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Carry out Pay Equity Navigator and analysis of lower salary higher valuation - HRM Pay Equity Compass

In this article, we guide you through the process of analyzing female-dominated roles that have lower pay despite a higher job evaluation score. The purpose of this view is to ensure that no female-dominated occupational groups have lower salaries than a non-female-dominated group, even though the female-dominated work carries higher requirements (a higher evaluation score). We take a closer look at how you can use Flex HRM to identify pay disparities and document your conclusions to ensure that your organization practices gender-neutral pay.

BETA: This product is under development. The content of this article will be updated as new changes are introduced.


How do you analyse lower salary with higher valuation?

In this view, we carry out a control of the different score levels. We compare female-dominated jobs with jobs that are not female-dominated and have lower requirements. This is an important part of our HRM solution to identify structural pay gaps that may be due to certain occupations historically being valued too low.

 

Here's how to do it step by step

You will find the analysis under Pay Equity Compass > Pay Equity Navigator > Lower salary higher valuation

  1. Select job profile: In the list, you will see the cases where a female-dominated job profile has a lower average salary than a profile with lower score (that is not female-dominated). Click on a job to start the analysis.

  2. Analyse the score difference: Check the size of the score valuation difference between the groups. The greater the score difference and the bigger the payroll gap, the more important it is to analyse the reason.



  3. Compare works and assess the result: If you find a female-dominated group with lower pay despite higher requirements, you must be able to explain why.

Under Total compensation per work and employee you can compare the work with the other jobs, one at a time. Click on the work you wish to compare with and go down the list of employees if needed to view details.




If you discover a payroll difference between works, you need to analyse if it is justified. Audit the individuals in the list for the job to make your analysis of wages and click on Notes to write your analysis for the current employee.





Confirm your analysis and save your note by clicking Add note.

 

What does female-dominated work mean?

In HRM Pay Equity Compass a job is defined as female-dominated if the proportion of women is over 60 percent. We compare these groups with jobs that are not female-dominated. This means we compare them with groups where:

  • The proportion of men is higher than 60 percent.

  • The gender distribution is even (i.e. no gender has a part exceeding 60 percent).

 

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Please note: This article is AI-translated. This means that linguistic errors or misunderstandings may occur.