Your pay gap measured and explained in about two months

The engagement in about two months

We aim to deliver within two months of the introduction. Whether that works out depends mostly on how quickly your pay data arrives complete. In practice supplying the data is where most of the effort goes, which is why we help you through it. The week labels below are a guide.

1. Introduction and scope

   A one-hour conversation. We determine which entities and which employees fall within the analysis, which reference date applies and which pay components count. You then receive a data request listing exactly the fields we need and in what format.

   Start

2. Data supply and validation

   You supply the data through a secure environment. We check for completeness, duplicates and impossible values, and come back within a few days on anything missing. While there are gaps in the data, the analysis clock does not start.

   Weeks 1 and 2

3. Job classification and equal value

   We group roles by equal value based on skills, responsibility, effort and working conditions. We put that classification to you, because you know your organisation better than we do. It is the foundation of the analysis and in practice the part most discussed.

   Week 3

4. Analysis: measure and explain

   We calculate the pay gap for the organisation as a whole and per job group, mean and median, including the distribution across pay quartiles. We then test with a regression model which part of the difference is associated with objective, gender-neutral factors. What remains is the unexplained share.

   Weeks 4 and 5

5. Draft report and review

   You receive a draft report and we walk through it together. Ambiguities, assumptions that do not match your reality and explanations we could not see surface here. That almost always leads to adjustment, which is the point.

   Weeks 6 and 7

6. Delivery and next steps

   The final report, the executive summary, the working file with the calculations and the methodology appendix. On request we present the findings to the board, the works council or both. You receive a prioritised list of what needs to happen and when.

   Week 8

Who does what

What we need from you

Per employee, anonymised or with an internal reference, no names:

• Job title and, where available, pay scale or job group
• Gross base salary and part-time factor
• Variable pay, allowances and other pay components over the reference period
• Sex as recorded in the HR administration
• Start date and, where available, date in current role
• Education level, age or year of birth, contract type and work location, where recorded

A missing field is not a blocker. We discuss what it means for the strength of the analysis and record that in the methodology appendix. What we do not do is fill a gap with an assumption and leave it unmentioned.

What the engagement is not

• Not a software licence. You do not get a dashboard to learn to operate, but a completed piece of research with a report.
• Not legal advice. We measure, explain and document. Your own lawyer advises on the legal consequences of an outcome.
• Not a verdict on your organisation. An unexplained difference is a signal to look into, not an accusation. Data opens the conversation, to move things forward.

Afterwards

The directive requires annual reporting from employers with 250 or more workers, and reporting every three years from employers with 100 to 249. Once the first analysis is done, the job classification and the data structure are in place. The second round therefore takes considerably less time than the first. What is required of you and when is set out on the EU Pay Transparency Directive page.