As Fair Pay Analyst, you are part of the UNIVERSAL FAIR PAY CHECK® family. The salary structures in the company have been analyzed and you know which areas show a need for action. Once you have registered for certification, you will be invited to share best practices in our exclusive Fair Pay Management Circles.

First steps

At the start of the UNIVERSAL FAIR PAY CHECK®, organizations examine their pay structures. As part of the analysis, the payroll system and the corresponding components are assessed to see whether they reflect the company ethos. In the analysis, those factors that influence remuneration are broken down, for example, role, department, or length of service. Furthermore, the effect of variables that should not affect remuneration, such as sex, for example, is calculated. The list of variables from the Fair Pay Matrix can serve as the basis.

Analysis & evaluation

The analysis is carried out on the basis of the organization’s internal data, and it provides the foundation for a precise determination of all further steps necessary to implement fair pay. From the analysis, it is apparent how the whole spectrum of employees in the organization is distributed over the various salary levels. In particular, using such data flags up the challenges specific to the organization in the implementation of equality and fair pay, and determines the appropriate methods and instruments for closing any identified gaps.

Requirements for achieving the status of UNIVERSAL FAIR PAY ANALYST:

• The organization carries out an analysis of the pay structures for all its employees.
• At the very least, this analysis will calculate the unadjusted and adjusted gender pay gaps (in respect of basic salary, bonuses, and total remuneration). It is useful to then identify further pay gaps on the basis of demographic factors such as age or ethnic origin.
  The unadjusted gender pay gap shows the percentage difference between the average gross hourly pay for women and men.
  The adjusted gender pay gap shows the percentage difference between the average gross hourly pay for women and men in comparable positions – taking into account the variables of role, level, and requirements. The calculation is undertaken using multiple regression analysis on the basis of all employee data. If it is not possible to include all employees in the calculation, the FPI must be notified of the reasons why.
• The organization formulates suitable measures for closing the calculated gaps.
• In a written Fair Pay Commitment, the organization undertakes to implement fair pay and transparency. The organization can set itself additional goals over and above this.
• All the necessary data and measures are made available to the FPI for checking. In this phase, all the details from the organization are treated confidentially and are not published.