It contains one key metric, one donut chart, one summary panel, a transparent description of the calculation method and the option to generate the legally required report.
The section is aimed at a manager or HR director who needs one main answer: what is the adjusted gender pay gap in the company and is there a compliance risk?
Running the calculation
The analysis is started using the Run analysis button in the Input data section. If an analysis has already been run, Restart analysis can also be used.
The calculation runs a linear regression for each of the three grading systems in parallel. Results are then shown in this section as one company-level number aggregating all grades, work groups and employees.
Card: Adjusted gender pay gap
Grading system switch
The top-right corner of the card contains three buttons:
WORK GROUP SYSTEM 1, active by default.
WORK GROUP SYSTEM 2.
WORK GROUP SYSTEM 3.
These systems correspond to Level 1 / Level 2 / Level 3 in the employee data. The switch allows comparison between grading strategies. Often one variant produces the lowest adjusted gap and can be used for further work.
Donut chart
The left side contains a donut chart with a numerical value inside, for example -3.5%. The colour indicates the direction and size of the difference: typically blue for values close to zero and red shades for more significant negative values.
Interpretation text
The right side contains three lines:
Main message — verbal interpretation, for example Women earn less for a negative difference or Men earn less for a positive difference.
Statistical analysis — significance test result, for example Statistically insignificant or Statistically significant.
Calculation method — transparent model description: linear regression on total earnings with control variables such as gender, age, years of service, requirement level and professional position. The gender coefficient represents the unexplained pay difference.
Meaning of typical values
A value close to 0% with a statistically insignificant status means the difference is within random error and the analysis did not demonstrate discrimination.
A value of -5% or below with statistically significant status and a negative message such as Women earn less is an indicator of potential discrimination and requires detailed analysis.
Differences across the three grading systems show how strongly the result depends on the selected grading methodology.
Card: Analysis overview and next steps
Below the adjusted gap is a summary panel.
Left side: Analysis summary
The left side shows the number of employee records, for example 284 / 285, and the analysis date.
Right side: Result classification
Item | Possible values | Meaning |
Statistical result | Difference detected / No difference detected | Result of the regression significance test. |
Compliance risk | No risk / Medium risk / High risk | Assessment against EU 2023/970 and Section 110 of the Labour Code, especially whether the gap exceeds the 5% threshold. |
Important distinction: the analysis may detect a statistically significant difference and still classify compliance risk as none if the gap size is below the 5% directive threshold.
Report generation
During calculation, the report button may show progress, for example Generating... 20%. After completion it becomes an active report download action.
Regression parameters used in the analysis
A blue information strip repeats the list of regression variables used in the run, such as length of employment, years of education, years of experience, seniority, employee scarcity, employee evaluation and employee contribution. This supports reproducibility and auditability.
Legal report
This section can generate a formal report reflecting all legal requirements under EU Directive 2023/970 and Section 110 of the Labour Code. It also supports the client’s need to explain the difference if the adjusted gap exceeds 5%.
If the threshold is exceeded, the client has a legal obligation to explain the gap. The report includes a template for this explanation, which the client supplements with structural factors, exceptional roles or individual circumstances, often using the Notes column from Employee data management.
Automatic e-mail after calculation
After each completed analysis, the application sends the user an e-mail summarising all results. It serves two purposes: notification and audit trail. The e-mail contains the adjusted gap for all three grading systems, the date of analysis, regression parameters used, number of included employees and statistical result.
Follow-up sections
The Simple overview is the management layer. For detail, continue to Detailed overview for quartiles, distributions and salary costs, and to Expert analysis for regression charts, Blinder-Oaxaca decomposition, employee-level findings and iterative debugging.