The Gender pay gap compliance report helps HR teams and company leadership monitor gender-based pay differences, review compensation distribution, identify outliers, and prepare data for pay transparency reporting.
The report supports analysis of gender pay gap indicators aligned with the EU Pay Transparency Directive 2023/970, including base compensation gaps, additional compensation gaps, participation in additional compensation, pay quartile distribution, and pay gap data by category of workers.
Use this report to:
identify pay differences between male and female employees;
review pay gaps by job level and job profile;
check how employees are distributed across pay quartiles;
see who is outside the compensation band for their job profile;
review additional compensation gaps and participation rates;
export the report data for further analysis or compliance preparation.
Before you start
To get complete and accurate report results, make sure the required employee and compensation data are filled in. Check that:
employees have a job profile assigned;
job profiles have a job level assigned;
job profiles have min and max compensation values configured in the Job Catalog;
employees have Male or Female selected as gender in the Personal tab;
employee base salary and additional compensation are added in the Compensation tab.
ℹ️ Job Catalog is required to manage job profiles, job groups, and salary bands. If you don’t see it in your account, contact your Customer Success Manager or support@peopleforce.io.
If some data is missing, the report will show setup alerts at the top of the page. These alerts help you review affected employees or job profiles before analyzing the report results.
ℹ️ The report uses the data entered in PeopleForce. Before using the results for analysis or reporting preparation, review the source employee, job profile, and compensation data to make sure it is complete and up to date.
These alerts are dismissible and include an action button that opens a list of affected profiles or employees.
Alert | What it means | What it affects |
Missing salary band | Some job profiles do not have min and max compensation values configured. | Pay-in-range, compensation band, deviation, and outlier calculations. |
Missing job level | Some job profiles do not have a level assigned. | Grouping by job level and quartile distribution. |
Missing gender declaration | Some employees do not have Male or Female selected as gender. | These employees are excluded from all pay gap calculations. |
Access the report
To open the report, go to Reports → Company Reports → Gender Pay Gap.
By default, the report shows data from 1 January of the current year to today.
You can change the reporting period using the date filter at the top of the page.
Use filters
The report applies default filters automatically:
Work type: Full-time
Legal entity: the first legal entity, if multi-entity is enabled in your account
You can adjust the report scope by deleting default filters or using other filters. Filters narrow down which employees are included in the report.
Who is included in the report
The report includes employees who match all of the following conditions:
the employee is active on the period end date;
the employee has a job profile assigned;
the employee’s gender is set to Male or Female;
the employee matches the selected filters.
ℹ️ Employees with no gender selected, custom genders, or non-binary genders are excluded from all gender pay gap calculations. These employees are tracked separately as a data quality warning.
Data used in the report
The report uses employee profile, compensation, job profile, and salary band data from PeopleForce.
Data | Source in PeopleForce | How it is used |
Base salary | Compensation tab in the employee profile | Used for base compensation pay gaps, pay quartile distribution, pay distribution per level, and outlier calculations. |
Additional compensation | Compensation tab in the employee profile | Used for additional compensation pay gaps and participation rates. |
Salary bands | Min and max compensation values on the job profile in the Job Catalog | Used to identify employees below or above compensation bands. |
Gender | Personal tab in the employee profile | Used to compare male and female employees. |
Job level | Job profile | Used as the main grouping in the report. |
Comment | Existing compensation comment field | Used to provide pay factor context or justification in the report. |
How compensation is calculated
Base salary is annualized and time-weighted. If an employee had a salary change during the selected period, the system prorates each salary segment by the number of days it was active.
🧮 Formula:
Amount × frequency multiplier × days in segment / 365
Additional compensation is calculated separately. Recurring additional compensation is annualized based on its frequency, such as monthly, quarterly, or annual, and prorated to the selected period.
One-time payments are included only if they fall within the selected period.
For the additional compensation gap, only employees who received additional compensation are compared. Employees who did not receive additional compensation are excluded from the gap calculation, but they are included in the participation rate (recipients / total headcount × 100).
Understanding the report
The report includes several widgets, charts, and tables that help you analyze gender pay gap indicators and identify areas that may require review.
The report uses the following core formula for pay gap calculations:
🧮 Gap % = ((Male value − Female value) / Male value) × 100
Both average and median versions are calculated where applicable. A positive value means that the male value is higher than the female value. A negative value means that the female value is higher than the male value.
The report uses a 5% threshold and visually flags metrics that exceed it.
Unadjusted pay gap
The Unadjusted pay gap widget shows the average and median base compensation gap between male and female employees.
It includes:
average pay gap;
median pay gap;
male and female headcount;
5% threshold reference;
visual flag when the gap exceeds the threshold.
🧮 Average pay gap formula:
(Average male base compensation − Average female base compensation) / Average male base compensation × 100
🧮 Median pay gap formula:
(Median male base compensation − Median female base compensation) / Median male base compensation × 100
Additional compensation pay gap
The Additional compensation pay gap widget shows the average and median gap in additional compensation between male and female employees.
Only employees who received additional compensation during the selected period are included in this calculation.
🧮 Average additional compensation gap formula:
(Average male additional compensation − Average female additional compensation) / Average male additional compensation × 100
🧮 Median additional compensation gap formula:
(Median male additional compensation − Median female additional compensation) / Median male additional compensation × 100
Additional compensation participation rate
The Additional compensation participation rate widget shows the percentage of male and female employees who received additional compensation during the selected period.
🧮 Formula:
Employees receiving additional compensation / Total employees × 100
The report displays participation rates separately for male and female employees.
Pay quartile distribution
The Pay quartile distribution chart shows how male and female employees are distributed across four pay quartiles. The system sorts all included employees by base salary from lowest to highest and divides them into four equal groups by headcount:
Lower
Lower-middle
Upper-middle
Upper
Each quartile shows the percentage of male and female employees in that pay range.
The chart also displays the salary range for each quartile.
Outliers are outside the compensation band.
Pay distribution per level
The Pay distribution per level chart shows individual employee compensation by job level. In this chart:
the X axis shows base salary;
the Y axis shows job level;
each dot represents one employee;
dot color represents gender;
compensation bands are shown per level using the salary bands from job profiles;
dots outside the compensation band are outliers.
Hover over a dot to see employee details, including the employee name, compensation, and deviation from the group median.
Outliers section
The outliers section helps you review employees whose base compensation is outside the configured compensation band. It includes three data tiles:
Tile | What it shows |
Share of outliers per gender | Percentage of female and male employees outside compensation bands. |
Employees below and above compensation band | Number of underpaid and overpaid employees. |
Employees outside compensation band | Total number of employees outside compensation bands. |
Click any tile or Review outliers to open a modal with the full employee list. Outlier calculations are available only when salary bands are configured for job profiles.
Table by job level
The table at the bottom of the report is the primary compliance table. It is grouped by job level and shows pay gap data by category of workers.
The report supports drill-down from seniority level to job profile and then to individual employees. Click a row to open an off-canvas view with the employees included in that group.
The table can include the following columns:
Column | What it shows |
Job level | The job level used to group employees. |
Headcount M / F | Number of male and female employees in the group. |
Male avg. compensation | Average base compensation for male employees. |
Female avg. compensation | Average base compensation for female employees. |
Average compensation gap | Difference between average male and female base compensation. |
Median compensation gap | Difference between median male and female base compensation. |
Average additional compensation gap | Difference between average male and female additional compensation. |
Median additional compensation gap | Difference between median male and female additional compensation. |
Additional compensation participation rate M / F | Percentage of male and female employees who received additional compensation. |
Export the report
You can export the report to Excel:
Click Export to in the upper-right corner of the report.
Select Export to Excel.
The exported file includes report data based on the selected date range, filters, and data available in PeopleForce.
You can use the export for internal analysis and reporting preparation. If your company needs to submit the data in a specific official format, you may need to adjust the exported file according to local requirements.
FAQ
Why do I see no data in the report?
Why do I see no data in the report?
You may see no data if no employees match the selected period, filters, or inclusion rules.
Check whether employees:
are active on the period end date;
have job profiles assigned;
have Male or Female selected as gender;
match the selected work type, legal entity, and other filters.
Why are some employees excluded from the report?
Why are some employees excluded from the report?
Employees are excluded from gender pay gap calculations if:
they are not active on the period end date;
they do not have a job profile assigned;
they do not have Male or Female selected as gender.
Employees with no gender, custom genders, or non-binary genders are tracked separately as a data quality warning.
Can I group the report by department, location, division, or legal entity?
Can I group the report by department, location, division, or legal entity?
No. In the current version, the report is grouped by job level.
Department, location, division, and legal entity are available as filters. They narrow the report scope but do not change the grouping.