PayGapAnalyzer.pro / 2100 Product Move from the observed pay gap to tested factors, transparent rules and a clear action plan.

Sample View sample See the measures, comparisons, safeguards and export structure. View sample
Tour Take tour Use demonstration data to see each step before preparing a live company case. Take tour
Method Read method Each result must retain its scope, metric, assumptions and limits. Read method
Assessment Request assessment Share company-level scope and readiness information—not employee payroll rows. Request assessment

PayGapAnalyzer.pro / 2100

Understand the gap. Test the rules.

Keep the evidence, limits and next action visible.

View sample Request assessment Take tour

RAWObserved gapOBDModel viewPDFEvidence export

This only adds context

Compare two positions clearly

One evaluation connects both

Primary equal value group ISCO major value group This only adds context

One complex evaluation decides ACLASA and ILO align. No parallel evaluation exists One method fits both.

Position starts comparison hereSkills describe daily workBand shows responsibility levelISCO anchors equal valueISCO band adds context

This adds context only. This adds context only. Population becomes clearer here

First position goes here Second position goes here

Enter positions to compare

Clean fileValidate the local payroll extract.

Compare the evidenceKeep observed gaps, model views and rule review distinct.

Decide the actionCorrect unjustified rule deviations and document the outcome.

PayGapAnalyzer.pro

Pay equity evidence you can act on.

Move from the observed pay gap to tested factors, transparent rules and a clear action plan.

View sample Take tour Request assessment

01 Clean file Map and validate pay, working time and comparison fields.

02 Quality gates Surface missing values, small groups, outliers and weak comparisons before interpretation.

03 Turn evidence into governed action Assign owners and dates to every unresolved rule deviation or evidence gap.

Total payChoose base pay or total remuneration and keep the metric consistent.

CompanyAnalyse the legal entity and reporting period that the evidence actually covers.

CategoryCompare work of equal value through documented job categories and value bands.

PeopleProtect people with local processing, minimum group sizes and controlled outputs.

Current

One company case, several evidence views.

Validate the file, measure observed and adjusted views, review rules, then export the evidence trail.

01Clean fileMap and validate pay, working time and comparison fields.

02Choose the pay metricKeep base pay and total remuneration distinct and comparable.

03Quality gatesSurface missing values, small groups, outliers and weak comparisons before interpretation.

04ExportsCreate controlled PDF and XLSX evidence for review and follow-up.

This only adds context

Compare two positions clearly

One evaluation connects both

Primary equal value group ISCO major value group This only adds context

One complex evaluation decides ACLASA and ILO align. No parallel evaluation exists One method fits both.

Position starts comparison hereSkills describe daily workBand shows responsibility levelISCO anchors equal valueISCO band adds context

This adds context only. This adds context only. Population becomes clearer here

First position goes here Second position goes here

Enter positions to compare

Leaders

Leadership needs evidence, not a single percentage.

See the observed gap, the model views, the applicable rules and the action still required.

01Pay differenceStart with the selected metric, legal entity, population and reporting period.

02Remaining differenceTreat the model remainder as a diagnostic result, not automatic discrimination or justification.

03Next stepAssign owners and dates to every unresolved rule deviation or evidence gap.

Start with the evidence, not a conclusion.

Use demo data to inspect the report structure before working with company data.

SampleExplore a sample reportSee the measures, comparisons, safeguards and export structure. TourFollow the guided tourWalk through a representative case without uploading employee data. MethodUnderstand the methodSee what statistical diagnostics can show—and what only objective rules can explain. SecurityReview security boundariesUnderstand local processing, access control and disclosure safeguards.

A controlled path from data to decision.

Every result keeps its metric, scope, assumptions and evidence boundary visible.

Live nowThe sample and guided tour are available without customer payroll data.

Clear termsLicensing, scope and supported services are stated before an order is signed.

Plan the next stepPricing scope explains what each annual licence includes.

ACLASA PULSE

Transparent pay under control.

Overview My monitoring list Approved non-personal project metadata only. Do not enter employee or payroll data. Process payroll data only in your local environment.

Pay equity evidence you can act on. Move from the observed pay gap to tested factors, transparent rules and a clear action plan.

View sample