Equal value, equal pay: Concepts, mechanisms and implementation towards gender pay equity

List of tables

Table 1: Classification of criteria used to define work of equal value across Member States

Table 2: Example of the possibility of detecting and explaining pay gaps in pay reporting depending on differences in job classifications

Table 3: Examples of job evaluation guidelines and checklists across Member States

Table 4: Illustrative gendered job title comparisons

Table 5: Factors overlooked in female-dominated jobs and factors emphasised in male-dominated jobs

Table 6: Example of a gendered job evaluation, based on a biased selection of sub-factors

Table 7: Example of gender-neutral job evaluation, where inclusive sub-factors were added

Table 8: Female- and male-dominated jobs of equal value

Table 9: Summary of the five-stage process for the development of gender-neutral compensation systems

Table 10: Overview of selected case studies and comparative assessment on work of equal value and gender neutrality

Table 11: Examples of collective underpayments for groups of workers doing work of equal value

Table 12: Contributors from the Network of Eurofound Correspondents

List of figures

Figure 1: Criteria for establishing the value of work and justifying pay differentials

Figure 2: Legal basis for defining equal work and work of equal value across the EU

Figure 3: Overview of countries with at least one pay transparency instrument that includes work of equal value principles, 2024

Figure 4: The role and influence of collective agreements in advancing pay equity for jobs of equal value

Figure 5: Representation of the compensation management systems