A salary survey reveals salaries by positions
Salary surveys form a statutory element in an equality plan. The Equality Act requires that employers with at least 30 employees prepare an equality plan.
A salary survey must:
- cover all personnel groups, including fixed-term and part-time employees;
- take job grades into account (either a classification compliant with a job rating assessment system applied by the employer or another job grouping applied at the workplace); the aim of job classification is to find out the levels on which women's and men's duties reside;
- examine and assess both the pay systems applied and salaries realised;
- itemise positions occupied by women and men;
- provide an account of women's and men's job grades, salaries and salary differences.
- The purpose of a salary survey is to ensure that no ungrounded pay differences between genders take place at workplaces and that the pay system is compliant with the requirements of the Equality Act.
- It is important to break down salary statistics in sufficient detail, by position groups, for example, in order to allow conclusions to be drawn.
- It is also important to compare the data to previous plans in order to see the prevailing trend. It would also be interesting if statistics could be compared between the different countries of a corporate group, at least to some extent.
- examine the company's recruitment processes and their equality.
Is a recruitment process equal?
- Are both men and women encouraged to apply for open positions?
- Do the job titles and channels encourage both genders to apply for the open positions?
- How can it be ensured during recruitment that no unexplained pay gaps are created at this stage?
Equality issues are largely a question of attitude changes, and as is well known, this is very slow work. These efforts can be furthered and discussion roused within companies by bringing issues up through specific examples. This can be done via employee magazines, on the company intranet or through other channels.