1. Introduction
This guide summarizes the content of the Pay Equity Analysis (PEA) – Presentation for Unions, which is designed to support communication between employers, HR teams, and union representatives regarding pay equity work. The material explains the legal basis for pay equity analysis in Sweden, defines the core analytical concepts used in the process, and outlines the main findings and reporting structure typically shared with unions.
The goal of this presentation is to build transparency, trust, and shared understanding between employers and unions around how pay equity is assessed, what has been analyzed, and which measures are planned or implemented.
2. Legal Framework for Pay Equity in Sweden
The foundation of pay equity work is the Swedish Discrimination Act (2008).
According to the law, employers must annually:
Survey and analyze pay and employment terms to identify unfair gender differences.
Review pay-setting provisions and practices.
Identify pay differences between women and men performing:
Equal work, or
Work of equal value.
The law requires that:
The entire pay gap must be explained or corrected,
No later than three years after it has been identified.
This establishes both a compliance responsibility and a structured timeline for implementing corrective measures.
3. Equal Work and Work of Equal Value
The presentation explains two core analytical concepts essential to pay equity analysis:
Equal Work
Equal work refers to jobs that are identical or very similar in:
Tasks performed
Skills required
Effort involved
Level of responsibility
Analysis focus:
Salary differences between women and men within each equal job group
Identification of individuals who stand out compared to peers
Work of Equal Value
Work of equal value refers to jobs that are not identical but hold comparable value to the organization based on skill, effort, responsibility, and working conditions.
Analysis focus:
Salary gaps between female-dominated jobs (≥60% women) and non-female-dominated jobs
Particularly where the comparative job has a higher average salary but is valued equal to or lower than the female-dominated job
This approach detects systemic undervaluation of roles traditionally held by women.
4. Overview of the Pay Equity Analysis Process
The presentation outlines a structured process involving both HR and unions, ensuring collaboration and transparency.
Management and HR Responsibilities
Review pay-setting regulations, policies, and practices
Evaluate manager-driven decisions (salary, promotions, parental leave, market adjustments)
Assess current status of pay structures and job classifications
HR and Union Responsibilities
Review individual-level salary deviations
Identify areas requiring corrections
Validate internal practices (job titles, groupings, documentation)
Propose structural measures to achieve more equal pay at an overall level
The process is iterative and evidence-based, combining data analysis with qualitative insight from both managers and union representatives.
5. Key Figures and Results
The presentation highlights that annual comparisons are made between the current year (2024) and the previous year (2023).
Although numerical examples are not included in the extracted content, the following categories are typically presented:
Mean and median gender pay gaps
Differences in variable pay components
Salary distribution by gender across job categories
Trends compared to previous years
Improvement areas based on prior action plans
This provides unions with clear visibility into progress and remaining gaps.
6. Findings – Policies and Practices
The report summarizes the findings from the review of organizational policies and pay-setting practices.
Typical findings include:
Whether managers follow documented salary-setting principles
Consistency in performance assessment
Appropriate use of market adjustments
Documentation quality for job titles and job groupings
If the previous pay equity analysis included action points, their progress must be highlighted.
7. Findings – Equal Work Analysis
This section presents:
Summary of gender pay differences within each equal job
Explanation for deviations using objective factors
Identification of individuals who require adjustments
Progress on previously identified measures is also included, ensuring continuity and accountability.
8. Findings – Equivalent Work Analysis
This section summarizes:
Gender pay differences between female-dominated and comparative jobs
Whether the salary differences are justifiable
Any structural inequities related to job evaluation or job architecture
Recommended corrective measures
Again, the report links back to prior measures for transparency and governance.
9. Conclusion
The union presentation emphasizes transparency, shared responsibility, and continuous improvement in pay equity. By outlining the legal framework, analytical approach, findings, and required corrective actions, the presentation ensures that unions are fully informed and engaged throughout the process.
The material supports constructive dialogue between employers and unions and ensures alignment with the Discrimination Act and EU pay transparency requirements.