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Start this year’s Pay Equity Navigator in Flex HRM Pay Equity Compass

Carrying out an equal pay audit is more than just a legal obligation – it is a powerful tool for creating a fair and attractive workplace. By using HRM Pay Equity Compass, you gain a clear structure to detect, address, and prevent unjustified pay disparities between women and men. This guide will help you work with the compass and launch your pay equity navigator.

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


Once you have finished your preparations – such as setting up job profiles, conducting work evaluation, and making sure your employee list is up to date – you are ready to begin your Pay equity navigator.

When it’s time for the annual pay equity navigator, you can easily start the work directly in the system.

 

Start new pay equity navigator

Go to Pay Equity Compass > Pay Equity Navigator

Click on Create analysis  under the heading Current analysis

You can now specify your own name for the payroll equity navigator and adjust the date if needed.

In step 2 you can audit the material. Click on Next.

When you create the analysis, it fetches all current employees. Once the data is loaded, you will see an overview for the year’s analysis.

Continue by navigating to the various analysis views using the menus at the top.

 

 

Edit pay equity navigator

In the pay equity navigator’s Overview you will find the option Edit under the three dots in the top right corner.

Edit can be used to recalculate and update the analysis in the pay equity navigator.
Read more in this article: Can I recalculate the analysis in Pay Equity Navigator?

 

Which employees are included?

All employees with Employment type Employee (exclusive CEO) are included in the pay equity navigator. Individuals with Employment type External personnel in the Employment menu in HRM are not included in the analys.

Please note that Employment type External personnel also affects other functions in HRM, such as Payroll and certain statistics.

Who is CEO in the company is specified in Company under the setting.

In the view for Employees you check that you have all necessary information on the employees before starting the payroll mapping.

How is period of employment calculated in the pay equity navigator?

The principle used to calculate number of days to years is
(All periods of employment’s number of calendar days) / 365.25
Flex HRM then rounds down.

Example
3.5 years = 3 years
2.92 years = 2 years

Years of employment are always rounded down in the pay equity navigator.

 

How does the analysis work in the different views?

Once you have built up your job profiles and valued the works, it’s time to analyse wages. The analysis is divided into three different views, but they are structured in a similar way so you can easily recognise the format and know how to proceed.

A common feature for all analysis views is that we present the statistics in clear KPIs, tables, and graphs. The aim is to help you quickly pinpoint where wage differences occur between women and men and determine whether these are justified or not.

 

How to read the various views

Regardless of which analysis you carry out, you will find the following functions:

  • Summary of important KPIs: At the top of each view you see an overall picture of pay differences for the current group.

  • Individual KPIs: Beneath the summary you see a table and associated graphs.

  • Detailed list: Beneath the KPIs you will find a list of the employees or job profiles included in the analysis.

  • Analysis and notes: At each grouping and employee, you have the option to leave a note. Here you document whether a pay difference is objectively justified (for example, due to experience or performance) or if it needs to be addressed.



The three levels of analysis

The analytical work in our payequity navigator is divided into these three sections:

  1. Equal work: Here we compare wages for employees who have the same or nearly identical duties.

  2. Equivalent work: Here we analyse groups of works with different duties that are deemed to have the same value for the organisation.

  3. Lower salary higher valuation: An analysis to ensure that salaries in female-dominated occupations are not lower than in those that are not female-dominated, even though the work requirements are higher or equally high.

 

We’ll now take a closer look at the different analysis views.

Analyse – Equal work

Analyse – Equivalent work

Analyse – Lower salary higher valuation

 

 

If important parts are missing, the function to create the analysis will not be available. You must then complete the data before the analysis can be created.

 

Related articles
Get started with the Pay Equity Compass – Checklist

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