Analyse Equal Pay results in Simployer One

How do I analyse an Equal Pay survey?

After completing the Job evaluation step, continue to **Analysis**. 

The Analysis step contains: 

• Overview 
• Perform analysis 
• Actions 

Equal Pay analyses the imported employee data, grouped jobs and completed job evaluations to identify potential pay differences for equal work and work of equal value. 

What can I see in the analysis overview?

The analysis overview helps you review the results of your survey and identify areas that require further investigation. 

• Average salary 
• Gender pay gap 
• Job evaluation scores 
• Employee counts 
• Equal work groups 
• Equivalent work groups 

How do I understand the pay gap results?

The Gender pay gap compares the average salary for women and men. The analysis uses average salary, not median salary. Benefits that form part of an employee's remuneration are included in the salary comparison. 

The Pay gap widget calculates the result by: 

• Calculating the average salary for male employees. 
• Calculating the average salary for female employees. 
• Comparing the averages and displaying the pay gap as a percentage. 

How do I compare equivalent work groups?

After completing the job evaluation, open the details for a job group and select **Add equivalent groups**. 

Equal Pay suggests equivalent groups based on: 

• Job evaluation score 
• Configured hit range analysis 
• Country-specific grouping strategy 

The comparison view displays average salary, median salary, salary distribution by quartile, employee count, gender distribution and job evaluation scores side by side. 

What information is available for each job group? 

• Average salary 
• Median salary 
• Salary distribution by quartile 
• Employee count 
• Gender distribution 

What are lawful reasons for wage differences?

Not every wage difference is unjustified. Objective reasons may include: 

• Education 
• Relevant experience 
• Job performance 
• Seniority 

Important: Women and men must always be assessed using the same objective criteria. 

What should I do if I find unjustified wage differences?

If the analysis identifies wage differences, investigate the reasons behind them. If the differences cannot be objectively justified, define corrective actions. 

• Develop a wage policy that promotes equal pay. 
• Establish consistent salary-setting criteria for recruitment and salary reviews. 
• Create a plan to correct unjustified wage differences.