Fair pay? Excellent!
Your route to the Fair Pay certificate
The Universal Fair Pay Check at a glance:
- Currently the most effective certification for fair pay
- Reliable guidance in the complex certification jungle
- Internationally recognized screening process
- Awarded under the patronage of Hubertus Heil, German Federal Minister of Labour
- Impactful monitoring, management, and communication tool in the implementation of equal opportunities and equality in your company
- Exclusive benefits for your payroll department and great cost savings for the company as a whole
3 easy steps to get certified:
Step 1: Say Yes to fair pay!
By opting for FPI certification and registering via our website, you are sending a clear signal that equal opportunities matter in your company – and you are on the way to closing arbitrary pay gaps.
Step 2: Analyse the status quo
Certification always starts with a thorough analysis of the existing salary structure. You can undertake this yourself, either with the help of independent analysis software or an external consultancy. The FPI can help you to find a suitable partner.
Step 3: Get certified
The third step is to send us your analysis results. The FPI Screening Board will use them to categorize the current situation in your company regarding fair pay and will award you our internationally recognized and EU-registered certificate.
|As an Analyst, you are part of the Universal Fair Pay Check family. The salary structures in the company have been analyzed and you know which areas show a need for action.
|Developers are already in the process of closing the gaps discovered during salary analysis.|
|Leaders are examples and role models for fair pay worldwide. The Fair Pay certificate proves that your company pays fair salaries.|
Costs for certification
The registration fee for the Universal Fair Pay Check is a standard, one-off €250 for all companies. The costs for certification depend on the number of employees and the amount of data to be examined. In addition, there are the costs for the internal or external analysis of your pay data.
Sample certification costs
|up to 49 employees||€500|
|1,000 - 4,999 employees||€1.800|
|over 100,000 employees||€3.500|
Licensing is annual. Companies that are already certified receive a 25% discount on subsequent certifications.
|Number of employees||Processing fee||Certification fee (100%)||Recertification fee (75%)|
The UNIVERSAL FAIR PAY CHECK...
- ... can be carried out worldwide regardless of the size of the enterprise, the number of employees, the organizational structure or the applicable legislation at any location,
- ... was developed by the non-profit Fair Pay Innovation Lab (FPI) in Berlin,
- ... helps to close pay gaps in the shortest possible time,
- ... combines legislative initiatives from Iceland, Great Britain, and Switzerland in a single procedure,
- ... takes into account existing and forthcoming legislation,
- ... is awarded under the patronage of Hubertus Heil, German Federal Minister of Labour.
- ... has already been awarded to companies such as the German insurance company Allianz Deutschland AG, the second-largest Icelandic energy company Reykjavík Energy, and the digital agency Rheingans GmbH.
Do you have any questions? Contact us by email or phone!
At the start of the Universal Fair Pay Check, organizations examine their pay structures. As part of the analysis, the payroll system and the corresponding components are assessed to see whether they reflect the company ethos. In the analysis, those factors that influence remuneration are broken down, for example, role, department, or length of service. Furthermore, the effect of variables that should not affect remuneration, such as sex, for example, is calculated. The list of variables from the Fair Pay Matrix can serve as the basis.
Analysis & evaluation
The analysis is carried out on the basis of the organization’s internal data, and it provides the foundation for a precise determination of all further steps necessary to implement fair pay. From the analysis, it is apparent how the whole spectrum of employees in the organization is distributed over the various salary levels. In particular, using such data flags up the challenges specific to the organization in the implementation of equality and fair pay, and determines the appropriate methods and instruments for closing any identified gaps.
Tools for the analysis
The organization can choose its own form of analysis. Suitable tools for calculating the pay gaps can be found in the FPI Tool Compass. All companies and organizations are invited to share Best Practices: they will receive our Best Practice Arguments, access to our Expertise Pool, and Best Practice Insights. Companies and organizations can discuss suitable tools and methods in Fair Pay Workshops.
Requirements for achieving the status of UNIVERSAL FAIR PAY ANALYST
- The organization carries out an analysis of the pay structures for all its employees.
- At the very least, this analysis will calculate the unadjusted and adjusted gender pay gaps (in respect of basic salary, bonuses, and total remuneration). It is useful to then identify further pay gaps on the basis of demographic factors such as age or ethnic origin.
The unadjusted gender pay gap shows the percentage difference between the average gross hourly pay for women and men.
The adjusted gender pay gap shows the percentage difference between the average gross hourly pay for women and men in comparable positions – taking into account the variables of role, level, and requirements. The calculation is undertaken using multiple regression analysis on the basis of all employee data. If it is not possible to include all employees in the calculation, the FPI must be notified of the reasons why.
- The organization formulates suitable measures for closing the calculated gaps.
- In a written Fair Pay Commitment, the organization undertakes to implement fair pay and transparency. The organization can set itself additional goals over and above this.
- All the necessary data and measures are made available to the FPI for checking. In this phase, all the details from the organization are treated confidentially and are not published.
Measures: Implementation & Improvement
In the Developer phase, organizations apply the policies formulated in Phase 1 for implementing a fair pay structure. Here, organizations document the implementation process for the individual measures and check the effectiveness of the measures regularly (at least once a year). If a measure does not prove expedient, it is improved.
On the way to 0%
The aim in this phase of the check is to achieve an adjusted gender pay gap of zero percent. This means that all employees in the same and comparable positions are paid the same
Requirements for achieving the status of UNIVERSAL FAIR PAY DEVELOPER:
- The organization implements the measures that have been set out and reports regularly to the FPI – at least once a year – on how the implementation is progressing.
- The organization documents the implementation process for the measures as a building block in the regular effectiveness review.
- The organization achieves an adjusted gender pay gap of +1 to -1 percent. On request, the adjusted gender pay gap can be published.
Sustainably on target
Phase 3 of the Universal Fair Pay Check is achieved once the organization has clearly lowered the unadjusted gender pay gap, the value is between -10 and +10 percent, and monitoring shows a continuous narrowing of the organization’s internal pay gap. The objective is for the company to continue its efforts, aiming for an unadjusted gender pay gap of around zero percent.
Making successes transparent
Organizations with Universal Fair Pay Leader status show that they are actively addressing their salary structures and the processes for recruitment and promotion, reconciliation policies, and the organizational culture. Successful implementation of measures is made transparent and is effective publicity as part of strategic organizational communication.
Achieving the status of Universal Fair Pay Leader is a sustainable goal and a milestone on the way towards fair pay. Depending on the starting point, organizations need several years to close the pay gap entirely and counteract any renewed widening of the income gap over the long term.
Best practice exchange
Throughout, the organization is given advice and support on a step-by-step basis over a longer period of time. Sharing Best Practice with other companies and organizations takes place routinely, in Expertise Workshops and targeted Best Practice Insights. The process and certification of an organization are not contingent upon its size, sites, organizational form, or respective statutory obligations.
Requirements for achieving the status of UNIVERSAL FAIR PAY LEADER:
- The organization shows an unadjusted gender pay gap from +10 to -10 percent.
- By continuing to implement existing measures and developing new or adjusted measures, the organization aims to achieve an unadjusted gender pay gap of around zero percent.
- The organization engages in sharing Best Practices with other organizations.
- The organization communicates openly and ensures that its efforts in relation to fair pay, as well as the level of its gender pay gap, are transparent in internal and external communications.
- The organization continues to analyze its own pay structures on a regular basis.
FPI Screening Board
The FPI Screening Board reviews applications from companies and organizations seeking certification with the Universal Fair Pay Check. Based on this review, companies and organizations are assigned to the appropriate award level. In its review, the Screening Board may use the data from the application form or request and review, on a random basis, an excerpt of the complete analysis results, the tool used or the data on which the analysis of the compensation structures was based.
DR. MARGRÉT VILBORG BJARNADÓTTIR
Founder/ CEO PayAnalytics ehf.
Senior Director, Head of Talent and Rewards Germany/Austria, Willis Towers Watson
CEO/ Founder Included
LEA GRUBB LONSTED
Principal, Pay Equity Leader Europe & UK, Mercer
KAREN A. JENSEN
Federal Pay Equity Commissioner, Kanada
Senior Creative Agent, FPI Fair Pay Innovation Lab gGmbH
HENRIKE VON PLATEN,
C.E.O./Founder FPI Fair Pay Innovation Lab gGmbH
Universal Fair Pay Analyst 2021/22:
- Allianz Deutschland AG
- esentri AG
- Rheingans GmbH
- API DE GmbH
- Sozial-Holding der Stadt Mönchengladbach GmbH
- Symrise AG
Universal Fair Pay Analyst 2022/23:
Universal Fair Pay Developer 2022/23:
- esentri AG
Universal Fair Pay Leader 2021/22:
- Landspítali - the National University Hospital of Iceland: with an unadjusted gender pay gap of 4.7 percent and an adjusted gender pay gap of 0.8 percent.
- Reykjavík Energy: with an unadjusted gender pay gap of 7 percent and an adjusted gender pay gap of 0.3 percent.
REGISTER NOW AND BENEFIT IMMEDIATELY:
- Assistance in finding a suitable analysis partner
- Exclusive invitations to all FPI events
- Exchange of Best Practice with other participating companies
- Inclusion in our international fair pay expertise network
- Access to the FPI Tool Compass
- Access to our body of arguments for fair pay
- Discounted registration fees for fair pay expertise workshops
Featuring in FPI public relations work (on request)
Only with fair wages and good working conditions can companies secure their urgently needed skilled workers. Fair pay also means paying regardless of gender, age, disability or religious affiliation. The UNIVERSAL FAIR PAY CHECK recognizes companies that have already understood this. They are well ahead of their competitors!
Hubertus Heil, Federal Minister of Labour and Social Affairs, Patron for the Universal Fair Pay Check 2021 in Germany