In recent years, more and more employers have started to be concerned about the state of
remuneration in their companies. They monitor the situation and, when they come across
irregularities, they try to remedy them. This also applies to equal pay for men and women. A
great tool is the Swiss Logib, managed and developed by the 22% TOWARDS EQUALITY
project.
A significant number of employers want to pay their employees fairly because they sense the
potential of women in their fields of activity. “Women are still underrepresented in our
sector, i.e. in IT,” says Eva Ráblová, HR director at CGI IT, one of the great ambassadors of
the Diversity Charter. “Since we are convinced that women are very important for the future
of the IT world, we strive to create an environment that allows them to reach their full
potential. And that includes equal pay for men and women,” she says. “The fact that we are
successful in this field can be documented by the growing numbers of women in CGI, even at
senior levels. Whereas three years ago only 4% of women were directors at CGI in the Czech
Republic, today the figure is 9%,” says Ráblová. Some employers, however, do not address
the situation while others mistakenly believe that there are no inequalities in their company.
“There are also many employers who believe that they reward their male and female
employees in a fair and equal way. They are unaware that their remuneration system creates
grey areas which are a potential source of inequalities in remuneration,” says Dita Jahodová,
expert manager of the 22% TOWARDS EQUALITY project.
Analysis Motivates Comprehensive Changes
“The Swiss analytical tool Logib is a great help in detecting inequalities in remuneration; we
have translated it into Czech and adapted to the Czech working environment,” continues Dita
Jahodová. Thanks to the analysis, employers can find out exactly who is financially over- or
undervalued. The great advantage of Logib is that it allows the comparison between not only
people in the same job position but also between people who perform work of comparable
value. The tool also calculates for the employer if and how much of a pay gap is occurring in
each component of wages or salaries. Martina Ninitzová, an HR specialist at Accace Czech
Republic, summarizes the benefits of the analysis this way: “Fairness in the remuneration of
colleagues at Accace is an important topic for us. Logib helped us to look at the situation
comprehensively. It showed us overlooked facts and made us think about different categories
of positions and their connections, such as responsibility for clients, finance, management
level, etc. We plan to include Logib testing in our regular HR agenda,” adds Ninitzová. Dita
Jahodová, the expert on the 22% TOWARDS EQUALITY project, emphasises another
advantage of Logib: “The great thing about this tool is that we only work with data internally
in an anonymised form.”
It Is Important to Uncover the Causes of Inequalities
The remuneration analysis will also show whether there are individual differences between
male and female employees or whether there are certain systematic trends. Tracking the
developments in the representation of women and men in different positions in terms of
demands and responsibilities attached to these positions helps to identify the causes of the
disparities within a given company or organisation. "I recommend Logib to anyone who wants
to give a new, fresh look at the remuneration system in their organisation. Every inequality
that arises is immediately noticed in the resulting analysis and it forces us to justify it or to
change it somehow. This is important,” says Blanka Marešová, HR manager at the Třebíč
Municipal Office.
The Technology Agency of the Czech Republic Tests and Motivates Others
The Technology Agency of the Czech Republic (TACR) has also had a very good experience
with Logib. In 2020, it introduced benefits to research organisations and companies that
performed remuneration analysis through Logib and had a remuneration analysis prepared in
its office. “People’s knowledge and creativity are of utmost importance for the development
of the innovation ecosystem. In order to develop them, they need a motivating work
environment that offers, among other things, equal opportunities for women and men. That is
why we decided to test our situation and motivate others to do the same,” says Táňa Hálová
Perglová, section director of the Cross-cutting and International Activities Section of the
TACR. “The analysis showed that we have a lot to work on and also where exactly the shoe
pinches.”
Logib as a Preparation for the European Directive
For employers of all and every kind, there will be new obligations in the near future arising
from the forthcoming European Directive to promote transparency in remuneration. This will
require employers of over 250 people to provide relatively detailed information on gender pay
inequalities. If differences cannot be objectively justified from a certain amount, corrective
measures will have to be taken. The implementation of the Directive will lead to the discovery
of grey areas and to the remuneration of employees in companies and institutions becoming
clearer. “It is possible to get ready for the new situation well in advance and take advantage
of the free consultation of our project, including a remuneration analysis,” says Dita
Jahodová from the 22% TOWARDS EQUALITY project.
The Logib tool was developed for the Swiss Federal Office for Gender Equality
(FOGE) where it has been used for more than 15 years. It is suitable for larger companies
with more than 50 male and female employees. For smaller employers, FOGE is now
introducing the so-called "small" Logib into practice. This tool is also planned to be
transferred to the Czech environment.
