21 de setembro de 2026
The FMP has released the results of the Report on Transparency and Pay Equity Between Women and Men—Second Half of 2026, a document based on official data from the Ministry of Labor and Employment (MTE).
The report is issued by the Ministry of Labor and Employment’s Employer Portal twice a year: the first cycle takes place in February and the second in August. The publication is part of transparency measures related to pay equity and compensation criteria for women and men.
In the report for the second half of 2026, FMP lists 137 active employees as of June 30, 2026. Of this total, 60% are women and 40% are men.
The data presented by the MTE use various indicators to analyze the wage gap between women and men. For the median contractual wage, the report shows a ratio of 100%, indicating parity in this indicator.
As for average monthly pay, the ratio reported is 71%. According to the methodology outlined in the document itself, this indicator compares women’s average monthly pay to that of men and may reflect factors such as job composition, duties performed, and the distribution of workers across occupational groups.
The report also presents data by major occupational groups. For example, women’s average pay is 100% of men’s pay among executives and managers, 110% among professionals in higher-level occupations, and 105.3% among mid-level technicians. For administrative support workers, the recorded percentage is 110%.
According to the breakdown by sex and race/color presented in the document, 48.9% of the workforce consists of non-Black women, 11.1% of Black women, 33.1% of non-Black men, and 6.9% of Black men.
The report also details the compensation and performance criteria adopted by the institution. Among the items highlighted are the job and salary structure or career plan, meeting production targets, willingness to work overtime, availability for employees in specific roles, length of professional experience, ability to work as part of a team, and proactivity.
Among the diversity-related actions are initiatives to support the sharing of family responsibilities, as well as policies for hiring women who are victims of domestic and family violence and for promoting women to executive and management positions.
The periodic publication of these indicators makes it possible to objectively monitor the composition of the institution’s workforce and its compensation data. The results also provide insights for evaluating internal practices and guiding initiatives related to equity, diversity, and professional development.
The data in the report is sourced from information reported through eSocial, RAIS Mensal, and the Emprega Brasil Portal, covering the period specified by the Ministry of Labor and Employment.
