Pay Transparency in Progress

Annex E. Job classification systems required or suggested to be used in private sector gender pay reporting

Table A E.1. Job classification systems required or suggested to be used in countries where gender pay gaps or gendered pay information must be further disaggregated by job categories, 2025

Country	Job classification system
Austria	Company job classification or those used in collective agreements
Australia	ANZSCO (Australian and New Zealand Standard Classification of Occupations) at major group level. Employers can voluntarily report to unit level.
Belgium	Functional classification of the company or sector; if not, subsidiary function classification (executive, managerial, executive staff). The employer must respect the sectoral job classification in the first place. If a sectoral job classification applies, the job classification at company level should not contain any provisions that conflict with the sectoral collective agreement.
Canada	EEA: Employment Equity Occupational Groups (EEOGs), based on the National Occupational Classification, Canada’s national system for describing occupations. PEA: Predominantly female job classes are compared to predominantly male job classes in the same workplace doing work of equal value. Job classes are determined by the employer, or in the case a pay equity committee has been formed, by the committee, and are made up of positions within the workplace that: 1) have similar duties and responsibilities; 2) require similar qualifications; and 3) are part of the same compensation plan and are within the same range of salary rates.
Chile	By type of position and function performed
Denmark	The 6‑digit DISCO code and/or equivalent classification. DISCO‑08 is the official Danish version of ISCO‑08 with an additional tier that further specialises job functions.
France	Categories of equivalent positions. These correspond to the hierarchical level or coefficient (or other method of rating positions) after consultation with the social and economic committee, or to the socio-professional categories (blue‑collar workers; white‑collar workers; technicians and supervisors; engineers and managers).
Iceland	Companies can choose their type of classifications as long as the system is not discriminating on the basis of gender.
Israel	Central Bureau of Statistics (CBS) Occupation Classification is a system used by Israel’s CBS to categorise all occupations in the labour market based on skill level, field, and type of work.
Italy	The Italian Civil Code (Art. 2095) establishes four broad categories of employees: executives (“dirigenti”), middle managers (“quadri”), white‑collar workers (“impiegati”) and blue‑collar workers (“operai”). Collective agreements, specific to each sector of activity, determine the allocation of employees to these categories.
Latvia*	A gender-neutral job classification, which is determined by the regulations of the Cabinet of Ministers.
Lithuania	By occupations/types of economic activity. Recommended to be gender-neutral.
New Zealand*	Roles specific to organisation or Australian and New Zealand Standard Classification of Occupations (ANZSCO).
Norway	More general job categories consisting of same type of work or work of similar value. The assessment and design of the categories should include equal work and work of equal value.
Portugal	Occupation (according to Portuguese Classification of Occupations) and job category (designation and definition of functions given in the law, collective labour regulation instruments, company regulations or in contracts).
Spain	The job classification system applied by the company according to the collective agreement which applies to the company or, failing that, by agreement between the company and the representation of workers. In companies with 50 or more employees, i.e. companies obliged to draw up an equality plan, also by groups of jobs of equal value.
Switzerland	Under Logib module 1: The functions (job category) do not flow directly into the analysis but are used in order to allocate the two workplace related characteristics: “Professional position” and “Skill level” (qualification level). Occupational skill level (qualification level), the skill level required by the job performed by the employee, a code from 1 to 4 defined as: 1. Extremely demanding and difficult tasks 2. Independent and skilled work 3. Work requiring professional/technical skills 4. Simple and/or repetitive tasks. Professional position, the professional position of the job performed by the employee, a code from 1 to 5 defined as: 1. Senior management 2. Middle management 3. Lower management 4. Lowest management 5. Employees with no management function.

Note: Table summarises lists the job classification systems used/suggested for use in countries where gendered pay information must be further disaggregated by job categories.

*New Zealand and Latvia’s rules apply only to the public sector.

Source: Updated from OECD (2023[1]), based on 2025 OECD Pay Transparency Questionnaire.

References

[1] OECD (2023), Reporting Gender Pay Gaps in OECD Countries: Guidance for Pay Transparency Implementation, Monitoring and Reform, Gender Equality at Work, OECD Publishing, Paris, https://doi.org/10.1787/ea13aa68-en.