- Promoting equality in the workplace
- Equality planning at workplaces
- Drafting an equality plan
- Assessment of the gender equality situation in the workplace
- Pay surveys
- The pay survey covers all employees
- Analysing pay and remuneration systems
- Pay comparisons and the classifications/groupings used
- Small groups of employees and groups consisting only of women or of men
- Assessing the reasons for differences in pay and deciding on measures
- Created in cooperation – the employer is responsible
- Measures and review of the implementation
- Information about the equality plan
- Consequences for neglecting equality planning
- Quotas and the equality rule
- Promoting equality in schools and educational institutions
- The educational institution's equality plan
- The aims of equality planning
- Cooperation with the staff and the students
- Questions that require special attention
- Sexual harassment and gender-based harassment at educational institutions
- Assessing the equality conditions in the educational institution
- Agreeing on clear measures
- Drafting an equality plan
- Information and commitment to the equality work
- Assessment and follow-up
- Consequences for neglecting equality planning
- The educational institution's equality plan
Pay surveys
What is a pay survey?
In the equality plans particular attention should be paid to promoting equality regarding pay and other employment conditions.
An assessment of the equality conditions in the workplace must be carried out as a basis for the equality planning. It must include details of the employment of women and men in different jobs and a classification of jobs performed by women and men, the pay for those jobs and the differences in pay. This classification is called a pay survey.
The pay survey is regulated by Section 6 a and 6 b of the Equality Act.
The aims of the pay survey
According to the Equality Act, the pay survey is used to ensure that there are no unjustified pay differences between women and men who are working for the same employer and engaged in either the same work or work of equal value. So the aim of the pay survey is to make sure that the pay is not in conflict with the prohibitions regarding pay discrimination in the Equality Act.
Information on equal pay and pay discrimination is on the Pay discrimination page.
Schedule
A pay survey must be carried out at least every two years. If, however, an equality plan is completed every year, then the pay survey can be carried out once every three years.