Equal Pay Law, Male and Female Employees
Report Publication Date — 1/6/2023
Tidhar Group, the largest private real estate group in Israel, recognizes its responsibility and influence of promoting a culture of equality for all populations and genders in the real estate industry.
The company’s core values revolve around people, equality and mutual respect. We constantly work to promote gender equality, diversity and inclusion, which we have been doing, even before the amendment to the law was published.
Our goal is to lead the real estate industry in this area, which for years has been considered a male-dominated industry. We are working to reduce gaps in a variety of positions in the construction industry in general, and in the engineering professions in particular, even from the first stages of academia.
We are in constant dialogue with the institutions of higher education in Israel, in order to promote and encourage women, and to provide diverse and challenging employment options for them.
We invest in, and are proud of the processes of hiring and promoting women in a variety of positions in the company, from administrative to field positions.
In August 2020, a significant amendment was made to the Equal Pay Law for female and male employees, requiring every employer with more than 518 employees to publish an annual report detailing the average wage gap between women and men, by separating women and company members into groups with similar job characteristics.
In accordance with the requirements of the law, and in order to create a basis for comparison between the women and men of the organization, we performed in-depth segmentation. We divided the women and men from the company into 14 groups with similar characteristics, according to areas of occupation, seniority, management positions and the nature of the work.
The data from the report shows that in most groups, we found differences of only a few percentages (between 0.1%-3.2%). Half of them are in favor of the women, and half are in favor of the men.
In an in-depth analysis of the data, we discovered that most of the gaps stem from reasons related to the nature of the position, seniority and professional experience. In accordance with the guidelines of the law and its purpose, in groups that include female employees and employees of only one gender, no comparison could be made.
We will continue to act in favor of reducing gender gaps and discrimination of any kind, and to promote women in the industry and in society, and create a harmonious and empowering work environment for them.
