PayGapAnalyzer.pro / 2100
Method
Each result must retain its scope, metric, assumptions and limits.
- Scope Define the company and period Fix the legal entity, employee population, reference date and reporting period.
- Pay parts Define the pay measure Analyse base pay and total remuneration separately, with documented components.
- Quality gates Validate quality and privacy Resolve missing fields, weak mappings, outliers and disclosure risks before interpretation.
- Governance Record deviations and actions Treat departures from approved rules as unresolved until corrected or supported by evidence. View sample
From payroll inputs to defensible action.
Each result must retain its scope, metric, assumptions and limits.
ScopeDefine the company and periodFix the legal entity, employee population, reference date and reporting period.
Pay partsDefine the pay measureAnalyse base pay and total remuneration separately, with documented components.
Hours viewNormalise working time where neededUse an hourly or full-time-equivalent view only when the source fields support it.
Pay differenceMeasure the observed RAW gapReport the unadjusted difference with population, denominator and direction visible.
RAW = (M-F)/M x 100Quality gatesValidate quality and privacyResolve missing fields, weak mappings, outliers and disclosure risks before interpretation.
Data reviewUse OLS and OBD as diagnosticsThey show associations and distributional patterns; they do not prove lawful or objective justification.
MeaningTest the pay rules and exceptionsA difference is explained only by objective, transparent, gender-neutral rules applied consistently.
GovernanceRecord deviations and actionsTreat departures from approved rules as unresolved until corrected or supported by evidence.
|OBD| >= 5.0 ppKeep model results, objective-rule review and remediation decisions as separate evidence layers.
From payroll inputs to defensible action.
Each result must retain its scope, metric, assumptions and limits.
View sample