Get started - Tool 1

Before you begin a gender-neutral job evaluation and classification, there are a few actions needed.

Tool 1 helps you get organised, plan the work and bring the right people on board.

At this stage, you are not yet evaluating jobs. The goal for now is to create clarity and trust from the very start. A well-prepared set-up makes the whole process smoother and reduces resistance later on.

You will follow these four steps:

  1. Set up a job evaluation committee to lead the process (a small group of designated people)
  2. Create a simple project outline to keep everyone on track
  3. Explain the process internally to clarify that job evaluation and classification is about determining the relative value of jobs and is not an assessment of individual performance
  4. Build a shared understanding of what a gender-neutral job evaluation and classification is

Step 1. Set up a job evaluation committee

Why?

A small, gender-balanced job evaluation committee ensures that the job evaluation and classification is credible and well-accepted. Different perspectives help in identifying and challenging gender biases.

How?

  • Invite three to five workers to be members of the committee.
  • Ensure representation of both women and men in the job evaluation committee.
  • Aim to ensure representation of workers from different departments or levels.
  • Where they exist, include worker or union representatives.

Mistakes to avoid 

  • Relying only on management or HR (this may undermine workers’ trust).
  • Having too large a group (this slows down decision-making).

Job evaluation committee checklist

Use this checklist to make sure your job evaluation committee is inclusive, gender-balanced and well prepared.

  • Is there equal representation of women and men (as much as possible)?

  • Is at least one worker or worker representative included?

  • Do all members understand that the job evaluation and classification is about assessing the value of job roles, not the job holders’ performance?

    Does the job evaluation committee reflect different departments or functions?

    Have you included, where possible, members with HR or gender equality expertise?

    Have you included workers from different levels of the organisation?

    If applicable, have you invited a trade union or works council representative?

If there are any boxes left to check, rethink the composition of your job evaluation committee. A well-composed job evaluation committee helps ensure fair, transparent and gender-neutral decisions.

  • Keep a record of who is involved and how diversity in the committee’s composition was considered. This strengthens trust and accountability.

If a collective agreement applies to pay settings and job evaluation and classification in your organisation, you may need to involve worker representatives or trade unions. You can use the collective agreement as a basis, but keep in mind that collective agreements are not guaranteed to be free from gender biases, and your organisation may need to go beyond their provisions to ensure equal pay for equal work or work of equal value between women and men.

Step 2. Create a simple project outline

Why?

A clear plan keeps the process focused and helps you explain it to others.

How?

  • Define the scope. You can evaluate all job roles (e.g. if you have never carried out a job evaluation and classification before) or a selection of jobs (e.g. if new job roles have been recently created, consolidated or modified).
  • Assign roles and responsibilities. Who gathers information, who coordinates, who communicates?
  • Set a timeline with milestones.
  • Identify the resources needed (e.g. time, templates, HR support).

Mistakes to avoid

  • Making the scope too ambitious for the available resources.
  • Not assigning clear responsibilities.

Step 3. Explain the process internally

Why?

Transparency helps avoid confusion and resistance. Workers need to understand that job evaluation and classification is about determining the relative value of jobs, not an assessment of individual performance.

How?

  • Use emails, posters or team briefings to introduce the process.
  • Prepare a short FAQ sheet to address concerns.
  • Repeat the message at different points of the process.

Step 4. Build a shared understanding

Why?

A reliable and gender-neutral job evaluation and classification process relies on the job evaluation committee’s understanding of job evaluation and classification principles and methods and the committee’s ability to identify and address implicit gender biases.

How?

  • Schedule a time for the job evaluation committee to get familiar with the toolkit, particularly the factor and subfactor plan.
  • Use the case study on Saveur Européenne (a medium-sized organisation) to understand concepts and get inspired by realistic examples.
  • Encourage questions and discussions.

Read the case study on Saveur Européenne (a medium-sized organisation). 

Mistakes to avoid

  • Assuming prior knowledge. Not taking the time to get familiar with the toolkit materials and approach can lead to misunderstandings later.
  • Using too much jargon instead of simple explanations.

Downloads

For more detailed guidance, download the step-by-step toolkit and check Tools 1, 2 and 5.

EU-wide guidelines on gender-neutral job evaluation and classification: Step-by-step toolkit

Project outline template

Factor and subfactor plan