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… This section will help you get organised, plan the work, and ensure everyone is clear about the steps involved. Why? A … and one worker) to allow for discussion, reduce individual gender bias and avoid relying on self-assessment. If that’s … for equal work or work of equal value between women and men. Mistakes to avoid Not communicating clearly to workers …

… your organisation has taken the key steps to implement a gender-neutral job evaluation and classification system. This means you now have: A clear … for equal work or work of equal value between women and men, strengthens trust among workers and supports compliance …

… Before you begin a gender-neutral job evaluation and classification, there are a … the organisation). Ensure the representation of women and men in the job evaluation committee. Where possible, include …

… your organisation has taken the key steps to implement a gender-neutral job evaluation and classification system. This means you now have: A clear … for equal work or work of equal value between women and men, strengthens trust among workers and supports compliance …

… Before you begin a gender-neutral job evaluation and classification, there are a … of the committee. Ensure representation of both women and men in the job evaluation committee. Aim to ensure …

… your organisation has taken the key steps to implement a gender-neutral job evaluation and classification system. This means you now have: A clear … for equal work or work of equal value between women and men, strengthens trust among workers and supports compliance …

… 8 Trade unions are key to ensuring that job evaluation and classification systems are fair and transparent. With … tool, trade unions can: Use a negotiating aid to push for gender-neutral job evaluation and classification in … for equal work or work of equal value between women and men. At-a-glance Use the four key gender-neutral factors …

… director), bringing practical knowledge of patient care and workers’ supervision, providing strategic insight and … outline template and set the following goals: Conduct a gender-neutral job evaluation and classification across all … for equal work or work of equal value between women and men, no matter who does the job. This isn’t about individual …

… With the ranking complete, Anna and Peter turned to grouping jobs into grades to ensure … at the clinic to verify that they were based on objective, gender-neutral criteria. They examined which job roles … in frequency or level between women-dominated jobs and men-dominated roles of equal value. Downloads Tool 4: …

… The HR director, Sarah Davies, set up a five-member, gender-balanced job evaluation committee. Each member was … director (Chair): Sarah Davies Provide project oversight and method adherence Senior chef: Antonio Rossi Represent … for equal work or work of equal value between women and men, irrespective of who performs the job. This process is …

… Gender-neutral job evaluation and classification help create … for equal work or work of equal value between women and men in an organisation.  Increase trust and engagement among …

… Why? Benefits, allowances and bonuses may also be unequally distributed between women-dominated jobs and men-dominated jobs. You will have to ensure that … bonus) are also allocated based on objective and gender-neutral criteria. Important Complementary and variable …

… checklist to review your organisation’s current job titles and descriptions for gender-biased language or assumptions. Tick each box where … gender (e.g. assuming women handle childcare duties or men handle team supervision)?  Are there assumptions that …

… Why? The outcome of the job evaluation and classification feeds into a fair and transparent basic … for equal work or work of equal value between women and men can be achieved by removing unjustified pay differences … into fair basic pay grades, the next stage is to check for gender gaps in complementary and variable pay components. …

… Why? Benefits, allowances and bonuses may also be unequally distributed between women-dominated jobs and men-dominated jobs, despite the fact that these jobs are of … pay elements are also allocated based on objective and gender-neutral criteria. Important Complementary and variable …

… Why? The results of your job evaluation and classification will guide you in correcting any gender-based pay disparities and ensuring equal pay for equal work or work of equal value between women and men. How? Compare the job evaluation and classification …

… Why? Benefits, allowances and bonuses may also be unequally distributed between women-dominated jobs and men-dominated jobs, despite the fact that these jobs are of … pay elements are also allocated based on objective and gender-neutral criteria. Important Complementary and variable …

… This tool helps trade unions secure, oversee and sustain  gender-neutral job evaluation and classification: first by … between jobs done mainly by women and those mainly done by men. It strengthens collective bargaining, because a …