Guidance library / Page 13
Understand pay. From every angle.
Browse clear introductions and practical starting points for employers, recruiters, employees and applicants. Page 13 of 27.
Building a Clean Employee Compensation Dataset
Learn how to clean, structure and document employee compensation data so pay equity calculations are reproducible and reliable.
Normalising Job Titles for Pay Analysis
Learn how to normalise inconsistent job titles for pay equity analysis without confusing title cleanup with the legal test for same work or work of equal value.
Mapping Employees to Comparable Worker Categories
Learn how to map employees into defensible categories of workers for EU pay transparency analysis using objective gender-neutral same-work and work-of-equal-value criteria.
Calculating Mean vs Median Pay
Understand the difference between mean and median pay, why the EU Pay Transparency Directive uses both perspectives, and how each measure can reveal different pay-distribution patterns.
Understanding Unadjusted Pay Gaps
Understand what an unadjusted pay gap measures, how it differs from pay discrimination, and how EU pay transparency reporting uses observed average and median pay differences.
Understanding Adjusted Pay Gaps
Understand adjusted pay gaps, how analytical controls can change an observed pay difference, and why adjusted results do not replace EU pay transparency reporting or equal-pay tests.
Regression Analysis in Pay Equity Audits
Learn how regression analysis can support pay equity audits, which variables require careful governance, and why regression does not replace EU pay transparency reporting or legal equal-pay analysis.
When Statistical Analysis Is Appropriate
Learn when statistical analysis can strengthen a pay equity review, when simpler descriptive analysis is enough, and how to keep statistical models separate from the EU Pay Transparency Directive's required reporting metrics.
Small Sample Sizes in Pay Gap Analysis
Learn how small worker groups affect pay gap analysis, why unstable averages and confidentiality risks matter, and how to review small samples without inventing false precision.
Handling Missing Compensation Data
Learn how to identify, classify and document missing compensation data in pay equity analysis without silently imputing values or producing misleading gender pay gap results.
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