Get started
This section will help you get organised, plan the work, and ensure everyone is clear about the steps involved.
Why?
A simple setup makes the whole process smoother and prevents misunderstandings later on.
How?
- Where possible, involve at least two people (e.g. the owner and one worker) to allow for discussion, reduce individual gender bias and avoid relying on self-assessment. If that’s not feasible, proceed with one person.
- Prepare a very short project outline (scope, timeline, notes).
- Explain to workers: job evaluation and classification is about the job, not the job holder's personal performance.
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.
Mistakes to avoid
- Not communicating clearly to workers what the gender-neutral job evaluation and classification is about.
Downloads
For more detailed guidance, download the step-by-step toolkit and check Step 3 of Tool 3, and Tools 1 and 2.
EU-wide guidelines on gender-neutral job evaluation and classification: Step-by-step toolkit