The video above walks you through the full PayGap project - from raw pay data to remediation and responding to employees. The journey is organised into milestones. Each one builds on the previous step, and each has a clear deliverable before you move on. Here is what they are and what is key to achieve in each.
Each milestone has its own dedicated guide in the User Guide. You don't have to do it all at once - but the order matters. Clean data makes Base Analysis trustworthy, Base Analysis frames the Adjusted model, the Adjusted model points to the right outliers, outliers feed remediation, and remediation prepares you to confidently respond to employee questions.
1. Data Onboarding
You define your pay components, configure them in PayGap, and upload a clean employee data file.
Key to achieve: a defensible pay component structure, all pay components set up before upload, and a validated dataset with no obvious outliers or standardisation issues. 👉 Welcome to Data Onboarding
2. Base Analysis
You set up Comparable Jobs and get your first unadjusted view of the gap - overall mean, median, quartile distribution, and gap by comparable job.
Key to achieve: Comparable Jobs that reflect equal work or work of equal value, and a clear primary driver hypothesis (representation-driven, within-role pay-driven, pay-component-driven, or mixed) - not yet conclusions. 👉 Welcome to Base Analysis
3. Adjusted Pay Gap Analysis
You build a model that controls for legitimate pay factors (role, seniority, experience, etc.) to see how much of the gap can be explained and how much remains unexplained.
Key to achieve: a well-fitted, defensible model and a clear view of the adjusted gap by category of workers, with particular focus on groups above the 5% threshold under the EU Pay Transparency Directive. 👉 Welcome to Adjusted Pay Gap Analysis
4. Outlier Analysis
You drill down to the level of individual employees flagged by the model and decide whether each case is justified by objective, gender-neutral factors or needs to be addressed.
Key to achieve: every relevant outlier reviewed and documented in Case Management, with a clear justification or a flag for remediation. 👉 Welcome to Outlier Analysis
5. Remediation Planning
You translate findings into action - pay adjustments, policy changes, and structural fixes and plan how and when they will be implemented.
Key to achieve: a prioritised remediation plan that closes unjustified gaps, fits within budget, and is aligned with HR, Reward and Legal stakeholders. 👉 Welcome to Remediation Planning
6. Employee Right to Information
You set up the process and the data needed to respond to individual employee requests for pay information, as required by the EU Pay Transparency Directive.
Key to achieve: a repeatable, compliant workflow that lets you produce a consistent, well-supported answer for every request - with the right safeguards where group sizes are small. 👉 Welcome to Employee Right to Information