Job evaluation free from gender bias / making pay differences transparant RSS
- Legislation and equality plans
- Social dialogue / social partners
- Measuring the gender gap
- Job evaluation free from gender bias
- Equal Pay Days / Raising Awareness
- Case studies
In Belgium, policies address the way jobs are classified in grids used for wage-setting procedures in the social dialogue. In 2010 the Institute for the Equality of Women and Men developed a checklist on gender neutrality in job evaluation and job classification to be used by private and public employers. Before, in 2006, they had organised training programmes and made a guidebook on gender-neutral job classification available for employers and trade unions to avoid and eliminate gender bias in pay systems as part of a broader project called EVA.
A method for job evaluation free from gender bias has been produced in the hotel and restaurant sector in Portugal as part of the project “Revalue work to promote gender equality”. The methodology was drawn up by employee and employer representatives, state public bodies and researchers and coordinated by the General Confederation of the Portuguese Workers (Confederação Geral dos Trabalhadores Portugueses – Intersindical, CGTP-IN). This has enabled jobs that are male dominated and jobs that are female dominated to be evaluated and compared in order to determine whether the gender pay gap is a result of the unfair valuing of women’s work and discrimination. A guide to applying job evaluation free from gender bias has also been produced as well as a training handbook.
In Sweden, job evaluation free from gender bias has often been included in the framework of collective agreements based on the four criteria: knowledge and experience, degree of effort, responsibility and working conditions. Other factors can also be taken into account, such as physical and mental stress, competence and degree of independence, planning and decision making.
Companies in the United Kingdom are encouraged to develop job evaluation free from gender bias. This ensures that their pay systems are gender neutral. Although the equal pay legislation does not require an employer to implement job evaluation free from gender bias it is often used as a tool for determining equal pay for work of an equal value when comparing the pay of different jobs. For example, in the civil service a Job Evaluation and Grading Support (JEGS) system has been introduced as an analytical methodology that is free from gender bias for evaluating the jobs of all employees. Similar systems have been developed for employees in local government, and in the education and health sectors.
In 2011, the United Kingdom published the Statutory Code of Practice on equal pay, a technical guide to illustrate where and how legislation on equal pay can be brought to bear in real-life situations. It is a tool mainly addressed to lawyers, human resources personnel, courts and tribunals.
The Equality and Human Rights Commission in the United Kingdom has developed guidance for employers on implementing job evaluation free from gender bias. Job evaluation is promoted as part of equal pay audits, which have been designed for companies with over 50 employees as a tool to identify the gender pay gap.
The UK government has launched a voluntary initiative on gender equality transparency. “Think, Act, Report” asks private and voluntary sector employers to make things fairer for women at work, through greater transparency on pay and other workplace issues. Over 60 leading businesses have signed up covering over a million employees.