Checklist: is your organisation’s job evaluation and classification system gender-neutral?
Use this quick checklist to see whether your organisation’s job evaluation and classification system is transparent, fair and free from gender biases. Tick ‘Yes’ or ‘No’ for each statement.
Questions
Yes
No
The job evaluation factors cover skills, responsibility, effort and working conditions, and they are documented.
The weighting of factors and job roles’ scoring is documented and shared with worker representatives.
Job evaluation and classification is based on evidence (e.g. job descriptions), not on assumptions or the job holders’ performance.
Women-dominated job roles, if they exist, are properly represented when testing the job evaluation and classification system.
Periodic reviews are part of the process.
Job evaluation and classification results shape pay structures (pay grades, job titles, eligibility criteria for complementary and variable pay components) and trigger pay adjustments if needed to ensure compliance with the equal pay for equal work or work of equal value between women and men.
Results
5–6 Yes answers: Strong alignment – your system appears gender-neutral and ready for ongoing monitoring.
3–4 Yes answers: Partly aligned – your organisation should focus on strengthening monitoring, including women-dominated roles and ensuring joint review of results.
0–2 Yes answers: Early stage – start by focusing on formalising the job evaluation and classification, involving worker representatives and promoting periodic reviews.