… structures adjusted, organisations change over time – new roles are created, responsibilities shift and pay systems evolve. Without ongoing monitoring, the risk of gender bias and undervaluation can quickly return. Tool 7 … setting up regular monitoring. The goal is to ensure that gender-neutral job evaluation and classification becomes part …
… large organisations (250+ workers) with varied jobs (+15 roles) and HR structures. Method A comprehensive analytical … which offers the most robust protection against gender bias. Get started! Your journey Prepare Understanding gender bias – Tool 0 Getting started – Tool 1 Gathering job …
… Before you begin a gender-neutral job evaluation and classification, there are a … performance Build a shared understanding of what a gender-neutral job evaluation and classification is Step 1. … and classification is about assessing the value of job roles, not the job holders’ performance? Does the job …
… you need accurate, comparable information on all the job roles in scope. This ensures that the job evaluation and … to review whether a job description is ready for a gender-neutral job evaluation and classification. Does it … the person performs it. Failing to include diverse roles. Gender bias can creep in if only management or a subset of …
… (standard approach) - Tool 5 To carry out a fair and gender-neutral job evaluation and classification, you need a … the job role to each subfactor. This way, all job roles are evaluated in the same way, helping to avoid gender bias and making results transparent. The levels are …
… and subfactor plan ensures consistency and reduces gender bias. How? Schedule some time to learn about the … (not individual performance)? Yes No Is the missing aspect gender-neutral – not gender-biased or something that will … Do not add it. It will create inconsistency across job roles. Reset What are weights? Different factors and …
… on the reasoning for their scoring. Repeat for all job roles. Convene the committee and discuss together the levels … for transparency. Mistakes to avoid Scoring based on gender stereotypes (e.g. undervaluing care or communication … toolkit and check Tool 5 . EU-wide guidelines on gender-neutral job evaluation and classification: …
… important to ensure that the results are reflected in how roles are described. Job titles and descriptions influence … the organisation. If they are inaccurate, outdated or gender-biased, they can undermine the fairness of the job … necessary so that they are clear, consistent and free from gender bias. This ensures that all job roles are presented …
… structures adjusted, organisations change over time – new roles are created, responsibilities shift and pay systems evolve. Without ongoing monitoring, the risk of gender bias and undervaluation can quickly return. Tool 7 … setting up regular monitoring. The goal is to ensure that gender-neutral job evaluation and classification becomes part …
… tool, trade unions can: Use a negotiating aid to push for gender-neutral job evaluation and classification in … Check whether pay structures are based on objective, gender-neutral criteria; Identify cases where women-dominated … regularly; regrade existing jobs and evaluate new job roles. Downloads For more detailed guidance, download the …
… show how different types of organisations might apply the gender-neutral job evaluation and classification toolkit in … bakery used the micro-organisation pathway to compare roles like baker, assistant and shop worker, creating a … each organisation decided to act How they carried out the gender-neutral job evaluation and classification step by step …
… processes, data management and workers support roles They completed the project outline template and set the following goals: Conduct a gender-neutral job evaluation and classification across all … compliance with pay transparency rules Establish a fair, gender-equal pay structure based on objective job evaluation …
… different daily tasks. They decided to group these roles together to ensure consistency while still capturing … made the process more manageable. They also looked into gender representation across the roles, as they started to … assistant nurse and medical technician to avoid repeating gender biases that have historically undervalued women’s …
… at the clinic to verify that they were based on objective, gender-neutral criteria. They examined which job roles received allowances for weekend work, on-call duty and … to these benefits under the same conditions and in a gender-neutral manner, with no unexplained differences in …
… The HR director, Sarah Davies, set up a five-member, gender-balanced job evaluation committee. Each member was … 15 job types Base pay on the value of the job, not the gender of the worker Cut any gender pay gaps by at least 10 % within 18 months The …
… bonus) are also allocated based on objective and gender-neutral criteria. Important Complementary and variable … benefits to jobs of equal value is based on objective and gender-neutral criteria. Your goal is to assess complementary … and variable pay components accessible to all job roles within the same job grade? Are all or certain types of …
… job description. Click on any words or phrases that look gender-biased or stereotyped. Replace them with the suggested … see the corrected version. Try all four rounds to become a gender-bias buster! Round 1 – Receptionist We are looking for … and support the office team. There are 3 examples of gender-biased terms, coloured red below. We explain why the …