%
40%
60%
Executive Committee
33.3%
66.7%
0%
66.7%
33.3%
Other indicators of diversity should be added where relevant.
Synthetic LRA illustration. Replace every figure and fact with the reporting organisation's evidence.
Illustrative synthetic example — Employees
Employee category
Women
Men
Under 30
30–50
Over 50
Senior management
35%
65%
0%
55%
45%
Middle management
45%
55%
5%
70%
25%
Technical employees
30%
70%
35%
55%
10%
Administrative employees
65%
35%
40%
50%
10%
Production employees
20%
80%
30%
60%
10%
Synthetic LRA illustration. Replace every figure and fact with the reporting organisation's evidence.
Each percentage is calculated within the employee category shown in the first column. The table does not show the share that each employee category represents within total employees.
Synthetic LRA illustration. Replace every figure and fact with the reporting organisation's evidence.
تقارير الشركات
كيف تُفصح الشركات عن GRI 405-1 عمليًا
أمثلة على ممارسات إفصاح كاملة وجزئية. هذه تحليلات قائمة على الأدلة، وليست نماذج جاهزة للنسخ.
اسأل مساعد Knowledge Hub الذكي عن هذا الإفصاح
Get practical answers for your reporting context.
تحقق من نصك
5 عمليات تحقق مجانية من المسودةالصق فقرة أو فقرتين. يُستخدم المقتطف لهذا الفحص فقط ولا يُحفظ في محادثتك.
تستخدم مقارنة النظراء أمثلة هذه البطاقة، وليس مدى انتشارها في مجموعة التقارير.
إرشاد وليس تأكيداً
مراجع الإطار
متطلبات GRI ذات الصلة والإفصاحات المرتبطة
المراجع المتاحة للإطار والإفصاحات القريبة ذات الصلة بإعداد هذا المتطلب.
GRI
GRI 405-1
ضمن GRI 405: Diversity and Equal Opportunity
ذات صلة واستكشاف
المزيد في GRI 405 ← تصفّح الفهرس الكامل ← الصفحة الرئيسية لمكتبة الإفصاحات ← ابحث في جميع الإفصاحات ←
تعمّق · GRI 405-1
تعلّم إعداد هذا الإفصاح من البداية إلى النهاية
This guide covers the two quantitative breakdowns required by Disclosure 405-1.
متاح كيومَي تدريب مباشر عبر الإنترنت أو حضورياً في لندن، ضمن حزمة مع دورة ESRS.
استكشف تدريب GRI (حزمة ESRS) ←