Equal pay for equal work - without Excel files, uncertain data and manual hassle along the way. Pay Equity Compass is now being launched on a broad front. With job architecture, job evaluation and pay equity analysis all in one flow, it's easy to build a pay structure that lasts over time.
Linda Tesell, Product Manager at Flex Applications, says that the goal of the new module is to give employers a tool that streamlines the actual pay equity analysis but also makes it easy to take a holistic approach to how roles are valued and salaries are set.
- We see that many employers want to work more structured with these issues, but that it often becomes time consuming and fragmented. With Pay Equity Compass, you get a support where all parts are connected from the start. This is something we know has been long-awaited - so it feels very valuable to now be able to offer this tool on a broad front, she says.
A Single Flow from Job Architecture to Finished Pay Equity Analysis
One of the basic ideas behind Pay Equity Compass is that a fair pay structure starts long before the actual pay equity analysis. In order to determine what is equal and equivalent work, set reasonable salary ranges and have safe and clear conversations about pay issues, you as an employer first need to have a clear picture of how roles are related and what distinguishes them.
That's why the job architecture is a natural starting point in the Pay Equity Compass: a well-thought-out structure with clear job families and levels, based on responsibilities, requirements and complexity. From there, you can easily work in a flow where all parts are seamlessly connected to each other:
Job Architecture. Structure your organization's roles into logical job families and levels.
Job evaluation. Work continuously with the evaluation and ensure that each new position is placed correctly from day one.
Pay equity analysis. Automate the entire flow from data collection to analysis and documentation.
What used to be handled in different steps or in different tools is now connected from the start - which means less manual hassle and at the same time a more reliable basis for building a well thought-out and fair salary structure.
A Good Time to Strengthen Pay Processes
Although the implementation of the EU Pay Transparency Directive has been put on hold in Sweden, it is clear that the move towards greater transparency in pay matters is already underway. At the same time, annual pay equity analyses are already a legal requirement for all Swedish companies and organizations.
Linda Tesell emphasizes that employers have much to gain by continuing their preparations:
- My advice is to use this extra time well. Instead of rushing to find solutions, take the opportunity to strengthen routines and lay the foundation for a more qualitative way of working. The more confident you are that the pay equity analysis is fully compliant with current regulations, the better equipped you will be for the directive's requirements. You will also benefit from clearer processes, better support in setting salaries and stronger confidence among both candidates and employees.
Get started with Pay Equity Compass
Ready for a smarter way to work with pay equity analysis and pay transparency? Pay Equity Compass can be used both standalone and as part of the Flex HRM solution. Contact us to find out more!
Already have Pay Equity Compass in your license? More information on how to get started can be found in our Knowledge Base.
