Pay Transparency in Progress

Annex A. Overview of measures to help employers or social partners implement gender-neutral job evaluation and classification schemes

Table A A.1. Overview of measures to help employers or social partners implement gender-neutral job evaluation and classification schemes

Tools, methodologies, capacity-building, guidance or training available to help employers or social partners implement gender-neutral job evaluation and classification schemes, July/August 2025

Country	Analytical tools and toolkits	Methodological guidance	Capacity building and implementation support	Measures to address valuation bias	Under development or planned
Australia1	(i) The Australian Public Service Commission (APS) provides an APS Role Evaluation Tool to support a common approach to determining the relative value of a role in the APS (i.e. for Commonwealth public sector employees engaged under the Public Service Act 1999 (Cth). LINK (ii) The Victorian Equal Opportunity and Human Rights Commission has published Conduct gender-neutral job evaluation, a pay equality toolkit for employers LINK	✘	✘	Amendments made to the Fair Work Act 2009 (Cth) as a result of the Fair Work Legislation Amendment (Secure Jobs, Better Pay) Act 2022 (Cth) require the Fair Work Commission to take gender equality into account when determining minimum rates of pay under modern awards. The Fair Work Commission is reviewing five Modern Awards to remedy findings of gender undervaluation. The Commission has made decisions to vary classifications and minimum wage rates in multiple awards as a result of the review, which remains ongoing. LINK	✘
Austria	“Toolbox income report” for pay reporting only LINK	Guidance on systematic job evaluation for public sector positions in Austria, based on multiple, defined criteria and rating scales. LINK	Private sector: (i) Project “100% – equality pays off” is an ESF-funded project (2020‑2023) providing free consultancy to Austrian companies to help them design transparent remuneration systems and implement fair and transparent salary systems in accordance with the principle of equal pay for equal work. LINK Public sector: (ii)The central training centre of the Federal Civil Service (Verwaltungsakademie) provides courses for the preparation of job descriptions and on the procedure and logic of the federal evaluation procedure. LINK The following do not expressively deal with job evaluation or classification but share good practices with a gender perspective: (iii) The Equal Pay Network is an ESF+ project funded by the European Union and the Austrian Federal Ministry of Labour, Social Affairs, Health, Care and Consumer Protection, focussing on reducing the gender pay gap through a regional, sector-specific approach in the tourism and industry sectors across four regions. The project delivers capacity-building activities including workshops, information events and discussion panels for regional stakeholders, entrepreneurs and employees, with the goal of sustainably improving women’s lifetime earnings. LINK (iv) The Ombud for Equal Treatment (Gleichbehandlungsanwaltschaft, GAW) provides independent and free‑of-charge legal advice and support to individuals affected by discrimination, raises awareness through brochures and workshops, and promotes the development of legal standards in relation to equal treatment and non-discrimination. LINK	To ensure consistency, the job evaluation for the Federal public service is carried out centrally by the Federal Chancellery.	✘
Belgium	The “Checklist on Non-Sexism in Job Evaluation and Classification” (Institute for the Equality of Women and Men) can be used to detect gender discrimination in job classifications. When submitting their classifications, employers must indicate whether they used it when developing their pay structure. LINK	(i) The manual “Classification de fonctions sexuellement neutre” (Classification of sexually neutral functions) methodologies and best practices for integrating a gender-neutral classification in practice and thus guarantee equal pay for work of equal value. It aims to review the basic principles of job evaluation systems, and to warn against the risks of discrimination in the job evaluation process. This manual can serve as a guide for anyone responsible for or interested in job evaluation and salary determination. LINK (ii) The “Classification de fonctions analytique – Guide pratique” (Analytical classification of functions – A Practical Guide) reviews gender-neutral job evaluation systems, and establishes their usefulness in ensuring equal pay. LINK	✘	The BE‑MAGIC project was developed within the framework of the CERV-2024-GE‑ call for proposals to promote gender equality – priority 2 by the European Commission. The project was launched in January 2025 and will run for two years. Its aim is to improve national guidance and tools for gender-sensitive job evaluation and classification systems and to raise awareness of this improved guidance and innovated tools among employers’ and workers’ representatives in Belgium and to support and advance the implementation of the Pay Transparency Directive – Article 4.2 in Belgian law and collective bargaining practice. See Box 2.5 for more information on this project. LINK See also columns Analytical tools and toolkits and Methodological guidance.	✘
Canada	(i) Pay Equity Toolkit designed to help small to medium sized federally regulated organisations create their pay equity plan (see also columns Analytical tools and toolkits, Methodological guidance, and Capacity building and implementation support): (a) Pay equity plan tool, which helps employers gather and organise the information they need to build their pay equity plan. (b) Pay equity plan summary template, which helps employers organise the information entered in the Pay Equity Tool to meet the requirements of the Act. The template can be printed and posted. (c) Hourly calculator, an Excel tool to convert annual salary to an hourly amount. (ii)”Pay Equity Compass”, an online tool that helps workplace parties determine if the Pay Equity Act applies to their workplace, and if it does apply, the steps that their employer would need to take. LINK (for both)	Pay Equity Toolkit designed to help small to medium sized federally regulated organisations create their pay equity plan (see also columns Analytical tools and toolkits and Capacity building and implementation support): (d) User guide, which explains how to use the Pay Equity Tool to create your pay equity plan. (e) Job evaluation guide, which helps employers understand the principles of job evaluation and how to use the Pay Equity Tool to apply this method. LINK	(i) Pay Equity Toolkit designed to help small to medium sized federally regulated organisations create their pay equity plan (see also columns Analytical tools and toolkits and Methodological guidance): (f) Case study, which demonstrates the steps an organisation takes to create their first pay equity plan using the Pay Equity Tool as a guide. (ii) In collaboration with TÉLUQ University, the Office of the Pay Equity Commissioner is offering a free online course, which guides participants through key steps of developing and enacting the pay equity process. LINK (for both)	✘	✘
Costa Rica	✘	✘	✘	The following do not expressively deal with job evaluation or classification but share good practices with a gender perspective: (i) Good Practices Guide in Human Resources Management from a Gender Perspective (2023) LINK (ii) As part of INAMU’s (Instituto Nacional de las Mujeres) Gender Equality in Employment Strategy, a synchronous virtual training programme is being developed under the theme “Introduction to the Gender Perspective in Employment”, aimed at representatives of private companies and public entities. The topics covered are the same ones that are cross-cutting within INTE‑G:38‑2021 Standards and the System of Good Labor Practices for Gender Equality. This course is implemented twice a year. LINK	✘
Czechia	(i) Logib tool: A gender pay analysis tool originally developed in Switzerland, tested by the Ministry of Labour and Social Affairs on Czech employers of different sizes and adapted to the Czech context; includes a simple method for comparing the value of work. LINK	(i) Action Plan for Equal Pay for Women and Men 2023‑2026 – Measure 2.5.1: Methodologies for assessing and comparing the value of work, equal work, and work of equal value in line with the Czech Labour Code, including practical guidance materials with examples, criteria, and procedures; several handbooks for employers and employees, as well as a general handbook, have been published and made publicly available. LINK (ii) A detailed methodology developed for the public and state sectors where remuneration is salary-based, which also serves as guidance for remuneration practices in the private sector. LINK	See Methodological guidance (Action Plan for Equal Pay for Women and Men 2023‑2026 – Measure 2.5.1)	✘	(i) Action Plan for Equal Pay for Women and Men 2023‑2026 – Measure 1.6.1 foresees the provision of training for all employers on the topics of equal pay and pay transparency, with funding from the European Social Fund under the Operational Programme Employment Plus (OPZ+). The aim is to raise awareness and improve employer practices related to fair and transparent remuneration, including the application of gender-neutral job evaluation principles. This measure has not yet been implemented and is the responsibility of the Ministry of Labour and Social Affairs. (ii) Planned implementation framework aligned with the EU Pay Transparency Directive (under development): The Ministry of Labour and Social Affairs is developing a set of interrelated instruments to support employers in implementing gender-neutral and gender-sensitive job evaluation and pay-setting in line with the Labour Code and the Directive. This forthcoming framework is expected to include: (a) a practical methodology for assessing and comparing the value of work, (b) a job evaluation tool tailored to small and medium-sized employers, and (c) model internal pay regulations adapted to different employer sizes.
Denmark	✘	✘	The socials partners provide support for their members, employees and employers, on how to compare the value of work in line with the Danish labour market model.	✘	✘
Estonia	✘	There is methodology available for public sector provided by Ministry of Finance. It provides a systematic methodology for job evaluation – i.e. a structured way to determine the relative value of different jobs within an organisation. It is designed primarily to support the development of fair pay structures and internal comparability of jobs. LINK	✘	✘	✘
Finland	✘	✘	✘	✘	In spring 2026, Finland plans to apply EU-wide guidelines to the national system of gender-neutral job evaluation and classification. The need for training has been acknowledged, but national training has not yet been prepared or planned. Training for companies will be available.
France2	✘	Guide to professional classifications for branch negotiators (May 2024): ANACT (Agence nationale pour l’amélioration des conditions de travail) provides guidance on professional classification systems used in branch-level collective bargaining, directly supporting job evaluation and classification processes. LINK	(i) As part of DGT’s (Direction générale du Travail) monitoring, some branches facing difficulties (in issues such as low minimum wage levels, compressed wage grids, or outdated classifications) have met individually the Ministry of Labour. These meetings, often held before the monitoring committees, serve (a) to demonstrate the Minister’s commitment to collective bargaining, which is central to employee rights; and (b) to encourage progress in negotiations by bringing together social partners to confront their positions, identify sticking points, and move beyond divisions in the interest of employees and the attractiveness of the sector. (ii) At the October 2023 Social Conference, following input from social partners, the government announced enhanced support for branches to help revise their classification systems. As part of this, the DGT developed: (a) a guide on classifications (see Methodological guidance in Section 3.4), and (b) a webinar for social partners in the branches, which aimed to reiterate the principles and steps for revising classification systems and included testimonials from branches that had recently updated their systems. LINK (iii) To continue this support and respond to concerns expressed by the branches, the DGT and ANACT (National Agency for the Improvement of Working Conditions) launched a call for projects to provide financial assistance (in the form of grants) for branch-level actions that directly contribute to the operational implementation of updated classification systems, with one call in 2024 and another in 2025. LINK	Guide for taking gender equality into account in classification systems (developed by the Conseil supérieur de l’égalité professionnelle) specifically addresses how gender equality should be integrated into job classification systems. LINK	✘
Germany	The tool “eg-check.de”, which is offered by the Federal Anti-Discrimination Agency, allows employers to counteract the risks of discrimination in the pay of women. The tool helps to reveal the specific causes of unequal treatment within the company. LINK	✘	✘	The so-called “EVA list” (EVA, short for “Evaluierung von Arbeitsbewertungsverfahren” = “evaluation of job assessment procedures”), developed by the Institute for Economic and Social Research (WSI) on behalf of the Federal Ministry for Family Affairs, Senior Citizens, Women and Youth, can be used by social partners to evaluate whether job assessment procedures in collective bargaining agreements are gender-neutral. LINK	✘
Iceland	✘	✘	✘	See “Under development or planned”	The Icelandic Government and the Association of Icelandic Municipalities announced (2023) that a new job evaluation system will be developed. Based on recommendations of an Action Group on Pay Equality and Equality in the Labour Market, it will focus on eliminating wage disparities resulting from a gender-segregated labour market and the systemic undervaluation of traditionally female‑dominated occupations. Implementation was anticipated to take up to three years, with the new system to be finalised no later than the end of 2026. Subsequently, a steering committee was appointed and tasked to follow up on the statement (with representatives from the Ministry of Finance and Economic Affairs, the Ministry of Social Affairs and Housing, the Confederation of Icelandic Employers, employees’ associations, and public sector employers’ associations, while the Ministry of Equality holds the overall responsibility for the matter). The committee will seek to collaborate with the Equal Pay Agency. The government will ensure appropriate funding, and the steering committee is responsible for developing the job evaluation system consistent with the goals of pay equality, the quality of public services, and strategic human resource management. The committee is expected to submit proposals for the system by the end of 2026. Iceland’s questionnaire response highlighted that various occupations where women constitute a large majority – such as teaching and nursing – have historically not been fairly remunerated, in part because these roles evolved from unpaid domestic work. The new evaluation system aims to incorporate factors such as emotional labour, caregiving responsibilities, and interpersonal competencies, that have been overlooked in traditional job evaluations, with the goal of achieving more equitable pay structures. LINK
Israel	✘	The EEOC (Equal Employment Opportunity Commission) issued guidelines regarding the implementation of Equal Pay for Female and Male Employees Act Amendment No. 6, which include explanations and examples concerning the classification of types of employees, job positions, and ranking levels. They provide operational guidance on applying the principle of equal pay for work of equal value. However, they do not mandate a specific job evaluation methodology, nor do they establish a formal, standardised job classification system. LINK	✘	✘	✘
Korea	✘	✘	Through corporate consulting on Affirmative Action and regular workshops for honorary supervisors for equal employment, Korea guides companies on the methodologies for assessing work of equal value regardless of gender.	✘	✘
Latvia	✘	✘	✘	✘	Within the framework of the EU co-financed project “Promotion of Equal Opportunities and Non-Discrimination”, it is planned to work out Guidelines (a step-by-step action toolkit) for the development of gender-neutral job evaluation and classification systems to support SMEs in the process of ensuring transparent pay systems.
Lithuania	✘	(i) In 2023, a private company commissioned by the public sector prepared methodological recommendations for the development of a pay system, which briefly explains how to compare jobs with each other; this methodological tool is also publicly available and can be used by all employers. LINK (ii) In 2004, social partners approved a job evaluation methodology that can be used by all employers and is publicly available LINK	The State Labour Inspectorate regularly organises public trainings. During the training, recommendations are provided on the development of salary systems, examples of job comparisons are provided, and practical questions are answered. Institutions are not given the opportunity to submit their salary systems and receive their analyses, but they are given the opportunity to evaluate their existing salary systems, job grouping, and receive answers to practical questions.	✘	✘
Luxembourg	Analytical tool “Logib” based on Switzerland’s tool, developed by the Ministry for Gender Equality and Diversity and available for the private sector. LINK	✘	✘	✘	✘
Mexico	✘	✘	✘	The following do not expressively deal with job evaluation or classification but share good practices with a gender perspective: (i) UNDP Gender Equality Seal: Awarded to companies that promote equal pay, inclusion, and equitable evaluation of professional skills. It assesses hiring, promotion, and training practices. LINK (ii) Distinction for Equality Between Women and Men (CDMX): Recognises and incentivises companies that incorporate gender equality criteria into human resources processes, including efforts to properly value roles traditionally held by women. LINK	✘
Netherlands	✘	✘	✘	✘	Not yet. When the EU Pay Transparency Directive is implemented, the Dutch Government is looking into facilitating employers in establishing pay structures.
New Zealand	(i) The Gender Pay Gap Tool and information related to it was developed by the Ministry for Women to provide a standardised approach for private sector businesses and other organisations to measure their gender pay gap. It is a voluntary tool, intended to encourage and make it easy for businesses to calculate their gender pay gap and then address their gaps with an Action Plan. LINK (ii) Spotlight Skills Recognition Tool – An online skills recognition checklist designed to help organisations assess their practices to ensure that skills and qualifications are recognised consistently and fairly, particularly in relation to gender equity in pay and progression. It asks employers to consider how they evaluate skills, ensure transparency, and remove barriers that might lead to undervaluation of certain jobs or workers. LINK (iii) Pay equity information from parties to claims has also been collected into the Employment Services Repository, including job descriptions, anonymised wage and salary data, summary job profiles, anonymised interview transcripts, general areas of responsibility and skills, workforce analysis, evidence reports. This data is intended to assist parties in a pay equity claim. If parties to a claim agree, they will be able to use employees covered by a previous settlement (settled after 14 May 2025) as a comparator in their own claims. LINK	A practical guide explaining the job evaluation standard NZS 8 007:2006 and how to apply it in a gender-inclusive way. LINK	✘	See column Analytical tools and toolkits.	MBIE (Ministry of Business, Innovation and Employment) is currently developing guidance to support the implementation of Pay Equity legislation changes, which are going to be available in the coming months. It is anticipated that the guidance will include publicly available information on how to review pay and employment equity, methods for assessing job size and identify gender bias (including Spotlight skills identification, Gender-Inclusive Job Evaluation Standard), and how to raise and assess a pay equity claim e.g. how to identify and use comparators. This information will be applicable to public and private sector employers/employees.
Norway	(i) The Norwegian Directorate for Children, Youth and Family Affairs (Bufdir) has developed guidance materials on the activity and reporting duties under the Equality and Anti-Discrimination Act, including the obligation to conduct pay mapping. The guidance outlines how employers should proceed when assessing whether different jobs are of equal value. The guidance material from Bufdir includes methods and analytical tools. LINK (ii) Additional guidance can also be found in the preparatory works to the Equality and Anti-Discrimination Act and on the website of the Equality and Anti-Discrimination Ombud. LINK	See column Analytical tools and toolkits: Bufdir’s guidance material.	The Equality and Anti-Discrimination Ombud is mandated to provide guidance about the Norwegian Anti-Discrimination Legislation. This includes guidance about Section 34 and the activity and reporting duties enshrined in Section 24 to Section 26 c (see column Measures to address valuation bias). The Ombud’s guidance includes both providing advice in individual cases and offering lectures and training courses.	Section 26 of the Equality and Anti-Discrimination Act obliges all employers, regardless of sector or size, to work actively, purposefully, and systematically within their organisation to promote equality and prevent discrimination. The law specifies that this shall include pay and working conditions. In Bufdir’s guidance materials on the duty to promote equality, it is recommended that, when assessing risks of discrimination in pay conditions, employers begin by examining whether and how unconscious biases may contribute to disparities within their organisation – particularly in relation to work tasks and responsibilities, pay (including overtime pay and other supplements) and opportunities for increased working hours or permanent employment.	✘
Portugal	(i) CITE (Commission for Equality on Labour and Employment) has developed a support guide for job evaluation based on objective criteria that are common to both women and men. The system is recommended (and not mandated), and the company may choose a different system that allows for the evaluation of job components based on objective criteria. LINK (ii) 1) Tool for employers, Self-Assessment Survey on Equal Pay Between Men and Women in Companies LINK	The CT216 – Technical Committee for Equal Pay between Women and Men, established within the framework of the Equality Platform and Standard11 project, developed a Management System Standard for Equal Pay between Women and Men (NP 4 588:2023), published on 15 June 2023, which can be consulted and purchased on the IPQ website. This document, adopted as a management system, may complement the law and assist organisations in implementing measures in this area. LINK	Within the scope of the “Equality Laboratories,” CITE has promoted online clarification sessions on Equal Pay between Women and Men and on the implementation of Law No. 60/2018. Alongside these training sessions, clarifications were also provided via email and telephone contact.	Recognition and Incentives for Good Practices (on a voluntary basis): The Commission for Equality in Labour and Employment (CITE) annually awards the Equal Pay Seal to companies that promote equal pay between women and men. LINK	✘
Spain	In 2022 a job evaluation tool was published online. This tool is a result from social dialogue, with participants from the most representative workers’ and employers’ organisations, independent experts, and members of the Ministry of Employment and Social Economy and of the Ministry of Equality’s Institute for Women. LINK LINK	To support implementation, the government issued Order PCM/1047/2022, establishing an official job-evaluation procedure and technical guidelines. The associated tool is not compulsory but sets the minimum requirements needed to guarantee that companies’ job evaluations are objective and gender-neutral. Tools and guidance are publicly available on the Ministry’s website. LINK	✘	✘	✘
Sweden	✘	The guide “Lönekartläggning” published by the Swedish Equality Ombudsman (Diskrimineringsombudsmannen, DO) provides practical guidance for employers on how to carry out pay surveys in accordance with Swedish discrimination law. In particular, it explains how employers should systematically analyse pay differences between women and men, how to identify work of equal value by comparing jobs based on objective factors such as requirements, responsibilities, effort, and working conditions; how to detect unjustified gender pay gaps; and how to document results and plan corrective measures where disparities are found. LINK	The Equality Ombudsman is to supervise compliance with the Discrimination Act and shall inform, educate and have other contacts with authorities, companies, individuals, and organisations (The Act concerning the Equality Ombudsman – 2008:568).	According to the Discrimination Act Ch3 §7, employers are to promote gender balance in different types of work, among different categories of employees and in management positions by means of education and training, skills development and other appropriate measures.	✘
Switzerland	The government has developed a web tool, Logib, which enables employers to 1) analyse the gender pay gap and 2) stablish a systematic and gender-neutral approach to setting wages. Employers may use any method that meets the Act’s requirements. LINK	✘	A helpline for Logib is available, and workshops are organised by the FOGE (Federal Office for Gender Equality) to support employers who wish to know more or to use the tool.	✘	✘
United Kingdom	✘	✘	The Equality and Human Rights Commission has offered some guidance on the process, which points out some of the common pitfalls of employers. LINK	✘	✘

Note: Information is current as of July/August 2025, when the bulk of data collection took place.

1. Until it was withdrawn in 2023, Standards Australia provided a gender-inclusive job evaluation and grading standard (https://www.standards.org.au/standards-catalogue/standard-details?designation=as-5376-2012).

2. Information for France relates to the private sector only.

Source: 2025 OECD Pay Transparency Questionnaire.