In the context of pay equity audit, there is talk of equal and comparative job. The difference between the two is that equal job is about employees who perform the same or almost the same tasks, while comparative job is about different jobs that after work valuation are judged to be comparative in terms of the total complexity.

When it comes to equal job, it does not have to be the same as equal position. Several organizations today have a fairly large job flora despite the fact that employees with the different positions do basically the same thing, at the same time there are also several job titles that are very unambiguous and can not be interpreted as anything else (eg construction worker, physiotherapist, dietitian and lots of Other).

If the employees in your pay equity audit were grouped only on the basis of job title, you would probably get very many groups of equal job that consist of one or a few individuals. This can be problematic because the employees in these jobs can then "fall between the chairs" and thus not be compared with any other individual or other comparative job.

Our recommendation is then that the titles that are unambiguous should also be grouped accordingly. However, there are certain categories from which we make exceptions.

This applies in particular to:

In these areas, we recommend that you create your own structure to also get groups of employees who can be compared with each other.

The groups could then look like this:

In these groups, several different types of positions could thus be found, with the motivation that we assess that the employees in the group perform almost the same / very similar tasks.

What is important to keep in mind here is that the job valuation always takes place at group level and not individual level. You can thus not make a difference in job valuation between a receptionist and an assistant if you have chosen to group them together in the job administrative assistant. In the analysis, however, you can refer to a certain difference in the nature and weight of the assignment, as long as this difference is not too great.

The result after job valuation gives you the organization's comparative job. I.e. jobs that can be assessed equally in terms of complexity, but not necessarily content. These jobs will end up in a so-called valuation box that includes a certain range of points (often 15p in the public sector). When you later analyze wage differences between female-dominated and non-female-dominated jobs where the non-female-dominated job has a higher salary even though it is equal or lower valued, you can not refer to the non-female-dominated job being more complex because the results of the job valuation do not show this. Note that the jobs compared here do not have to be in the same valuation box, but that the non-female-dominated job can be found in a lower valuation box.