Tools · Readiness self-check

Where do you stand?

One starting-point question, then fourteen questions grouped under the six requirements. Answer yes, partly or no. Nothing is stored and there is no email gate.

0 of 15 answered

Your starting point

00What do you already have?

Objective, gender-neutral criteria

01Every job is evaluated with an analytical, gender-neutral method.

02The evaluation criteria cover skills, responsibility, effort and working conditions.

Transparent pay bands

03Pay bands exist for every grade (and job family where relevant).

04Pay ranges are shown to applicants before the interview.

Accessible criteria and right to information (Art. 6, 7)

05The criteria for pay progression are written down and accessible to all staff.

06Managers can explain every increase in one sentence.

07You can answer an Art. 7 request within two months.

14You inform all workers every year of their right to request pay information (Art. 7).

Regular gap reporting

08You have calculated your gender pay gap by worker category at least once.

09You know which gaps are explained and by what.

13Pay data from payroll, HR system and benefits can be combined into one dataset.

Cooperation with the works council

10The works council has been involved in the criteria.

Careful documentation

11Rules exist for parental leave and part-time on progression paths.

12Every pay decision and exception is documented.

Your result

Answer all fifteen questions to see a traffic light for each requirement.