SUPPORTING STATEMENT: An annual report adequate for investors to assess performance would integrate base, bonus and equity compensation to calculate:
percentage median gender pay gap, globally and/or by countrypercentage median racial/minority/ethnicity pay gap, U.S. and/or by country.Pay inequities persist across race and gender. They pose substantial risks to companies and society. Black workers’ median annual earnings represent 77% of white wages. Median income for women working full time is 84% of that of men.[1] Intersecting race, Black women earn 76% and Latina women 63%.[2] At the current rate, women will not reach pay equity until 2059, Black women 2130, and Latina women 2224.[3]
Citigroup estimates closing minority and gender wage gaps 20 years ago could have generated 12 trillion dollars in additional national income.[4] PwC estimates closing the gender pay gap could boost OECD economies by $2 trillion annually.[5]
Minorities represent 54.7% of Intuitive’s United States workforce and 19.8% of VP leadership. Figures for women are 37.2% and 25%, respectively.[6] Actively managing pay equity is linked to superior stock performance and return on equity.[7]
Best practice reporting includes both:
Unadjusted median pay gaps, assessing equal opportunity to high-paying roles, andStatistically adjusted gaps, assessing whether minorities and non-minorities, men and women, are paid the same for similar roles.Intuitive reports statistically adjusted gaps but ignores unadjusted gaps, which address structural bias women and minorities face regarding job opportunity and pay, particularly when men hold most higher paying jobs. While Intuitive reports diversity data, median pay gaps show, quite literally, how Intuitive assigns value to employees through the roles they inhabit and pay they receive. Median gap reporting also provides a digestible and comparable data point to determine progress over time.
Racial and gender unadjusted median pay gaps are accepted as the valid way of measuring pay inequity by the United States Census Bureau, Department of Labor, OECD, and International Labor Organization.[8] The United Kingdom and Ireland mandate disclosure of median pay gaps.
An increasing number of companies, including peers Pfizer and Thermo Fisher, disclose unadjusted gaps to address the structural bias women and minorities face regarding job opportunity and pay.[9]
Pay Equity Affirms Human Rights and Increases Long-Term Shareholder Value 
Vote FOR Racial and Gender Pay Gap Report – Proposal [4*]
[1] https://www.nationalpartnership.org/our-work/resources/economic-justice/fair-pay/americas-women-and-the-wage-gap.pdf
[2] https://www.census.gov/data/tables/time-series/demo/income-poverty/cps-pinc/pinc-05.html - par_textimage_24
[3] https://iwpr.org/iwpr-publications/quick-figure/the-gender-pay-gap-1985-to-2020-with-forecast-for-achieving-pay-equity-by-race-and-ethnicity/
[4]https://ir.citi.com/NvIUklHPilz14Hwd3oxqZBLMn1_XPqo5FrxsZD0x6hhil84ZxaxEuJUWmak51UHvYk75VKeHCMI%3D
[5] https://www.pwc.com/hu/en/kiadvanyok/assets/pdf/women-in-work-2021-executive-summary.pdf
[6] https://www.intuitive.com/en-us/-/media/ISI/Intuitive/Pdf/2022-intuitive-esg-report.pdf
[7] https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/promoting-gender-parity-in-the-global-workplace ; https://www.issgovernance.com/file/publications/ISS-ESG-Gender-Diversity-Linked-to-Success.pdf
 
[8]https://static1.squarespace.com/static/5bc65db67d0c9102cca54b74/t/622f4567fae4ea772ae60492/1647265128087/Racial+Gender+Pay+Scorecard+2022+-+Arjuna+Capital.pdf
[9] https://diversiq.com/which-sp-500-companies-disclose-gender-pay-equity-data/