To calculate gender distribution across pay quartiles, start with the reporting population required by the applicable methodology, order workers from the lowest to the highest pay level, divide the ordered population into four equal groups, and count female and male workers in each group. For each quartile, divide the number of female workers by the total workers in that quartile and multiply by 100; repeat for male workers. The two proportions should account for the quartile population under the applicable sex-classification and reporting rules. Tie handling, rounding and any special population rules should follow national implementing guidance.
Jurisdiction: European Union
Start With the Correct Reporting Population
The first step is to identify the workers who belong in the Article 9 reporting population under the applicable national methodology. The same population should be used consistently when calculating quartile distribution and the other organisation-level metrics, unless official rules require otherwise. Employers should reconcile the reporting population to HR and payroll records before ranking workers. Missing workers, duplicate records or inconsistent employment-status treatment can materially alter quartile boundaries and the reported percentages.
Order Workers From Lowest to Highest Pay Level
After defining the population, order workers according to the pay-level measure required by the reporting methodology. The Directive defines pay level as gross annual pay and the corresponding gross hourly pay, but national reporting instructions may specify how the relevant pay figure is operationalised. The ordering step matters because quartiles are based entirely on workers' relative position in the pay distribution. Employers should retain the ranking field and calculation logic used so the analysis can be reproduced later.
Divide the Ordered Population Into Four Groups
The ranked workforce is then divided into four equal groups from the lowest to the highest pay level. These are commonly described as the lower quartile, lower-middle quartile, upper-middle quartile and upper quartile. Where the workforce count is not divisible by four, or where workers have identical pay at a boundary, employers need a consistent allocation rule. The Directive does not provide a complete technical algorithm for every such case, so the applicable national methodology should control the final treatment.
Calculate the Female Proportion in Each Quartile
For each quartile, count the number of female workers and divide that number by the total number of workers assigned to the quartile. Multiply the result by 100 to express it as a percentage. For example, if a quartile contains 40 workers and 26 are female, the female proportion is 65%. The calculation should be performed separately for all four quartiles. Employers should retain both the numerator and denominator rather than storing only the final percentage, because the underlying counts make validation and later reconstruction easier.
Calculate the Male Proportion Using the Same Denominator
Repeat the same process for male workers in each quartile: divide the number of male workers by the total number of workers in that quartile and multiply by 100. Using the same quartile denominator ensures that the female and male percentages describe the same group of workers. Under a two-category reporting dataset they will normally sum to 100%, subject to rounding. Employers should follow applicable national rules where the reporting framework requires treatment of data that does not fit a simple two-category calculation.
Reconcile Counts Before Publishing Percentages
Before finalising the output, employers should confirm that every worker in the reporting population appears in exactly one quartile and that the four quartiles reconcile to the total reporting population. They should also check that female and male counts reconcile within each quartile, that percentages use a consistent rounding convention and that no record changed quartile because of a data-type or sorting error. These basic controls are important because small data-processing errors can create visible changes in the distribution, particularly for employers near the minimum reporting threshold.
Interpret Quartile Patterns Alongside Other Metrics
A strong concentration of women in the lower quartiles or men in the upper quartiles can indicate occupational segregation, promotion bottlenecks, hiring patterns or other structural factors that warrant examination. The quartile percentages do not establish the cause. Employers should compare them with mean and median pay gaps, variable-pay outcomes and category-of-workers results. This combined analysis can help distinguish differences caused mainly by workforce distribution from pay differences appearing within groups performing the same work or work of equal value.
Frequently Asked Questions
What is the formula for female representation in a pay quartile?
Female workers in the quartile divided by total workers in that quartile, multiplied by 100.
Should the same workers be used for every quartile calculation?
Use the reporting population required by the applicable methodology and divide that population into four pay-ordered groups.
How should tied pay values at a quartile boundary be handled?
Follow the applicable national or official reporting methodology and document the allocation rule consistently.
Related Guides
Official Sources
Requirements and practices differ by jurisdiction and organisation. Check current local law, official guidance and professional advice for a specific situation.