This guide describes how you work in the Analyze – Equal job view. Here you analyze all equal job groups to ensure there are no pay differences attributable to gender, or to address pay differences that cannot be explained by objective reasons.

💡 Tip: You can analyze single-gender groups, even though these cannot be compared between women and men.

⚠️ Important: By law, you must analyze pay differences between women and men in equal jobs and ensure there are no unjustified pay differences linked to gender.

1. Click on an equal job in the list on the left.

2. Scroll down to see the key figures for the group – unadjusted pay gap (mean and median) min salary, mean salary and max salary.
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1. Click on the grey box at the bottom of the chart.

2. Select: Age, Company tenure, job tenure, performance or rank on employments.

1. Click on the grey box at the top left of the chart.

2. Select: Distance from mean (%), Distance from median (%) or salary.

💡 Tip: Switch between different axes to more easily identify patterns and outliers.

⚠️ Important: The choice of axes affects how you interpret the data – ensure you analyse from multiple perspectives before drawing conclusions.

1. Click on an individual in the chart (orange = women, blue = men).

2. Click Create analysis in the side panel.

3. Select one or more explanations (tags) under Tags

4. Optionally write a comment in Comments.

5. Click Mark as complete (as done). The individual gets a green ring in the chart.

💡 Tip: You can combine multiple explanations. Focus on individual outliers, not just the group average.

⚠️ Important: The explanation Responsibility may be removed. If an employee stands out due to more complex tasks, move them to a higher-valued job group or create a new one.

1. Click on the individual → Create analysis → under Choose reason for analysis → select Chosen because of salary or other.

2. Write a comment about why the individual needs to be followed up.

The individual is marked with a red square and a red number is shown on job in the list.

💡 Tip: Use this function to collect individuals that require further investigation.

⚠️ Important: All flagged individuals should be followed up and either explained or addressed before the pay equity analysis is finalized.

1. Click on the individual → Create analysis → under Choose reason for analysis → select Chosen because of salary or other.

2. Fill in the field "Increase salary with". Enter 1 if you do not know the exact amount.

3. Click Mark as done.

⚠️ Important: Individuals whose pay level cannot be explained must be taken forward to the action plan as required by law.

1. Click on the other analysis box and write your text. The text is saved automatically.

2. Click Mark as done. The job group moves to the Done tab.

Example: The pay differences within the group are explained by differences in experience relevant to the assignment. The pay differences cannot be attributed to gender.

⚠️ Important: It is important to fill in the other analysis text – this is the text that will appear in the summary report.

1. Click on the grey "Group by" button.

2. Select: City, Gender, No group, Organization, Performance, Position level, Position title, Location or Statistical code.

⚠️ Important: The options require that data is loaded for the respective field.

1. Click on the blue arrow on the far right and select a filter. You can also change chart types.

⚠️ Important: Click Clear filters to return to the original view.

1. Click on the individual → click on the clock icon in the upper right.

2. Select a pay equity analysis, review the history and transfer relevant information.

💡 Tip: Use history to ensure consistency over time in your assessments.

1. Click on the individual → click on the eye icon in the upper right.

2. To make the employee visible again, click on a different job in the list on the left, then return to the original job. The hidden employee will then be displayed again.

⚠️ Important: A hidden individual is still counted in the pay gap and key figures for the final report.

1. Click on the individual → click on the pencil icon in the upper right.

2. Select the new job group the individual should be moved to.

⚠️ Important: The job group must exist and be job valued. If it does not exist, go to Organise – Group and create it first.

Continue in the pay equity analysis guide series: