PayAnalytics is a partner in the Universal Fair Pay Check | Read about it here.

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PayAnalytics a partner in the Universal Fair Pay Check

The Berlin based Fair Pay Innovation Lab (FPI) is piloting the Universal Fair Pay Check, a standardized international method of ensuring fair pay. FPI has chosen PayAnalytics as its partner for the Universal Fair Pay Check.

The Universal Fair Pay Check logo
It is a great honor for us, and at the same time a recognition of the quality of our solution, that FPI Lab has chosen us as a partner in the Universal Fair Pay Check. We are also particularly proud of the latest version of our solution, which now supports non-binary definitions of gender and the use of any demographic factor, because equality does not stop at gender.
— Margrét Bjarnadóttir, founder of PayAnalytics

Companies around the world are realizing the benefits of following Fair Pay policies. The same goes for legislators who have increasingly set up laws and standards around the globe to combat the issue of unequal pay. Something that has been missing however has been a standardized international method of ensuring fair pay. A way for companies of all sizes regardless of location to follow a single comparable path towards Fair Pay. This is where the Universal Fair Pay Check comes in. The FPI Lab, through years of research in the field, has gathered and unified the best standards, methods and policies in the three step Universal Fair Pay Check.

In short, the three steps boil down to:

  • Analyzing the organization's data to paint a clear picture.
  • Develop methods to improve the situation.
  • Close the gap, keep it closed and lead by example.

By following these steps success can be achieved and kept over time.

The PayAnalytics software fits this process perfectly since it shows companies the situation they currently have, recommends ways to improve it, and allows organisations to continually monitor the situation.

For further information visit the Universal Fair Pay Check website.


Companies in Spain are now obligated to take action to ensure equal pay for work of equal value

Companies in Spain are now obligated to take action to ensure equal pay for work of equal value. DireACTIVAS, one of our partners in Spain, wrote an article (in Spanish) on the new legislation and the potential impact it will have on equality in Spain. We are happy to assist Spanish companies in fulfilling the requirements of the new legislation - and our solution is of course also in Spanish!

Margrét Bjarnadóttir will participate in a Reykjavik Global Forum 2020 digital session

Come and join us virtually for a conversation about equal pay: the fast changing legislation around the world, the role of analysis and data driven decision support, the equal pay journey and key levers to drive change - all packed into 90 minutes.

Margrét Bjarnadóttir from PayAnalytics will participate in a Reykjavik Global Forum 2020 digital session on Wednesday 11th November 09:30 UTC.

The name of the event is A Fair Diagnosis: It’s time to close the wage gap - FPI Lab and you can register using the registration link below.

How data and analytics are essential to the process of closing pay gaps — a blog post for PRCA

In a recent blog post for PRCA PayAnalytics Co-founder and Chairman Margrét Bjarnadóttir explains in a nutshell how data and analytics are essential to the process of closing pay gaps – and keeping them closed. She explains, among other things, the two types of pay gaps most commonly mentioned in the press and the difference between the two. The blogpost also embeds a video where Margrét amongst others discusses the role of ethics and fairness when closing pay gaps. The discussion was a part of the PRCA Ethics month.

Margret Bjarnadottir wrote for Ms. Magazine: We're Not Waiting 200 Years to Close the Gender Pay Gap

The World Economic Forum estimates that it will take over 200 years to close the gender pay gap. No one should have the patience to wait that long. How can we accelerate change? The answer may lay in data and models with a good dose of transparency.

The journey starts with gathering the data and understanding the pay structure. Then companies move on to identifying areas for improvement and eliminating unexplained demographic pay gaps through corrective action—in other words, ensuring equal pay for equal work.

The New Business Venture Fund Invests in PayAnalytics

The New Business Venture Fund has invested $525,000 in the software company PayAnalytics.

PayAnalytics has developed an equal pay cloud solution, and has grown rapidly in recent years. Its solution is already helping over 50 companies and organizations in Iceland close the gender pay gap, employing a total of 30,000 staff, or about 14% of the Icelandic labor market.

42% of organizations are planning for pay equity adjustments in 2020

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Addressing Demographic Pay Gaps with Data-driven Solutions | guest feature for insideBIGDATA

Dr. Margret Bjarnadottir (@mvilborg2) from @payanalytics recently wrote a guest feature for @insideBigData about addressing demographic #PayGaps with Data-driven Solutions.

Demographic pay gaps, including the gender pay gap, are the result of more complex factors than just a desire to minimize payroll expenses. They stem from unconscious biases and processes that are better suited to one group compared to another. And, as multiple executives have found out, good intentions and “mindfulness” are not enough to eliminate the gaps.

Why Companies' Attempts to Close the Gender Pay Gap Often Fail

PayAnalytics co-founders David Anderson and Margrét V. Bjarnadóttir wrote an article together with Cristian Dezso and David Gaddis Ross for Harvard Business Review about closing the gender pay gap.

Gender pay equity has become a big point of contention at many companies. Not only have politicians and other public figures spoken out against the gender pay gap, but there has also been a rising tide of high profile lawsuits targeting major employers, most notably in the U.S., with all the bad publicity and financial liability they entail.