Certification of Equal Pay - Versionsgeschichte

Eva.lindner: /* PayAnalytics */

2022-01-03T16:37:01Z

‎PayAnalytics

Katinka.brose am 10. Januar 2020 um 09:46 Uhr

2020-01-10T09:46:47Z

Katinka.brose am 10. Januar 2020 um 09:23 Uhr

2020-01-10T09:23:54Z

A.bamesberger am 2. August 2019 um 11:01 Uhr

2019-08-02T11:01:39Z

Katinka.brose am 18. Juli 2018 um 09:08 Uhr

2018-07-18T09:08:50Z

Katinka.brose am 10. Mai 2017 um 08:35 Uhr

2017-05-10T08:35:51Z

Katinka.brose: /* EG Check */

2017-05-10T08:34:37Z

‎EG Check

Katinka.brose: /* References */

2016-04-20T11:48:09Z

‎References

Katinka.brose: Die Seite wurde neu angelegt: „To detect the gender pay gap in companies, various tools have been compsed to analyse wage structures in companies. With these tools, the actual gender pay gap…“

2016-04-01T11:58:22Z

Die Seite wurde neu angelegt: „To detect the gender pay gap in companies, various tools have been compsed to analyse wage structures in companies. With these tools, the actual gender pay gap…“

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To detect the gender pay gap in companies, various tools have been compsed to analyse wage structures in companies. With these tools, the actual gender pay gap within companies and their mani causes can be analysed. This section give a short overview on which tools have been used and where these tools are available.

Generally speaking, these tools can break down two aspects: first, these tools can identify the general gender pay gap in companies at general, branch or occupational levels. Second, these tools can analyse whether wage structures are equally treating women and men in the company. In this sense, the evaluation of both wage systems and the valuation of functions and tasks within companies bear the potential of over- and undervaluation as well as discrimination.

As a first glance, the tools Abakaba and EG-Check focus their methods on the valuation of work and comparing different occupations with the same valuation of work. The other tools focus on the statistical analysis of wages and calculate the gender pay gaps within companies and related branches.

==ABAKABA==
Already in the 1980s, the tool [http://www.abakaba.ch/de/ Abakaba] has been developed in Switzerland. With the tool, the the descriptive statistical analysis of a wage gap in companies is possible as well as the analysis of the valuation of functions and staff is possible.

==EG Check==
The German tool [http://www.eg-check.de/ EG-Check] allows testing for equal pay for equal work and work of equal value focussing on wage structures and the valuation of work. This can be tested within five wage components: base wages, gradual upscaling of wages, overtime, performance pay and hardship allowances.

==Equal Pace==
"[http://www.equal-pace.eu/ equal pacE] stands for “web tool-based equal gender pay analysis for a competitive Europe”. The project aims to provide and promote a web tool that enables companies to voluntarily analyse their pay structures to detect potential gender pay gaps and their causes. The web tool is available in five languages (English, Finnish, French, Polish and in Dutch for its application in Flemish-Belgium and the Netherlands) and adjusted for country-specific requirements in Flemish-Belgium and the Netherlands, Finland, France, Poland, and the United Kingdom. Companies in other European countries are also invited to examine the suitability of the equal pacE web tool for their purposes."<ref>[http://www.equal-pace.eu/about-equal-pace/ About Equal Pace]</ref>

The basis for this tools is provided by the tool [http://www.logib-d.de/ Logib-D], which has been developed in Germany. The tool has been used in more than 200 companies across Germany.

==Equal Salary==
Another Swiss tool is the [http://www.equalsalary.org/ Equal Salary] Certificate. This label is awarded to companies who have gone through a statistical analysis to detect a wage gap within their companies and through an audit to overcome these gender gaps in their pay structures. The audit also involves revisiting the HR strategies of the companies and to enhance commitment within companies to ensure equal pay for women and men.

==References==
<references/>

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[[Category: Länder]] [[Category: Europäische Union]] [[Category: Ursachen]] [[Category: Glossar]]

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 ==PayAnalytics==
-The tool [https://www.payanalytics.com/ PayAnalytics] developed in Iceland can show HR managers how they can close their wage gap, at which cost and time and what employees require raises. The tool has been developed within the realm of the Icelandic Equal Pay Standard and is now available also outside of Iceland.
+The tool [https://www.payanalytics.com/ PayAnalytics] developed in Iceland can show HR managers how they can close their wage gap, at which cost and time and what employees require raises. Furthermore, it suggests fair salaries for new employees and employees moving into new positions, to ensure gaps do not reappear. While the tool started within the realm of the Icelandic Equal Pay Standard, it is now being used worldwide. The tool supports different pay equity methodologies and local reporting requirements. The methodologies include Equal Pay for Equal Work, Equal Pay for Substantially Similar Work, and Equal Pay for Work of Equal Value.
 The Icelandic Equal Pay Standard is available in German: [https://www.bmfsfj.de/blob/137212/4aa14d8606a057d659a0bda4a16efa2a/island-standard-managementsystem-fuer-entgeltgleichheit-data.pdf BMFSFJ: ÍST 85:2012 — Managementsystem für Entgeltgleichheit — Anforderungen und Leitlinien]

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 ==PayAnalytics==
 The tool [https://www.payanalytics.com/ PayAnalytics] developed in Iceland can show HR managers how they can close their wage gap, at which cost and time and what employees require raises. The tool has been developed within the realm of the Icelandic Equal Pay Standard and is now available also outside of Iceland.
 ==References==

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 ==Gapsquare==
 The [https://www.gapsquare.com/gender-pay-gap-software/ online tool developed by Gapsquare] allows to analyse a company's wage data and calculate the Gender Pay Gap. It further allows to decontruct the data to show the main reasons behind the gap. The online tool is also used by companies to calculate the data that has to be published in the UK in terms of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. A first round of data publication by companies with more than 250 employees took place in April 2018.
 ==References==
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 ==Further Links==
 [https://www.total-e-quality.de/ Total Equality Certificate]

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−	[[Category: Länder]] [[Category: Europäische Union]] [[Category: Ursachen]] [[Category: Glossar]]	+	[[Category: Länder]] [[Category: Europäische Union]] [[Category: Ursachen]] [[Category: Glossar]] [[Category: Articles in English]]

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 ==Equal Pace==
-"[http://www.equal-pace.eu/ equal pacE] stands for “web tool-based equal gender pay analysis for a competitive Europe”. The project aims to provide and promote a web tool that enables companies to voluntarily analyse their pay structures to detect potential gender pay gaps and their causes. The web tool is available in five languages (English, Finnish, French, Polish and in Dutch for its application in Flemish-Belgium and the Netherlands) and adjusted for country-specific requirements in Flemish-Belgium and the Netherlands, Finland, France, Poland, and the United Kingdom. Companies in other European countries are also invited to examine the suitability of the equal pacE web tool for their purposes."<ref>[http://www.equal-pace.eu/about-equal-pace/ About Equal Pace]</ref>
+"[http://www.equal-pace.eu/ equal pacE] stands for “web tool-based equal gender pay analysis for a competitive Europe”. The project aims to provide and promote a web tool that enables companies to voluntarily analyse their pay structures to detect potential gender pay gaps and their causes. The web tool is available in five languages (English, Finnish, French, Polish and in Dutch for its application in Flemish-Belgium and the Netherlands) and adjusted for country-specific requirements in Flemish-Belgium and the Netherlands, Finland, France, Poland, and the United Kingdom. Companies in other European countries are also invited to examine the suitability of the equal pacE web tool for their purposes."<ref>[https://pdfs.semanticscholar.org/034e/449a30cb8c7f429c63b08d836541f94fa825.pdf A web tool-based equal gender pay analysis for a competitive Europe(equal pacE)]</ref>
 The basis for this tools is provided by the tool [http://www.logib-d.de/ Logib-D], which has been developed in Germany. The tool has been used in more than 200 companies across Germany.

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 ==Equal Salary==
 Another Swiss tool is the [http://www.equalsalary.org/ Equal Salary] Certificate. This label is awarded to companies who have gone through a statistical analysis to detect a wage gap within their companies and through an audit to overcome these gender gaps in their pay structures. The audit also involves revisiting the HR strategies of the companies and to enhance commitment within companies to ensure equal pay for women and men.
 ==References==

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 ==References==
 <references/>
 {{#TwitterFBLike:|small|like}}
 [[Category: Länder]] [[Category: Europäische Union]] [[Category: Ursachen]] [[Category: Glossar]] [[Category: Articles in English]]

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 ==EG Check==
 The German tool [http://www.eg-check.de/ EG-Check] allows testing for equal pay for equal work and work of equal value focussing on wage structures and the valuation of work. This can be tested within five wage components: base wages, gradual upscaling of wages, overtime, performance pay and hardship allowances.
 ==Equal Pace==