Directive (EU) 2023/970 asks employers to report pay differences by category of worker and to explain differences of five percent or more. A dashboard is not a report. A percentage is not an explanation.
We prepare the comparable groups, the pay measures and the figures. We investigate the differences with a documented method. We write the documentation that goes with the report and we set up the process so it runs every year.
How we work
- Establish comparable groups. Categories of workers based on job evaluation and not on titles.
- Define the pay measures. Base, variable and total as the directive describes them. Annual full-time equivalents where required.
- Compute the differences. Mean and median per category. Composition and within-group differences separately.
- Investigate. Differences at or above five percent with a reviewed method. Legitimate explanations recorded with their evidence.
- Report and document. The figures, the method and the explanations in one record.
- Make it recurring. A process that produces next year’s report without starting over.
What you get
- Report-ready figures per category of worker
- The method record and the documentation
- An investigation log for the differences that need one
- Power BI reporting for the people who have to answer questions
Where it usually starts
- The first reporting date is approaching and the comparable groups do not exist.
- A pay-gap number circulates and nobody can explain it.
- A works council asks for the method behind the figures.
The timetable and the criteria follow the directive text. National law may add requirements.
