Gender disclosure in sustainability reporting under the lens of the international comparative accounting

The Directive 2022/2464 on Corporate Sustainability Reporting (CSRD) amended the Directive 2014/95 on Non-Financial Information (NFID) by introducing changes in gender disclosure. Starting by comparing the texts of two Directives, this paper investigates the factors that influenced the new gender information required. The new Directive devotes specific attention to gender equality information, requiring disclosure on equal pay for equal work, training and skills development, and employment. This is the main innovation introduced by CSRD in accordance with the principle of equal gender treatment that has inspired European legislation (EU, 2020). In this respect, CSRD requirements are consistent with the Pay Transparency Directive, which aims to strengthen the application of the principle of equal pay between men and women and the prohibition of discrimination, though also pay transparency mechanisms. These Directives contribute to the achievement of gender equality and the empowerment of all women worldwide, as envisaged in Goal 5 of Agenda 2030 (UN, 2015). There have been no major changes in the disclosure of diversity on boards and gender policies adopted and their implementations. This paper contributes to filling a gap in the studies by highlighting an unexplored area of literature related to the changes in quantity, quality and modalities of regulatory gender disclosure requirements.