Indica Igualdad is organized into seven components called pillars and sub-pillars


Information regarding the company and additionals (country, type of organization, industry, size) its productivity and, internal/external communication, absenteeism and turnover.


  • General data - Description of the companies or organizations.
  • Productivity
  • Internal communication from a gender perspective.
  • Rating/perception of internal communication and its channels/mechanisms.
  • External communication from a gender perspective
  • Rating/perception of external communication and its channels/mechanisms.


Information on the horizontal and vertical distribution of women and men in deferent positions and levels of responsibility.


  • General (men and women on staff).
  • Horizontal distribution (men and women by jobs and department).
  • Vertical distribution (men and women by positions and levels of responsibility).
  • Gender gap in managerial positions and other positions.
  • Type of contract
  • Working day.


Information which enables the evaluation of recruitment, selection and hiring processes in companies from a gender perspective, assessing whether they produce gender gaps.


  • Recruitment and selection
  • Hiring
  • Rating / perception of recruitment, selection and hiring processes


Information on training and process of career advancement for men and women assessing whether they are gender biased or produce gender gaps.


  • Internal promotion
  • Internal training
  • Rating/perception of the policies of staff development (promotion and training / education)


Information that allows to assess whether the remuneration given by the company to women and men is equitable.


  • Remuneration


Information needed to measure the existence or lack of measures to prevent cases of sexual and workplace harassment (sexual and gender), the ratio of cases occurred and reported as well as impact on addressing and solving those cases.


  • Sexual harassment and gender based harassment in the workplace
  • Rating /perception of harassment prevention policy in the workplace
  • Degree of knowledge and rating of the effectiveness of the mechanisms that companies or organizations use to prevent and act against sexual and gender based harassments.


Information on gender gaps in work-life balance and on shared responsibility policies.


  • Paid leave (maternity and paternity)
  • Unpaid leave (temporary leave of absence to care for dependents).
  • Flexibility in workspace and schedule
  • Degree of knowledge and rating / perception of the policy of balancing family, personal, professional life.