Structure by legal reporting points
Point | Reported indicator | Implementation in Detailed overview |
a | Gender pay gap at company level | Unadjusted gap donut and table of averages. |
b | Gap in supplementary or variable components | Salary breakdown in the quartile table and variable-component analysis in Expert analysis. |
c | Median pay gap | 2nd quartile / median row in the quartile table. |
d | Median gap in supplementary components | Median values for variable components. |
e | Share of women and men receiving supplementary components | Distribution tables. |
f | Share of women and men in each quartile pay band | Quartile table split by gender. |
g | Pay gap by worker category | Detailed charts by work groups, covered mainly in Expert analysis. |
The application covers these requirements through a combination of Detailed overview blocks and the follow-up Expert analysis charts.
Block 1: Income by quartile and gender — points c, d and f
The table shows average income, first quartile, second quartile or median, third quartile, fourth quartile or maximum, minimum and range for men and women. The Market comparison column is currently a placeholder for future benchmarking against external market data.
The difference between average and median indicates distribution skewness. For example, women may have a higher average but lower median if a small number of women occupy very highly paid positions.
Right panel: Donut and box plot
Unadjusted gender pay gap — point a
The donut chart shows the raw, unadjusted difference, for example 7.7%, with a message such as Men earn less. This value compares simple averages without adjusting for structure, qualification, seniority or position.
The adjusted gap shown in Simple overview may differ materially from the unadjusted value. For example, unadjusted data can suggest that men earn less because a small number of women hold higher-paid roles, while the adjusted result may show that women earn less on comparable positions.
Income distribution
Below the donut is a box plot for men and women. It shows the first quartile, median, third quartile and distribution range. The box plot is more informative than the donut because it shows distribution width, not only the average.
If boxes overlap, distributions are similar. If one gender has a much narrower box or lacks upper values, this can indicate career progression barriers.
Block 2: Salary costs by gender
This block shows total salary costs by gender and their percentage share.
The donut chart visualises total salary costs and the gender split. This view helps assess organisational structure. If the share of salary costs for women is materially lower than their share of headcount, it may indicate systematically lower pay regardless of position.
Block 3: Employee distribution by contract type — point e
This block shows total headcount, monthly contracts and hourly contracts by gender.
The donut chart shows the total employee count and split by gender. The card identifies structural differences in employment type. If women have a much higher share of hourly or part-time contracts, this may explain part of the raw income gap.
Reading the three blocks together
The three views answer three questions for HR and compliance teams:
What does the pay distribution look like? — quartile table and box plot.
Who carries salary costs? — salary costs by gender.
Do men and women have the same contract type? — distribution by contract type.
The main value of Detailed overview is that its structure follows the legal reporting points. Outputs can therefore be transferred into the regulatory report with minimal transformation.
For a deeper view by position, grade and specific employee, the user continues to Expert analysis, which mainly covers point g and provides tools for iterative data debugging.