انتقل إلى جوهر الإفصاح
الدورات

شريك تدريب GRI GRI 405 · Diversity and Equal Opportunity · Disclosure GRI 405-1

Diversity of governance bodies and employees

GRI 405-1 · mandatory · coverage + narrative

This disclosure provides a quantitative measure of diversity within the organization.

الوضع القانوني

GRI 405: Diversity and Equal Opportunity 2016 remains the applicable published GRI Topic Standard and is effective for reports or other materials published on or after 1 July 2018. The Diversity and Inclusion exposure draft is not an effective reporting requirement.

ابدأ الإعداد ↓ Official Global Reporting Initiative source ↗ Compare 3 real reports

جوهر الإفصاح

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.

جهّز

ما يجب جمعه قبل الصياغة

ضع علامة على كل حقل عند وصول الأدلة. المسؤولون هم الفرق التي تحتفظ عادةً بالملفات المصدرية.

  • Governance body or bodies

    Company Secretariat / Governance

    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.

    الأدلة Governance structure, board or management-committee registers and membership records.

    انتبه إلى The published response for governance body or bodies is incomplete or does not match the supporting records.

  • Governance-body gender percentages

    Governance / People

    Percentage of individuals in each gender category within each relevant governance body.

    الأدلة Membership-level demographic data and calculation file.

    انتبه إلى The published response for governance-body gender percentages is incomplete or does not match the supporting records.

  • Governance-body age percentages

    Governance

    Percentage under 30, aged 30–50 and over 50 within each relevant governance body.

    الأدلة Date-of-birth data, measurement date and calculation file.

    انتبه إلى The published response for governance-body age percentages is incomplete or does not match the supporting records.

  • Other governance-body diversity indicators

    Governance / People

    Other relevant diversity percentages, where applicable.

    الأدلة Self-identification or governance demographic records and legal assessment.

    انتبه إلى The published response for other governance-body diversity indicators is incomplete or does not match the supporting records.

  • Employee categories

    People / HR

    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.

    الأدلة HRIS classification dictionary and GRI 2-7 reconciliation.

    انتبه إلى The published response for employee categories is incomplete or does not match the supporting records.

  • Employee-category gender percentages

    People / HR

    Percentage of employees in each gender category within every employee category.

    الأدلة HRIS demographic extract and category-level calculation.

    انتبه إلى The published response for employee-category gender percentages is incomplete or does not match the supporting records.

  • Employee-category age percentages

    People / HR

    Percentage under 30, aged 30–50 and over 50 within every employee category.

    الأدلة Date-of-birth data and calculation workbook.

    انتبه إلى The published response for employee-category age percentages is incomplete or does not match the supporting records.

  • Other employee diversity indicators

    People / HR

    Other relevant diversity percentages within every employee category, where applicable.

    الأدلة Employee self-identification records and methodology.

    انتبه إلى The published response for other employee diversity indicators is incomplete or does not match the supporting records.

  • Calculation and omission basis

    Sustainability Reporting / HR

    Numerators, denominators, missing data, aggregation, rounding and any reasons for omission.

    الأدلة Calculation methodology and exception log.

    انتبه إلى The published response for calculation and omission basis is incomplete or does not match the supporting records.

قبل أن تبدأ

  • Which formalized governance body or bodies meet the GRI definition?
  • Will multiple governance bodies be shown separately or in a clearly explained aggregation?
  • What is the total number of individuals in each relevant governance body?
  • Which employee categories are used in the organization’s HR system by level or function?
  • What is the total number of employees in each employee category?
  • Can gender data be reported for each governance body and employee category?
  • Can all individuals be allocated to the prescribed age groups: under 30, 30–50 and over 50?
  • Are there other indicators of diversity that are relevant for reporting?
  • Does the employee population reconcile to the employee data reported under GRI 2-7?
  • Are the percentages calculated within each governance body or employee category?
  • Are unavailable, undisclosed or legally restricted data handled transparently?
  • Can every percentage be traced to its numerator, denominator and source records?
＋ إظهار العناصر الفرعية لـ GRI 405-1 (قائمة عمل LRA)

كيفية إعداده

Identify all formalized governance bodies that meet the GRI definition.
Determine whether they will be reported separately or through a clearly explained aggregation.
Obtain the total membership and demographic data for each governance body.
Identify the employee categories used in the HR system by level or function.
Reconcile the employee population with Disclosure 2-7 data.
Apply the prescribed age groups: under 30, 30–50 and over 50.
Identify other indicators of diversity where relevant.
Calculate gender and age percentages within each governance body.
Calculate gender and age percentages within each employee category.
Calculate other relevant diversity percentages using clearly defined denominators.
Document missing, unavailable or legally restricted data.
Check for double counting where individuals sit on more than one governance body.
Confirm that counts are not being presented instead of required percentages.
Reperform the calculations and verify the disclosure against GRI 405-1(a)–(b).

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

نزّل أدوات إعداد GRI 405-1 مجانًا لمدة 24 ساعة بعد تأكيد البريد الإلكتروني. تظل روابط التقارير الأصلية متاحة للجميع.

مجاني · الوصول عبر البريد
01XLSملف عمل الإعداد والتحققنقاط البيانات والمخاطر والأدلة الواجب فحصها والجهة المسؤولة وحزمة الأدلة.احصل عليه مجانًا ↧ 02XLSحزمة طلب البياناتبريد الطلب ونموذج الرسالة وحقول الرد وهيكل الإقرار.احصل عليه مجانًا ↧ 03PDFبطاقة المكتبةملخص من صفحة واحدة قابل للطباعة لبطاقة الإفصاح هذه.احصل عليه مجانًا ↧

تحقّق

لكل ادعاء، تحقّق من الأدلة

  • We identified the governance body or bodies using the GRI definition.

    المخاطر The published response does not support this human-reviewed assurance check.

    الأدلة الواجب فحصها 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.

    المخاطر The published response does not support this human-reviewed assurance check.

    الأدلة الواجب فحصها Trace the statement to current approved records and the official IFRS source.

  • For each governance body, the denominator is its total membership.

    المخاطر The published response does not support this human-reviewed assurance check.

    الأدلة الواجب فحصها 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.

    المخاطر The published response does not support this human-reviewed assurance check.

    الأدلة الواجب فحصها Trace the statement to current approved records and the official IFRS source.

  • We disclosed other governance-body diversity indicators where relevant.

    المخاطر The published response does not support this human-reviewed assurance check.

    الأدلة الواجب فحصها 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.

    المخاطر The published response does not support this human-reviewed assurance check.

    الأدلة الواجب فحصها 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.

    المخاطر The published response does not support this human-reviewed assurance check.

    الأدلة الواجب فحصها 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.

    المخاطر The published response does not support this human-reviewed assurance check.

    الأدلة الواجب فحصها 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.

    المخاطر The published response does not support this human-reviewed assurance check.

    الأدلة الواجب فحصها 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.

    المخاطر The published response does not support this human-reviewed assurance check.

    الأدلة الواجب فحصها Trace the statement to current approved records and the official IFRS source.

  • We disclosed other employee diversity indicators where relevant.

    المخاطر The published response does not support this human-reviewed assurance check.

    الأدلة الواجب فحصها 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.

    المخاطر The published response does not support this human-reviewed assurance check.

    الأدلة الواجب فحصها Trace the statement to current approved records and the official IFRS source.

  • The published percentages can be reproduced from the underlying numerators and denominators.

    المخاطر The published response does not support this human-reviewed assurance check.

    الأدلة الواجب فحصها Trace the statement to current approved records and the official IFRS source.

  • Gender and age percentages reconcile within each governance body and employee category.

    المخاطر The published response does not support this human-reviewed assurance check.

    الأدلة الواجب فحصها Trace the statement to current approved records and the official IFRS source.

  • Missing, unavailable or undisclosed data are handled consistently and transparently.

    المخاطر The published response does not support this human-reviewed assurance check.

    الأدلة الواجب فحصها 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.

    المخاطر The published response does not support this human-reviewed assurance check.

    الأدلة الواجب فحصها 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.

    المخاطر The published response does not support this human-reviewed assurance check.

    الأدلة الواجب فحصها Trace the statement to current approved records and the official IFRS source.

  • Counts are not presented as a substitute for the required percentages.

    المخاطر The published response does not support this human-reviewed assurance check.

    الأدلة الواجب فحصها Trace the statement to current approved records and the official IFRS source.

حزمة الأدلة المطلوب إعدادها

الثغرات الشائعة في التقارير

  • Only headcounts are disclosed, with no percentages.
  • Governance-body percentages are limited to gender and omit the prescribed age groups.
  • Average board age is presented instead of age-group percentages.
  • Only the Board of Directors is included without assessing other formalized governance bodies.
  • Every board committee is included without determining whether it meets the governance-body definition.
  • A management committee meeting the GRI definition is omitted.
  • Multiple governance bodies are combined without explaining the denominator.
  • Individuals serving on several bodies are double counted.
  • Employee categories are reported as shares of total employees.
  • Gender and age percentages are not calculated within each employee category.
  • Employee categories are arbitrary labels that do not reflect level or function.
  • Only management categories are disclosed, while other employee categories are omitted.
  • Organization-specific age bands are used instead of under 30, 30–50 and over 50.
  • The employee population does not reconcile to GRI 2-7 data.
  • Workers who are not employees are included without a clear basis.
  • Employees with unavailable demographic data are silently excluded from the denominator.
  • Legal sex data are presented as gender data without explaining the basis.
  • Other indicators of diversity are omitted even though they are relevant and used in the organization’s monitoring and recording.
  • Additional diversity indicators are invented solely to populate the table.
  • The report describes diversity policies but omits the quantitative percentages.
  • A narrative statement on representation is presented as a substitute for the required breakdowns.
  • The disclosure cannot be reproduced from the underlying numerators and denominators.

أمثلة

كيف يبدو على صفحة التقرير

أمثلة اصطناعية من إعداد LRA — ليست مقتبسة من تقرير شركة ولا من نص أي معيار.

Illustrative example 1

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 example 2

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.

Illustrative example 3

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 حقيقية

How 3 companies report it

أمثلة على ممارسات إفصاح كاملة وجزئية. هذه تحليلات قائمة على الأدلة، وليست نماذج جاهزة للنسخ.

تقارير منشورة حقيقية

MOEVE, S.A.

Partial

Oil and Gas · Spain · 2025 · p.117 ↗

MOEVE, S.A.'s 2025 Consolidated Management Report provides detailed data on workforce composition by gender and age, including specific percentages for women and men across various categories on pages 117 and 121. The report also covers diversity markers and governance body composition, with relevant information found on pages 151, 157, and 168. However, there is no evidence regarding worker groups in the report.

Temenos AG

Partial

Software and Services · Switzerland · 2025 · p.83 ↗

Temenos AG's Sustainability Report 2025 provides detailed coverage of workforce diversity, including gender split with women representing 35% of the total headcount consistently from 2023 to 2025 and targets to increase this to over 35% by 2026 and 40% by 2030 (p.56). The report also includes age band distribution data (p.55) and ethnic group representation in the US at 46% (p.39). Governance diversity and structure are addressed on page 92, but there is no evidence found regarding worker groups in the report.

Companhia Paranaense de Energia - COPEL

Partial

Electric Utilities / IPP / Energy Traders · Brazil · 2024 · p.16 ↗

Companhia Paranaense de Energia - COPEL's 2024 Integrated Report provides detailed data on gender distribution, showing men constitute a majority across various categories, with percentages such as 86.0% and 94.1% reported on page 260, and workforce gender splits detailed on page 261. Age bands are also covered on page 260, indicating no employees under 30 years old, and other diversity initiatives, including a Diversity Committee and structured admission processes, are noted on page 259. However, the report does not provide specific information on worker groups, which remains unaddressed.
الحقلMOEVE, S.A.Temenos AGCompanhia Paranaense de Energia - COPEL
Gender splitغير موجودغير موجودغير موجود
Age bandsغير موجودغير موجودغير موجود
Other diversity markersغير موجودغير موجودغير موجود
Governing groupغير موجودغير موجودغير موجود
Governance shareغير موجودغير موجودغير موجود
Worker groupsغير موجودغير موجودغير موجود
Workforce mixغير موجودغير موجودغير موجود

خريطة الأدلة الكاملة مع الاقتباسات وأرقام الصفحات ←

✓ مساعد مركز المعرفة بالذكاء الاصطناعي · الإنسان ضمن الحلقة
Dr Ross Kurinko

اسأل مساعد Knowledge Hub الذكي عن هذا الإفصاح

احصل على إجابات عملية تناسب سياق إعداد تقاريرك.

جرّب كيف أُعِدّ GRI 405-1؟ ما البيانات التي يلزم جمعها؟ أين أجد مثالًا من تقرير حقيقي؟ ما الأخطاء التي ينبغي تجنبها؟

مراجع الإطار

متطلبات GRI ذات الصلة والإفصاحات المرتبطة

GRI

GRI 405-1

ضمن GRI 405: Diversity and Equal Opportunity

افتح المصدر الرسمي ←

ذات صلة واستكشاف

Ratio of basic salary and remuneration of women to men → بطاقةتصفّح جميع الإفصاحات ←

المزيد في GRI 405 ←تصفّح الفهرس الكامل ←ابحث في جميع الإفصاحات ←

كيف بُنيت هذه المكتبة 1211 تقريرًا منشورًا مفهرسًا 315012 صفحة باستشهادات على مستوى الصفحة 272 بطاقة منشورة في الكتالوج النشط
/ar/knowledge-hub/disclosure-cards/gri-405-1/