Concrete step-by-step actions

Route A: Integrate/upgrade an existing system

If your organisation already has a job evaluation method, use these steps to make sure it is gender-neutral:

  1. Review the existing scheme against the minimum standards for gender-neutral job evaluation and classification
  2. Work with management to agree on adjustments so that the four factors (skills, responsibility, effort, working conditions) are applied fairly and transparently
  3. Pilot the revised method on a sample of jobs, including women-dominated roles and men-dominated roles
  4. Publish the method and results in clear, accessible language, so workers understand how jobs are assessed
  5. Agree on regular reviews (e.g. every two years or after significant organisational changes)

Route B: Negotiate implementation

If no system exists, or the current one is not compliant, trade unions can press for the introduction of gender-neutral job evaluation and classification:

  1. Present a formal proposal for adopting gender-neutral job evaluation and classification, referencing equal pay for equal work or work of equal value between women and men obligations under EU law
  2. Negotiate governance arrangements, including union participation in the job evaluation committee
  3. Propose training for job evaluators and worker representatives, to build shared understanding and consistency
  4. Adopt the agreed factors and process, with clear documentation of criteria, weighting and scoring
  5. Ensure implementation with follow-up, including a timeline for pay adjustments