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landscape, especially in Europe, sustainability reporting encompasses more companies. Both directly with EU-directives as CSRD and CSDDD and indirectly when companies must fulfil demands in the supplier chains. There are a number of sustainability reporting standards, which vary depending on the company. But they do have something in common- the need, or rather the potential, of data and facts from payroll. Green Pay Green Pay involves taking data and statistics, often requested for other reasons, and repackaging them into sustainable data. As CSR is such a strategic matter, it is also an important part of the business plan. The 17 Sustainable Development Goals (SDGs) adopted by the United Nations are often used by companies as areas to work with. For each goal, there are targets and indicators that can be benchmarked depending on national strategies. Green Pay can be used as a tool to measure and report sustainability work based on relevant sustainability indicators. Sustainability is also about being compliant, complying with agreements and laws. Also, a contribution to the business from payroll. Such an important matter for social therefore, for the employer brand, as correct payroll management is challenging. Depending on the standard used, there are KPIs that can measure improvements in sustainability. E.g. in the Nordics, Nordic Sustainability Reporting Standard for SMEs - NSRS - have social Key Performance Indicators regarding
social aspects such as staff turnover, sick leave, gender equality, anti- corruption policy, work environment policy and labour law policy. How can we work with Green Pay? Depending on the SDGs a company targets, it is essential to analyze the data that payroll can provide. Ideally, payroll departments would proactively suggest data that could advance SDGs. Looking at Agenda 2030, there are many goals that include payroll. E.g. SDG 5 and indicator 5.5.2 The proportion of women in managerial positions, or in the Swedish national version is called the gender distribution among managers. This Swedish initiative for gender equality aims to boost women’s participation in top management by using transparent selection processes and reporting on gender distribution in corporate leadership, aligning with principles of equal opportunity and sustainability. The data on this is found in the payroll system. In Sweden, payroll has supplied such data to Statistics Sweden, responsible for official statistics and other government statistics, for many years. We use it for other purposes but it can also be used in measuring 5.5.2. Reuse the data and analyse it. Wrap it as Green Pay. Another example is SDG 8.5, which aims for full and productive employment and decent work for all by 2030. This goal includes achieving equal pay for work of equal value for all genders and ages, including young people and persons with disabilities. An indicator; Average hourly earnings of female and male employees, by
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