Download our two tools and take action for pay equity!
Easily identify, measure, and correct pay gaps within your company.
Pay equity is no longer just a legal requirement in Switzerland; it has become a strong indicator of social responsibility and an asset for attracting—and then retaining—talent. This practical mini-kit gives you the tools to turn your intentions into action with two essential files: a job classification table to categorize your positions and a Logib (M2) data sheet template to perform, in just a few clicks, the official analysis required by federal authorities. You’ll receive:
- A spreadsheet for sorting positions by category, level, and area of responsibility;
- A preformatted Logib M2 template where you can enter your HR data (salaries, age, education, working hours, etc.) and obtain a clear assessment of whether—or not—equal treatment is being observed.
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How can these tools help you ?
Prepare Your Logib Analysis with Confidence
The data sheet template follows the exact structure required by the Logib tool: fewer back-and-forth exchanges, fewer formatting errors, and immediate time savings.
Objectively describe your job openings
The job classification file provides step-by-step guidance on how to group comparable positions, avoid biases related to job titles, and ensure the statistical robustness of your analysis.
Moving from Assessment to Corrective Action
In just a few lines, you can identify unexplained discrepancies, prioritize corrective actions (salary adjustments, pay scale revisions, increased transparency), and develop your equity plan—ready to be shared with employees and external partners.
The 3 key topics covered in the tools:
1 – Legal Framework and Strategic Issues:
• Requirement to conduct an analysis in accordance with the Federal Act on Equality (LEg).
• Reputational and compliance risks in the event of unjustified discrepancies.
• HR Opportunities: Employer Branding, Engagement, and Retention.
2 – Logib Methodology in Practice:
• Variables to collect (gross salary, working hours, training, job title, etc.).
• Interpretation of results: 5% threshold for unexplained variance and action plans.
• Best practices for ensuring the reliability of your data and supporting your decisions.
3 – Pay Equity Plan and Communication:
• How to develop a credible, prioritized corrective action plan (actions, responsible parties, deadlines).
• Tips for transparently informing your teams and external stakeholders (customers, partners, authorities).
• Annual follow-up: key indicators, updating records, and ongoing monitoring
