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For every employee.",{"id":149,"type":116,"tags":902,"lang":14,"slug":151,"first_publication_date":152,"last_publication_date":153,"uid":154,"url":155,"data":903,"link_type":92,"key":907,"isBroken":94},[],{"icon":904,"uid":154,"title":157},{"dimensions":905,"alt":541,"copyright":5,"url":542,"id":543,"edit":906},{"width":539,"height":540},{"x":31,"y":31,"zoom":32,"background":33},"cdfd635f-8def-4d3e-9d5a-f818fe6e2091","Learn about Pay Transparency product",{"dimensions":910,"alt":911,"copyright":5,"url":912,"id":913,"edit":914},{"width":880,"height":881},"pay-transparency graphic","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZwZ3o4F3NbkBXD7n_pay-transparency.png?auto=format,compress","ZwZ3o4F3NbkBXD7n",{"x":31,"y":31,"zoom":32,"background":33},{"dimensions":916,"alt":917,"copyright":5,"url":918,"id":919,"edit":920},{"width":894,"height":894},"Pay Transparency icon","https:\u002F\u002Fbeqom-com.cdn.prismic.io\u002Fbeqom-com\u002FZwZ2j4F3NbkBXD7Q_pay-transparency.svg","ZwZ2j4F3NbkBXD7Q",{"x":31,"y":31,"zoom":32,"background":33},{"pre_title":922,"title":923,"link":924,"link_title":931,"image":932,"icon":938},"PayEquity by beqom","Put fairness first: close pay gaps for good.",{"id":138,"type":116,"tags":925,"lang":14,"slug":140,"first_publication_date":141,"last_publication_date":142,"uid":143,"url":144,"data":926,"link_type":92,"key":930,"isBroken":94},[],{"icon":927,"uid":143,"title":545},{"dimensions":928,"alt":541,"copyright":5,"url":542,"id":543,"edit":929},{"width":539,"height":540},{"x":31,"y":31,"zoom":32,"background":33},"c7982325-a5a7-4874-a02a-7c70282a7e3b","Learn about the Pay Equity product",{"dimensions":933,"alt":934,"copyright":5,"url":935,"id":936,"edit":937},{"width":880,"height":881},"Pay-Equity-by-PayAnalytics graphic","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZwZ5H4F3NbkBXD8t_Pay-Equity-by-PayAnalytics.png?auto=format,compress","ZwZ5H4F3NbkBXD8t",{"x":31,"y":31,"zoom":32,"background":33},{"dimensions":939,"alt":940,"copyright":5,"url":941,"id":942,"edit":943},{"width":894,"height":894},"pay-equity icon","https:\u002F\u002Fbeqom-com.cdn.prismic.io\u002Fbeqom-com\u002FZwZ2kYF3NbkBXD7S_pay-equity.svg","ZwZ2kYF3NbkBXD7S",{"x":31,"y":31,"zoom":32,"background":33},{"pre_title":168,"title":945,"link":946,"link_title":956,"image":957,"icon":963},"Always pay the optimal amount.",{"id":160,"type":116,"tags":947,"lang":14,"slug":162,"first_publication_date":163,"last_publication_date":164,"uid":165,"url":166,"data":948,"link_type":92,"key":955,"isBroken":94},[],{"icon":949,"uid":165,"title":168},{"dimensions":950,"alt":951,"copyright":5,"url":952,"id":953,"edit":954},{"width":894,"height":894},"A graphic showing arrows pointing in different directions.","https:\u002F\u002Fbeqom-com.cdn.prismic.io\u002Fbeqom-com\u002FZiq6DfPdc1huK196_PayDecision_icon.svg?auto=compress,format","Ziq6DfPdc1huK196",{"x":31,"y":31,"zoom":32,"background":33},"ac806c87-d0af-47e5-8e3c-b257fdb3aea8","Learn about the Pay Intelligence product",{"dimensions":958,"alt":959,"copyright":5,"url":960,"id":961,"edit":962},{"width":880,"height":881},"Pay-Intelligence graphic","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZwZ5IIF3NbkBXD8u_Pay-Intelligence.png?auto=format,compress","ZwZ5IIF3NbkBXD8u",{"x":31,"y":31,"zoom":32,"background":33},{"dimensions":964,"alt":965,"copyright":5,"url":966,"id":967,"edit":968},{"width":894,"height":894},"pay-intelligence icon","https:\u002F\u002Fbeqom-com.cdn.prismic.io\u002Fbeqom-com\u002FZwZ2koF3NbkBXD7T_pay-intelligence.svg","ZwZ2koF3NbkBXD7T",{"x":31,"y":31,"zoom":32,"background":33},{"section_id":5,"pretitle":970,"title":971,"content":975},"The beqom products",[972],{"type":585,"text":973,"spans":974,"direction":51},"Unlock the full potential of your comp.",[],[976],{"type":36,"text":977,"spans":978,"direction":51},"beqom has been purpose-built to handle the breadth and depth of global total compensation management, with a proven track record of success for leading companies across all industries.",[],"side_tabs$8fe55228-17cc-49f1-bdcf-0df4210b0808","side_tabs",{"variation":579,"version":580,"items":982,"primary":983,"id":996,"slice_type":997,"slice_label":5},[],{"section_id":5,"headline":984,"description":988,"select_product":992,"filter_by_topic":993,"content_type":994,"number_of_posts_to_fetch":995},[985],{"type":585,"text":986,"spans":987,"direction":51},"More insights from the beqom blog",[],[989],{"type":36,"text":990,"spans":991,"direction":51},"Explore other recent blog posts to stay updated on key trends and strategies in HR. Our blog provides expert insights to help you drive success in your organization.",[],{"link_type":92},{"link_type":92},"blog_article","3","latest_posts$c2cb63c0-a543-4042-a776-62cf72de7928","latest_posts",{"page":32,"results_per_page":999,"results_size":999,"total_results_size":1000,"total_pages":1001,"next_page":1002,"prev_page":5,"results":1003,"version":2176,"license":2177},3,168,56,"https:\u002F\u002Fbeqom-com.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ahYblxEAACkAHCz5&q=%5B%5Bnot%28my.blog_article.uid%2C+%22allianz-success-story%22%29%5D%5D&q=%5B%5Bat%28document.type%2C+%22blog_article%22%29%5D%5D&orderings=%5Bmy.blog_article.date_to_order_by+desc%5D&page=2&pageSize=3&lang=en-us",[1004,1374,1701],{"id":1005,"uid":1006,"url":1007,"type":994,"href":1008,"tags":1009,"first_publication_date":1010,"last_publication_date":1011,"slugs":1012,"linked_documents":1014,"lang":14,"alternate_languages":1015,"data":1020},"Z1GKHBMAAB8AT4t2","unadjusted-and-adjusted-pay-gap","\u002Fblog\u002Funadjusted-and-adjusted-pay-gap","https:\u002F\u002Fbeqom-com.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ahYblxEAACkAHCz5&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22Z1GKHBMAAB8AT4t2%22%29+%5D%5D",[],"2025-01-17T09:47:27+0000","2026-05-14T15:05:46+0000",[1013],"the-uncontrolled-pay-gap-and-the-controlled-pay-gap",[],[1016,1018],{"id":1017,"type":994,"lang":18,"uid":1006},"aDSvYhEAACN-vHYE",{"id":1019,"type":994,"lang":21,"uid":1006},"aZhi0hEAACQALS83",{"title":1021,"excerpt":1022,"written_by":1030,"reviewed_by":1055,"publication_date":1056,"date_to_order_by":1057,"last_modified_date":1057,"last_modified_date_description":1058,"time_to_read":1059,"blog_post_gating":1060,"button_label":5,"featured_image":1061,"products":1073,"topics":1084,"slices":1095,"meta_title":1367,"meta_description":1368,"meta_image":1369,"seo_index":53,"seo_follow":53,"og_title":1370,"og_description":1371,"twitter_title":1372,"twitter_description":1373,"do_not_display_in_list_of_blogs":94},"Navigating Adjusted vs. Unadjusted Pay Gaps for EU Reporting",[1023],{"type":36,"text":1024,"spans":1025,"direction":51},"We often talk about the pay gap—but in reality, there’s more than one type of pay gap. Learn about the two pay gap types (adjusted and unadjusted), and what reporting is required by the EU Directive.",[1026],{"start":1027,"end":1028,"type":1029},20,23,"em",{"id":1031,"type":1032,"tags":1033,"lang":14,"slug":1034,"first_publication_date":1035,"last_publication_date":1036,"uid":1034,"url":1037,"data":1038,"link_type":92,"key":1054,"isBroken":94},"Zh_1MBAAABAHOw_X","author",[],"gudrun-thorgeirsdottir","2024-04-17T16:13:39+0000","2025-12-04T11:47:33+0000","\u002Fauthors\u002Fgudrun-thorgeirsdottir",{"name":1039,"author_photo":1040,"job_title":1048,"company_name":1049,"company_url":1050,"is_a_former_beqom_employee":94},"Gudrun Thorgeirsdottir",{"dimensions":1041,"alt":1044,"copyright":5,"url":1045,"id":1046,"edit":1047},{"width":1042,"height":1043},955,1337,"A photo of Gudrun Þorgeirsdottir","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZiwMpt3JpQ5PTN2M_ETPhoto_Gudrun.jpg?auto=format,compress","ZiwMpt3JpQ5PTN2M",{"x":31,"y":31,"zoom":32,"background":33},"Chief Business Development Officer","beqom",{"link_type":48,"key":1051,"url":1052,"target":1053},"6822f05d-ec83-495c-8050-1819627ed217","https:\u002F\u002Fwww.beqom.com\u002F","_blank","3d4b1534-8d04-4ec3-95f0-9986b487e9c1",{"link_type":92},"2025-01-17T09:00:00+0000","2026-05-13",[],5,"Ungated",{"dimensions":1062,"alt":1063,"copyright":5,"url":1064,"id":1065,"edit":1066,"preview":1068},{"width":519,"height":520},"Graphic showing two people with graphic arch element in background","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZ31lmpbqstJ99JH1_beqom_UnadjustedvsAdjustedBlog_PrismicBanner.jpg?auto=format%2Ccompress&rect=84%2C0%2C2232%2C1260&w=1240&h=700","Z31lmpbqstJ99JH1",{"x":1067,"y":31,"zoom":32,"background":33},84,{"dimensions":1069,"alt":5,"copyright":5,"url":1070,"id":1065,"edit":1071},{"width":527,"height":528},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZ31lmpbqstJ99JH1_beqom_UnadjustedvsAdjustedBlog_PrismicBanner.jpg?auto=format%2Ccompress&rect=81%2C0%2C2239%2C1260&w=828&h=466",{"x":1072,"y":31,"zoom":32,"background":33},81,[1074],{"product":1075},{"id":138,"type":116,"tags":1076,"lang":14,"slug":140,"first_publication_date":141,"last_publication_date":142,"uid":143,"url":144,"data":1077,"link_type":92,"key":1083,"isBroken":94},[],{"title":545,"icon":1078,"meta_title":1081,"meta_description":1082},{"dimensions":1079,"alt":541,"copyright":5,"url":542,"id":543,"edit":1080},{"width":539,"height":540},{"x":31,"y":31,"zoom":32,"background":33},"PayAnalytics by beqom - Pay Equity Software","Pay and workplace equity software by beqom empowers accurate compensation decisions and a culture founded on fairness. Data-driven. Transparent. Always-on.","943eaf13-9e41-4067-8563-d29e74e0ebcf",[1085],{"topic":1086},{"id":1087,"type":1088,"tags":1089,"lang":14,"slug":1090,"first_publication_date":1091,"last_publication_date":1092,"uid":1090,"data":1093,"link_type":92,"key":1094,"isBroken":94},"ZiYjiBAAANKqVj1y","topic",[],"pay-equity","2024-04-22T08:45:02+0000","2025-10-14T14:43:46+0000",{"title":146,"plural_title":146},"4101677e-9be1-47a2-90c8-481635ddc8c7",[1096,1110,1134,1147,1161,1173,1181,1189,1203,1214,1244,1287,1305,1325,1355],{"variation":579,"version":580,"items":1097,"primary":1098,"id":1109,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":1099,"text_size":591,"background_color":592},[1100,1103,1106],{"type":36,"text":1101,"spans":1102,"direction":51},"Perhaps the most frequently cited global pay equity statistic is this: a woman on average earns about 80 cents for every dollar a man earns. This popular pay gap statistic is accurate—but it doesn’t tell the whole story. And it’s not the only way to measure a pay gap.",[],{"type":36,"text":1104,"spans":1105,"direction":51},"There are two types of pay gaps: the unadjusted or uncontrolled pay gap, and the adjusted or controlled pay gap. These measurements are used at different times, and they tell you different things about your workplace.",[],{"type":36,"text":1107,"spans":1108,"direction":51},"In this article, we explain the difference between the adjusted and unadjusted pay gaps, talk about when to use each one, and explain how to calculate the gender pay gap.",[],"article_text$06d7ecbe-ad68-4edd-b1be-15756f2b4405",{"variation":579,"version":580,"items":1111,"primary":1112,"id":1133,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":1113,"text_size":591,"background_color":1132},[1114,1117,1120,1123,1126,1129],{"type":585,"text":1115,"spans":1116,"direction":51},"The uncontrolled pay gap and the controlled pay gap",[],{"type":36,"text":1118,"spans":1119,"direction":51},"The main difference between the unadjusted and adjusted pay gap measures is the information they consider. The unadjusted (uncontrolled) pay gap only considers average pay, and it looks at the difference between the average pay for each gender. This is the simpler of the two measures. The mathematical calculation is straightforward and can be done quite quickly.",[],{"type":36,"text":1121,"spans":1122,"direction":51},"That eighty-cents-on-the-dollar statistic? That’s an unadjusted (uncontrolled) pay gap measurement.",[],{"type":36,"text":1124,"spans":1125,"direction":51},"The adjusted (controlled) pay gap considers t other factors that can influence pay, like experience, education, and workplace location. For example, an organization’s female workforce might have less experience on average, and thus be paid less. ",[],{"type":36,"text":1127,"spans":1128,"direction":51},"This may lead to a relatively high unadjusted pay gap but a low adjusted pay gap. In other words, the difference in pay here isn’t due to bias or discrimination, but other factors. To improve pay equity overall, the organization may ask what it can do to reach parity across genders in higher-paying roles, which would narrow the unadjusted pay gap.",[],{"type":36,"text":1130,"spans":1131,"direction":51},"Calculating the adjusted pay gap is much more complex. It requires a mathematical process called regression analysis.",[],"Green","article_text$26bc5def-44d5-4590-b812-f74173094975",{"variation":579,"version":580,"items":1135,"primary":1136,"id":1146,"slice_type":658,"slice_label":5},[],{"section_id":5,"image":1137,"caption":1145},{"dimensions":1138,"alt":1141,"copyright":5,"url":1142,"id":1143,"edit":1144},{"width":1139,"height":1140},5560,2520,"Graphic showing the difference between adjusted pay gap and unadjusted pay gap.","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZ4oj8ZbqstJ99jnL_unadjustedvsadjusted.jpg?auto=format,compress","Z4oj8ZbqstJ99jnL",{"x":31,"y":31,"zoom":32,"background":33},[],"article_image$6b543137-2aca-46e0-8827-7753cfaf904e",{"variation":579,"version":580,"items":1148,"primary":1149,"id":1160,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":1150,"text_size":591,"background_color":592},[1151,1154,1157],{"type":585,"text":1152,"spans":1153,"direction":51},"Regression analysis: Calculating your adjusted pay gap",[],{"type":36,"text":1155,"spans":1156,"direction":51},"Regression analysis involves a series of regression equations. Specifically, PayAnalytics by beqom uses what’s known as log-linear regression—the industry standard for pay equity research, regulation, and software development.",[],{"type":36,"text":1158,"spans":1159,"direction":51},"A log-linear regression equation looks like this:",[],"article_text$76837238-271d-4ab7-8999-6e15847e0098",{"variation":579,"version":580,"items":1162,"primary":1163,"id":1172,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":1164,"text_size":591,"background_color":1171},[1165],{"type":36,"text":1166,"spans":1167,"direction":51},"log(Salary) = Intercept + β1  Gender + β2  Education +  β3 * Experience + …. + error.",[1168],{"start":1169,"end":1170,"type":1029},29,42,"Beige","article_text$eacc9deb-adeb-48d9-8738-8cc0686c9308",{"variation":579,"version":580,"items":1174,"primary":1175,"id":1180,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":1176,"text_size":591,"background_color":592},[1177],{"type":36,"text":1178,"spans":1179,"direction":51},"Here, β is the regression coefficient, and it explains the influence of each variable. For example, a regression coefficient of 0.03 for education would mean that each additional educational level contributes to a 3% increase in pay. ",[],"article_text$6bfb2419-e34d-435c-b517-48295bfcad67",{"variation":579,"version":580,"items":1182,"primary":1183,"id":1188,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":1184,"text_size":591,"background_color":592},[1185],{"type":36,"text":1186,"spans":1187,"direction":51},"A regression analysis also gives us a p-value, which tells us how likely it is that this correspondence found by the regression equation—more education means more pay—is just due to random chance. A low p-value (below 0.05 or 0.1) means the result is “statistically significant,” which means that the influence we are seeing is real.",[],"article_text$070abce7-915d-4878-a4c7-c18d80a359b6",{"variation":579,"version":580,"items":1190,"primary":1191,"id":1202,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":1192,"text_size":591,"background_color":1201},[1193],{"type":36,"text":1194,"spans":1195,"direction":51},"In beqom's Pay Equity & Transparency tool, you get these calculations in just a few clicks. To learn more about how our pay equity solution can support your organization or to see a demo, drop us a line.",[1196],{"start":1197,"end":1198,"type":46,"data":1199},188,202,{"link_type":48,"url":1200,"target":50},"https:\u002F\u002Fwww.beqom.com\u002Fbook-a-demo","Red","article_text$9124b5ad-889f-4b76-a9d0-2ad1fc39ef26",{"variation":579,"version":580,"items":1204,"primary":1205,"id":1213,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":1206,"text_size":591,"background_color":592},[1207,1210],{"type":36,"text":1208,"spans":1209,"direction":51},"At the same time, the analysis considers all of these factors in relationship to gender – or whatever demographic category you want to look at. At the end of your regression analysis, you will see the factors that influence pay at your organization. After taking all those factors into consideration, it will become clear if there is a demographic pay gap.",[],{"type":36,"text":1211,"spans":1212,"direction":51},"The beauty of log-linear regression is that you can pick the factors that are important to your organization. For instance, if your industry makes heavy use of professional certifications and employees with more certifications should be compensated more, you can include certification level as a factor in regression analysis.",[],"article_text$2e8625da-9434-4031-a2e9-d8fe853526da",{"variation":579,"version":580,"items":1215,"primary":1216,"id":1243,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":1217,"text_size":591,"background_color":592},[1218,1221,1234],{"type":638,"text":1219,"spans":1220,"direction":51},"Whose work are we comparing?",[],{"type":36,"text":1222,"spans":1223,"direction":51},"Regression analysis requires job classification, or breaking your workforce down into job roles that are analytically meaningful and where similar qualities are valued. For instance, engineering jobs and sales jobs might require different educational levels. For employers covered under the EU Pay Transparency Directive, specific job classification practices are required—see our article on defining categories of workers.",[1224,1229],{"start":1225,"end":1226,"type":46,"data":1227},28,47,{"link_type":48,"url":1228,"target":1053},"https:\u002F\u002Fwww.payanalytics.com\u002Fis\u002Fjob-classification-three-common-approaches-ebook",{"start":1230,"end":1231,"type":46,"data":1232},391,422,{"link_type":48,"url":1233,"target":1053},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Fdefining-categories-of-workers",{"type":36,"text":1235,"spans":1236,"direction":51},"Another consideration is equal pay for work of equal value. Traditionally, pay equity was thought about in terms of equal pay for equal work.\nNow, it’s more common to consider equal pay for work of equal value. This is because one gender might be dominant in certain job roles, even though the roles themselves might make equal contributions to the organization, and might be similar in terms of employees’ skills, education, and responsibility.\n",[1237,1240],{"start":1238,"end":1239,"type":42},116,140,{"start":1241,"end":1242,"type":42},176,209,"article_text$ebb48636-ed1f-4b08-b0d7-9b7290fc2c75",{"variation":579,"version":580,"items":1245,"primary":1246,"id":1286,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":1247,"text_size":591,"background_color":592},[1248,1251,1254,1265,1277,1283],{"type":585,"text":1249,"spans":1250,"direction":51},"Reporting for the EU Pay Transparency Directive",[],{"type":36,"text":1252,"spans":1253,"direction":51},"The Directive requires employers to report data related to the gender pay gap and general demographics. Most of this pay gap data will be unadjusted. However, an adjusted measurement may be critical in determining your organization’s compliance.",[],{"type":36,"text":1255,"spans":1256,"direction":51},"While the final legislation may vary a little by country—see our EU Directive transposition activity page for details and nuances—all countries will require the following: an unadjusted measurement of the overall pay gap, plus eight more specific calculations. ",[1257,1262],{"start":1258,"end":1259,"type":46,"data":1260},64,100,{"link_type":48,"url":1261,"target":1053},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Feu-pay-transparency-directive-transposition-by-country",{"start":1263,"end":1264,"type":42},172,220,{"type":36,"text":1266,"spans":1267,"direction":51},"These calculations include breakdowns by categories of workers and by quartile pay bands, median pay gap measurements, data about variable compensation, and data on raises following leave. (Article 9 of the EU Directive)   ",[1268,1272],{"start":1269,"end":1270,"type":46,"data":1271},40,62,{"link_type":48,"url":1233,"target":1053},{"start":1273,"end":1274,"type":46,"data":1275},206,219,{"link_type":48,"url":1276,"target":1053},"https:\u002F\u002Feur-lex.europa.eu\u002Feli\u002Fdir\u002F2023\u002F970\u002Foj\u002Feng",{"type":36,"text":1278,"spans":1279,"direction":51},"If the unadjusted measurement of the overall pay gap is 5% or greater, employers will need to provide an adjusted pay gap measurement. This measurement should account for objective, gender-neutral factors like job roles and experience.",[1280],{"start":1281,"end":1282,"type":42},94,133,{"type":36,"text":1284,"spans":1285,"direction":51},"If the adjusted pay gap is still 5% or greater, then employers will need to take corrective action in a short time frame (six months), or conduct a joint pay assessment and generate a gender action plan to close the gap. (Article 10) ",[],"article_text$726ad907-17a3-4329-95f0-4091235435fc",{"variation":579,"version":580,"items":1288,"primary":1289,"id":1304,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":1290,"text_size":1303,"background_color":1132},[1291],{"type":36,"text":1292,"spans":1293,"direction":51},"Download our free eGuide for more information about the EU Directive: pay equity reporting, pay transparency measures, and how to prepare.  \nTo find out more on the laws in place where your organization operates, please see our local requirements page.",[1294,1298],{"start":31,"end":1295,"type":46,"data":1296},24,{"link_type":48,"url":1297,"target":1053},"https:\u002F\u002Fwww.beqom.com\u002Fresources\u002Fa-guide-to-the-eu-pay-transparency-directive",{"start":1299,"end":1300,"type":46,"data":1301},228,246,{"link_type":48,"url":1302,"target":1053},"https:\u002F\u002Fwww.beqom.com\u002Fresources\u002Flocal-requirements","Large","article_text$d060352a-9975-4af0-bfa2-9285ec84e4fd",{"variation":579,"version":580,"items":1306,"primary":1307,"id":1324,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":1308,"text_size":591,"background_color":592},[1309,1316],{"type":638,"text":1310,"spans":1311,"direction":51},"Closing a pay gap",[1312,1315],{"start":31,"end":1313,"type":634,"data":1314},17,{"label":669},{"start":31,"end":1313,"type":42},{"type":36,"text":1317,"spans":1318,"direction":51},"Regardless of your market and its reporting requirements, both measurements are important if you want to close or narrow a pay gap.\nIn this case, we advise organizations to start with the unadjusted pay gap—the big picture of any gender discrepancy in pay. Even a small pay gap can mean that there is bias within your organization’s pay structure.  After you’ve planned your response to the unadjusted pay gap, you can then close the adjusted gap.",[1319,1321],{"start":1320,"end":1273,"type":42},173,{"start":1322,"end":1323,"type":42},419,446,"article_text$d44d1926-d1e3-4844-b2e6-ad222fe6fb9e",{"variation":579,"version":580,"items":1326,"primary":1327,"id":1354,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":1328,"text_size":591,"background_color":592},[1329,1332,1338,1341,1344,1348,1351],{"type":585,"text":1330,"spans":1331,"direction":51},"How PayAnalytics by beqom can help",[],{"type":36,"text":1333,"spans":1334,"direction":51},"Decades ago, a regression analysis involved hiring a consultant or specialist to solve equations one math problem at a time. PayAnalytics by beqom made a technological breakthrough automating the pay equity analysis process. We deliver log-linear regression calculations with just one click—and present them in a way that is easy to understand.",[1335],{"start":1336,"end":1337,"type":42},181,223,{"type":36,"text":1339,"spans":1340,"direction":51},"You’ll see your unadjusted pay gap, your adjusted pay gap, and the factors that influence pay. You can then break down the data in whatever way you need, including worker categories and pay bands.",[],{"type":36,"text":1342,"spans":1343,"direction":51},"Our software solution also provides:",[],{"type":1345,"text":1346,"spans":1347,"direction":51},"list-item","Streamlined reporting for many countries—generate compliance-ready reports at the click of a button.",[],{"type":1345,"text":1349,"spans":1350,"direction":51}," An industry-leading workplace equity tool—see where your pay gaps are coming from and how to close them.",[],{"type":1345,"text":1352,"spans":1353,"direction":51}," A compensation assistant that makes sure each compensation decision preserves pay equity—protect the progress you’ve made.",[],"article_text$5371066b-8a96-4066-9935-7f88f8bd6a52",{"variation":579,"version":580,"items":1356,"primary":1357,"id":1366,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":1358,"text_size":1303,"background_color":1132},[1359],{"type":36,"text":1360,"spans":1361,"direction":51},"Please contact us to learn more about how our Pay Equity & Transparency tool can help your organization.",[1362],{"start":1363,"end":1313,"type":46,"data":1364},7,{"link_type":48,"url":1365,"target":1053},"https:\u002F\u002Fwww.beqom.com\u002Fcontact-us","article_text$cb4c6e7d-d1e1-48da-b1e3-cfe26ab19950","Adjusted vs. Unadjusted Pay Gaps for EU Reporting | beqom","This article describes and compares the two types of pay gaps: the unadjusted or uncontrolled pay gap and the adjusted or controlled pay gap.",{},"Unadjusted vs. Adjusted Pay Gap","Discover the difference between the two types of pay gaps: the unadjusted pay gap and the adjusted pay gap.","The two types of pay gap","Learn more about the two types of pay gaps to calculate in your pay equity project: the unadjusted or uncontrolled pay gap and the adjusted or controlled pay gap.",{"id":1375,"uid":1376,"url":1377,"type":994,"href":1378,"tags":1379,"first_publication_date":1380,"last_publication_date":1381,"slugs":1382,"linked_documents":1384,"lang":14,"alternate_languages":1385,"data":1390},"aeuTpxYAACoAJ815","defining-categories-of-workers","\u002Fblog\u002Fdefining-categories-of-workers","https:\u002F\u002Fbeqom-com.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ahYblxEAACkAHCz5&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22aeuTpxYAACoAJ815%22%29+%5D%5D",[],"2026-04-24T16:18:00+0000","2026-04-24T17:06:36+0000",[1383],"best-practices-for-defining-categories-of-workers",[],[1386,1388],{"id":1387,"type":994,"lang":18,"uid":1376},"agLonRYAAJuaTWt-",{"id":1389,"type":994,"lang":21,"uid":1376},"agLonhYAACoATWuC",{"title":1391,"excerpt":1392,"written_by":1396,"reviewed_by":1404,"publication_date":1405,"date_to_order_by":1406,"last_modified_date":5,"last_modified_date_description":1407,"time_to_read":1408,"blog_post_gating":1060,"button_label":5,"featured_image":1409,"products":1419,"topics":1430,"slices":1436,"meta_title":1691,"meta_description":1692,"meta_image":1693,"seo_index":53,"seo_follow":53,"og_title":1697,"og_description":1698,"twitter_title":1699,"twitter_description":1700,"do_not_display_in_list_of_blogs":94},"Defining Categories of Workers Ahead of the EU Pay Transparency Directive",[1393],{"type":36,"text":1394,"spans":1395,"direction":51},"Ensure compliance with the EU Pay Transparency Directive with our guide to defining worker categories—designed to build objective, unbiased, and defensible pay structures.",[],{"id":1031,"type":1032,"tags":1397,"lang":14,"slug":1034,"first_publication_date":1035,"last_publication_date":1036,"uid":1034,"url":1037,"data":1398,"link_type":92,"key":1403,"isBroken":94},[],{"name":1039,"author_photo":1399,"job_title":1048,"company_name":1049,"company_url":1402,"is_a_former_beqom_employee":94},{"dimensions":1400,"alt":1044,"copyright":5,"url":1045,"id":1046,"edit":1401},{"width":1042,"height":1043},{"x":31,"y":31,"zoom":32,"background":33},{"link_type":48,"key":1051,"url":1052,"target":1053},"d5f7c96c-f2cc-4b68-9b61-2120314f7cdb",{"link_type":92},"2026-04-24T07:59:00+0000","2026-04-24",[],6,{"dimensions":1410,"alt":1411,"copyright":5,"url":1412,"id":1413,"edit":1414,"preview":1415},{"width":519,"height":520},"Employees in the office at a computer","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FaeuT4sBOoF08xST4_2.jpeg?auto=format,compress&rect=8,0,1360,768&w=1240&h=700","aeuT4sBOoF08xST4",{"x":667,"y":31,"zoom":32,"background":33},{"dimensions":1416,"alt":1411,"copyright":5,"url":1417,"id":1413,"edit":1418},{"width":527,"height":528},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FaeuT4sBOoF08xST4_2.jpeg?auto=format,compress&rect=6,0,1365,768&w=828&h=466",{"x":1408,"y":31,"zoom":32,"background":33},[1420,1428],{"product":1421},{"id":138,"type":116,"tags":1422,"lang":14,"slug":140,"first_publication_date":141,"last_publication_date":142,"uid":143,"url":144,"data":1423,"link_type":92,"key":1427,"isBroken":94},[],{"title":545,"icon":1424,"meta_title":1081,"meta_description":1082},{"dimensions":1425,"alt":541,"copyright":5,"url":542,"id":543,"edit":1426},{"width":539,"height":540},{"x":31,"y":31,"zoom":32,"background":33},"bd457c6f-fb6d-4569-8205-617cb364418e",{"product":1429},{"link_type":92},[1431],{"topic":1432},{"id":1087,"type":1088,"tags":1433,"lang":14,"slug":1090,"first_publication_date":1091,"last_publication_date":1092,"uid":1090,"data":1434,"link_type":92,"key":1435,"isBroken":94},[],{"title":146,"plural_title":146},"f93825dd-9b7c-4145-b989-b54813ca51f5",[1437,1453,1460,1473,1498,1510,1528,1603,1616,1642,1655,1681],{"variation":579,"version":580,"items":1438,"primary":1439,"id":1452,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":1440,"text_size":591,"background_color":592},[1441,1449],{"type":36,"text":1442,"spans":1443,"direction":51},"The concept of worker categories is woven throughout the EU Pay Transparency Directive. We see it in Article 7, granting employees the right to information about their own pay, and the average pay for employees doing the same work or work of equal value. We also see it in Article 9, requiring employers to report on “the gender pay gap between workers by categories of workers.” ",[1444],{"start":1445,"end":1446,"type":46,"data":1447},101,155,{"link_type":48,"url":1448,"target":1053},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Feu-pay-transparency-directive-right-to-request-pay-information?utm_campaign=34198599-launch-pet-2026&utm_content=371930443&utm_medium=social&utm_source=linkedin&hss_channel=lcp-3478973",{"type":36,"text":1450,"spans":1451,"direction":51},"Here’s the definition, from Article 3(h):",[],"article_text$e5ec5ed4-04e4-49b8-94f4-eb3d882b4ca6",{"variation":579,"version":580,"items":1454,"primary":1455,"id":1458,"slice_type":1459,"slice_label":5},[],{"section_id":5,"quote":1456,"description":1457},"Category of workers’ means workers performing the same work or work of equal value grouped in a non-arbitrary manner based on the non-discriminatory and objective gender-neutral criteria referred to in Article 4(4)…",[],"article_quote$c680673f-becd-45bf-91cd-d22f60681aa7","article_quote",{"variation":579,"version":580,"items":1461,"primary":1462,"id":1472,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":1463,"text_size":591,"background_color":592},[1464,1467],{"type":36,"text":1465,"spans":1466,"direction":51},"Article 4(4) includes the criteria:",[],{"type":36,"text":1468,"spans":1469,"direction":51},"\"… Those criteria shall not be based directly or indirectly on workers’ sex. They shall include skills, effort, responsibility and working conditions, and, if appropriate, any other factors which are relevant to the specific job or position. They shall be applied in an objective gender-neutral manner, excluding any direct or indirect discrimination based on sex. In particular, relevant soft skills shall not be undervalued.\"",[1470],{"start":31,"end":1471,"type":1029},427,"article_text$acc3e022-8c32-49ae-8c00-fdf5480336b0",{"variation":579,"version":580,"items":1474,"primary":1475,"id":1497,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":1476,"text_size":591,"background_color":592},[1477,1482,1485,1488,1491,1494],{"type":36,"text":1478,"spans":1479,"direction":51},"In short, defining worker categories means considering how each job role adds value to the organization through:",[1480],{"start":31,"end":1481,"type":42},112,{"type":1345,"text":1483,"spans":1484,"direction":51},"The skills it requires.",[],{"type":1345,"text":1486,"spans":1487,"direction":51},"The effort it demands.",[],{"type":1345,"text":1489,"spans":1490,"direction":51},"The responsibility it involves.",[],{"type":1345,"text":1492,"spans":1493,"direction":51},"The working conditions it entails.",[],{"type":36,"text":1495,"spans":1496,"direction":51},"And then grouping like with like.",[],"article_text$f1e7035b-94b1-4bfe-b381-def5a40cce20",{"variation":579,"version":580,"items":1499,"primary":1500,"id":1509,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":1501,"text_size":1303,"background_color":1132},[1502],{"type":36,"text":1503,"spans":1504,"direction":51},"For more information about the Directive and its requirements, download our eGuide to the EU Pay Transparency Directive.",[1505],{"start":1506,"end":1507,"type":46,"data":1508},76,119,{"link_type":48,"url":1297,"target":1053},"article_text$1bcf5768-d032-4cb2-8687-b80d9db2a678",{"variation":579,"version":580,"items":1511,"primary":1512,"id":1527,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":1513,"text_size":591,"background_color":592},[1514,1517,1524],{"type":36,"text":1515,"spans":1516,"direction":51},"Mapping this out for every role in your organization is a sizable task. But this requirement is at the heart of the Directive. By requiring employers to define worker categories, the Directive is asking us to think critically about our pay structures, and make sure they are as unbiased and objective as possible. ",[],{"type":36,"text":1518,"spans":1519,"direction":51},"And this shift is having an impact on employers’ practices. According to Mercer’s Global Pay Transparency Report, 48% of organizations studied are already using worker categories, job titles, or job levels to measure gender pay gaps. Many organizations (36%) are revisiting their job architecture so that it includes defined worker categories. ",[1520],{"start":1521,"end":1481,"type":46,"data":1522},73,{"link_type":48,"url":1523,"target":1053},"https:\u002F\u002Fwww.mercer.com\u002Finsights\u002Ftotal-rewards\u002Fpay-equity-and-transparency\u002Fglobal-pay-transparency-report\u002F",{"type":36,"text":1525,"spans":1526,"direction":51},"In this article, we’ll discuss some best practices for defining worker categories, direct you to a useful new toolkit, and point out some common pitfalls to avoid.",[],"article_text$71b117d6-ca8b-4d38-b683-c09bae89270d",{"variation":579,"version":580,"items":1529,"primary":1530,"id":1602,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":1531,"text_size":591,"background_color":592},[1532,1535,1543,1550,1553,1560,1563,1571,1574,1580,1583,1589,1592,1599],{"type":585,"text":1533,"spans":1534,"direction":51},"Best practices for defining categories of workers",[],{"type":36,"text":1536,"spans":1537,"direction":51},"To simplify this process for employers, the European Institute for Gender Equality (EIGE) published its job evaluation and classification toolkit in late March 2026. This resource walks employers through the process of reviewing each job based on the four main factors (skills, responsibilities, effort, and working conditions) and determining its value to the organization. ",[1538],{"start":1539,"end":1540,"type":46,"data":1541},104,145,{"link_type":48,"url":1542,"target":1053},"https:\u002F\u002Feige.europa.eu\u002Fgender-mainstreaming\u002Ftoolkits\u002Fgender-neutral-job-evaluation",{"type":36,"text":1544,"spans":1545,"direction":51},"The toolkit includes MS Excel templates, checklists, and worksheets to help employers design and document their job categories. We highly recommend the EIGE toolkit, and our simplified job evaluation eGuide will also help you more effectively choose and plan your approach. ",[1546],{"start":1547,"end":1273,"type":46,"data":1548},174,{"link_type":48,"url":1549,"target":1053},"https:\u002F\u002Fwww.beqom.com\u002Fresources\u002Fpaving-the-way-to-equal-pay-with-job",{"type":36,"text":1551,"spans":1552,"direction":51},"The EIGE toolkit is not mandatory, so if you want to design your own approach and documentation, you can do that as well. In either case, here is what worker categories should look like. ",[],{"type":638,"text":1554,"spans":1555,"direction":51},"Based on objective, job-related factors. ",[1556,1559],{"start":31,"end":1557,"type":634,"data":1558},41,{"label":669},{"start":31,"end":1557,"type":42},{"type":36,"text":1561,"spans":1562,"direction":51},"These include the big four, skills, responsibilities, effort, and working conditions, as well as any other factors unique to the organization or position. ",[],{"type":638,"text":1564,"spans":1565,"direction":51},"Represent work of equal value. ",[1566,1569],{"start":31,"end":1567,"type":634,"data":1568},31,{"label":669},{"start":31,"end":1570,"type":42},30,{"type":36,"text":1572,"spans":1573,"direction":51},"All of your employees are necessary to the organization, so trying to quantify value can be tough without a structured approach. The EIGE toolkit recommends the graduated factor comparison method for small organizations, the pair comparison method for small-to-medium organizations, and the point-factor method for larger organizations.",[],{"type":638,"text":1575,"spans":1576,"direction":51},"Large enough for meaningful comparison. ",[1577,1579],{"start":31,"end":1269,"type":634,"data":1578},{"label":669},{"start":31,"end":1269,"type":42},{"type":36,"text":1581,"spans":1582,"direction":51},"Each category needs to support demographic analysis, and that becomes difficult if a category only has one or two employees. If your categories are too small, consider thinking across departments. For instance, even though a finance analyst, a sales analyst, and a product analyst all do different things, are their jobs close enough in skills, responsibilities, effort, and working conditions to merit categorizing them together?",[],{"type":638,"text":1584,"spans":1585,"direction":51},"Independent of pay outcomes. ",[1586,1588],{"start":31,"end":1169,"type":634,"data":1587},{"label":669},{"start":31,"end":1169,"type":42},{"type":36,"text":1590,"spans":1591,"direction":51},"If all employees within a category happen to fall into the same fairly narrow pay range, that’s great, but it shouldn’t be an expectation. Trying too hard to anchor your new categories to your current pay structures can result in categories that are difficult to justify and report on. ",[],{"type":638,"text":1593,"spans":1594,"direction":51},"Explainable and defensible.",[1595,1598],{"start":31,"end":1596,"type":634,"data":1597},27,{"label":669},{"start":31,"end":1596,"type":42},{"type":36,"text":1600,"spans":1601,"direction":51},"Make sure to document your thought processes and the reasons for your decisions. The EIGE toolkit will help with this, or you can keep your own records. ",[],"article_text$11e9b5d0-c197-4d4e-b1a8-a8196a2f20f8",{"variation":579,"version":580,"items":1604,"primary":1605,"id":1615,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":1606,"text_size":1303,"background_color":1132},[1607],{"type":36,"text":1608,"spans":1609,"direction":51},"Wondering about last-mile EU Pay Transparency Directive preparations? Confused about how local laws are being transposed in your markets? Join experts from beqom and Erste Group for our fireside chat on how to prepare while rules are still shifting on April 30th, 2026.",[1610],{"start":1611,"end":1612,"type":46,"data":1613},186,248,{"link_type":48,"url":1614,"target":1053},"https:\u002F\u002Fwww.beqom.com\u002Fevents\u002Fbeqom-starting-stalling-pay-transparency-webinar","article_text$1bf4f802-0b5f-4582-a1cb-4b68076fb746",{"variation":579,"version":580,"items":1617,"primary":1618,"id":1641,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":1619,"text_size":591,"background_color":592},[1620,1623,1626,1632,1636],{"type":585,"text":1621,"spans":1622,"direction":51},"Common pitfalls to avoid when defining categories of workers",[],{"type":36,"text":1624,"spans":1625,"direction":51},"Based on years of experience helping organizations map their categories of workers, here are some common mistakes to be aware of.  ",[],{"type":1627,"text":1628,"spans":1629,"direction":51},"o-list-item","Defining categories based on outcomes. 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A person inside a circle and a star","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002Fadz0MZ1ZCF7ETI5M_beqom_performance-management.png?auto=format,compress","adz0MZ1ZCF7ETI5M",{"x":31,"y":31,"zoom":32,"background":33},"Performance Management - Align performance to company objectives and priorities","Performance Management by beqom helps companies measure impact and drive business outcomes.",[1773],{"topic":1774},{"id":1775,"type":1088,"tags":1776,"lang":14,"slug":551,"first_publication_date":1777,"last_publication_date":1777,"uid":1778,"data":1779,"link_type":92,"key":1435,"isBroken":94},"ZiYjbBAAAP2qVj00",[],"2024-04-22T08:44:42+0000","employee-performance",{"title":1780},"Employee Performance",[1782,1792,1805,1824,1944,2014,2089,2126,2161],{"variation":579,"version":580,"items":1783,"primary":1784,"id":1452,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":1785,"text_size":591,"background_color":592},[1786,1789],{"type":36,"text":1787,"spans":1788,"direction":51},"When employees are supported, guided, and recognized, they don’t just perform—they thrive. Performance management is more than a process; it’s an opportunity to inspire growth, strengthen engagement, and align individual potential with organizational success. By fostering clear expectations, ongoing feedback, and meaningful development, businesses can create a workplace where both employees and the company flourish.",[],{"type":36,"text":1790,"spans":1791,"direction":51},"This article will walk you through the essential components of performance management, from setting clear goals to providing impactful feedback and recognizing achievements. Whether you’re an HR professional refining your strategy or a manager looking to empower your team, you’ll discover best practices that turn performance management into a catalyst for growth, measurable impact, and business outcomes.",[],{"variation":579,"version":580,"items":1793,"primary":1794,"id":1472,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":1795,"text_size":591,"background_color":1132},[1796,1799,1802],{"type":585,"text":1797,"spans":1798,"direction":51},"What is the purpose of performance management? ",[],{"type":36,"text":1800,"spans":1801,"direction":51},"The primary purpose of performance management is to drive individual and organizational success by ensuring employees are aligned with business goals. Performance reviews shouldn't exist in a vacuum. When individual goals align with company objectives and priorities, measurable impact follows.",[],{"type":36,"text":1803,"spans":1804,"direction":51},"Performance management helps organizations maximize productivity, enhance employee development, and foster a culture of continuous improvement. By clearly defining expectations and recognizing contributions, performance management motivates employees at all levels—empowering them to grow, stay engaged, and make meaningful contributions to the company’s success.",[],{"variation":579,"version":580,"items":1806,"primary":1807,"id":1497,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":1808,"text_size":591,"background_color":592},[1809,1812,1815,1818,1821],{"type":585,"text":1810,"spans":1811,"direction":51},"What is the difference between performance management and performance appraisals? ",[],{"type":36,"text":1813,"spans":1814,"direction":51},"Performance appraisals are just one component of performance management.",[],{"type":36,"text":1816,"spans":1817,"direction":51},"While performance management is a process that aims to maximize the value of employees through their ongoing development and alignment with organizational goals, performance appraisals focus on measuring current or recent performance to evaluate employee contributions and identify areas for improvement.",[],{"type":36,"text":1819,"spans":1820,"direction":51},"When appraisals are conducted, their insights and data can be harnessed by HR to aid decision-making in their overall performance management approach. 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departments and increased alignment with broad organizational objectives.",[],[1934],{"type":36,"text":1935,"spans":1936,"direction":51},"Ratings or scores, identification of training needs, constructive feedback to employees, and data to inform promotion and salary decisions.",[],[],[],[],[],[],"article_table$24765aed-7c09-4af0-b243-f5cacc392239","article_table",{"variation":579,"version":580,"items":1945,"primary":1946,"id":1527,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":1947,"text_size":591,"background_color":592},[1948,1951,1960,1972,1981,1989,1995,2002,2008],{"type":585,"text":1949,"spans":1950,"direction":51},"The main benefits of performance management ",[],{"type":36,"text":1952,"spans":1953,"direction":51},"Organizations with highly effective performance management systems are 1.4 times more likely to meet their financial targets and 3.2 times more likely to highly engage employees. Here are some of the key advantages:",[1954,1957],{"start":1955,"end":1956,"type":42},71,124,{"start":1958,"end":1959,"type":42},129,177,{"type":1345,"text":1961,"spans":1962,"direction":51},"Boosts engagement: Providing forms of recognition through performance management processes can improve morale. According to Gallup, highly engaged business units realize a 21% increase in profitability and a 17% increase in productivity.",[1963,1965,1967,1969],{"start":31,"end":1663,"type":634,"data":1964},{"label":669},{"start":31,"end":1966,"type":42},19,{"start":1263,"end":1968,"type":42},201,{"start":1970,"end":1971,"type":42},208,236,{"type":1345,"text":1973,"spans":1974,"direction":51},"Increases retention: Performance management enables organizations to adequately support employees and encourage them to strive toward personal improvement. Companies that implement regular feedback experience 14.9% lower turnover rates than those that do not.",[1975,1977,1979],{"start":31,"end":1027,"type":634,"data":1976},{"label":669},{"start":31,"end":1978,"type":42},21,{"start":1242,"end":1980,"type":42},235,{"type":1345,"text":1982,"spans":1983,"direction":51},"Aids organizational performance: By improving employee engagement and reducing turnover rates, organizations can improve their bottom line and track progress to see exactly how everyone's work contributes to the bigger picture.",[1984,1987],{"start":31,"end":1985,"type":634,"data":1986},32,{"label":669},{"start":31,"end":1988,"type":42},33,{"type":1345,"text":1990,"spans":1991,"direction":51},"Promotes individual and team development: After identifying strengths, areas for improvement, and career development opportunities, managers can provide targeted training and development plans.",[1992,1994],{"start":31,"end":1170,"type":634,"data":1993},{"label":669},{"start":31,"end":1170,"type":42},{"type":1345,"text":1996,"spans":1997,"direction":51},"Encourages accountability: By setting clear expectations and goals, organizations can create a culture of accountability, where employees take ownership of their duties rather than requiring micromanagement.",[1998,2001],{"start":31,"end":1999,"type":634,"data":2000},26,{"label":669},{"start":31,"end":1596,"type":42},{"type":1345,"text":2003,"spans":2004,"direction":51},"Supports decision-making: Through the data gathered from performance evaluations, organizations can make data-driven talent decisions regarding promotions, salary adjustments, and workforce planning.",[2005,2007],{"start":31,"end":1999,"type":634,"data":2006},{"label":669},{"start":31,"end":1999,"type":42},{"type":1345,"text":2009,"spans":2010,"direction":51},"Facilitates pay equity: Enhanced decision-making supports pay equity within an organization, as it provides a transparent framework to assess employee performance based on objective criteria rather than subjective opinions.",[2011,2013],{"start":31,"end":1028,"type":634,"data":2012},{"label":669},{"start":31,"end":1295,"type":42},{"variation":579,"version":580,"items":2015,"primary":2016,"id":1602,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":2017,"text_size":591,"background_color":592},[2018,2021,2029,2032,2040,2047,2050,2053,2059,2062,2065,2073,2078,2081,2086],{"type":585,"text":2019,"spans":2020,"direction":51},"What are the four major processes of performance management? ",[],{"type":36,"text":2022,"spans":2023,"direction":51},"Organizations can follow four key processes to establish a performance management system tailored to their specific needs and objectives:",[2024],{"start":2025,"end":2026,"type":46,"data":2027},59,88,{"link_type":48,"url":2028,"target":1053},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Fan-effective-performance-management-system",{"type":638,"text":2030,"spans":2031,"direction":51},"1️⃣ Planning",[],{"type":36,"text":2033,"spans":2034,"direction":51},"The planning process begins with setting employee goals that align with organizational objectives and follow the SMART formula to ensure clarity and effectiveness.",[2035],{"start":2036,"end":2037,"type":46,"data":2038},113,126,{"link_type":48,"url":2039,"target":1053},"https:\u002F\u002Fcorporatefinanceinstitute.com\u002Fresources\u002Fmanagement\u002Fsmart-goal\u002F",{"type":36,"text":2041,"spans":2042,"direction":51},"Today, you can supercharge goal setting with AI. For example, beqom’s Goal Genius auto-populates details, suggests milestones, measures deliverables, and sets key dates—saving time and ensuring best practices. Establishing these deadlines is essential, as it provides a structured timeline for employees to track progress while allowing managers to assess performance consistently.",[2043,2046],{"start":2044,"end":2045,"type":42},15,39,{"start":604,"end":1072,"type":1029},{"type":638,"text":2048,"spans":2049,"direction":51},"2️⃣ Monitoring",[],{"type":36,"text":2051,"spans":2052,"direction":51},"During the monitoring phase, managers continuously assess employee performance to track progress and provide timely support. Key focus areas include work quality, collaboration, adherence to company values, and time management.",[],{"type":36,"text":2054,"spans":2055,"direction":51},"A crucial component of effective monitoring is continuous peer feedback. To ensure this is effective, psychological safety is paramount. beqom features a protected peer-to-peer feedback environment that fosters a genuine culture of learning. As managers and HR cannot view the peer feedback content, employees feel safe exchanging honest, constructive insights without fear of formal repercussions.",[2056],{"start":1226,"end":1955,"type":46,"data":2057},{"link_type":48,"url":2058,"target":1053},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002F5-proven-tips-for-building-a-feedback-culture",{"type":36,"text":2060,"spans":2061,"direction":51},"It’s important to make performance conversations part of everyday work. Whether it's structured check-ins or on-the-spot recognition, continuous feedback helps build a growth mindset culture where people aren't waiting for permission to improve—they're actively helping each other get better every day.",[],{"type":638,"text":2063,"spans":2064,"direction":51},"3️⃣ Reviewing",[],{"type":36,"text":2066,"spans":2067,"direction":51},"Reviewing involves a structured evaluation of employee performance through flexible review cycles, self-assessments, and talent calibration sessions. Talent calibration is a critical process where managers and HR teams collaborate to compare employee performance across teams or departments, minimizing bias.",[2068],{"start":2069,"end":2070,"type":46,"data":2071},121,139,{"link_type":48,"url":2072,"target":1053},"https:\u002F\u002Fwww.beqom.com\u002Fblog\u002Fmastering-talent-calibration-for-success",{"type":36,"text":2074,"spans":2075,"direction":51},"Organizations must have the flexibility and control to configure this process their way. You should be able to customize review cycles, rating scales, workflows, and templates to match how your people actually operate, alongside assessing specific skills and behaviors that align with your company's core values.",[2076],{"start":1225,"end":2077,"type":42},51,{"type":638,"text":2079,"spans":2080,"direction":51},"4️⃣ Rewarding",[],{"type":36,"text":2082,"spans":2083,"direction":51},"The final process, rewarding, reinforces employee motivation and recognizes contributions. This is where organizations must join the dots between performance and pay.",[2084],{"start":1956,"end":2085,"type":42},166,{"type":36,"text":2087,"spans":2088,"direction":51},"Implementing a clear rating system ensures that rewards are applied consistently, free from favoritism or bias. When performance and compensation are finally in sync, your team understands exactly how their work translates to rewards. Closing the loop between what employees achieve and what they earn is critical; when performance drives pay decisions transparently, you get better outcomes for your people and your business.",[],{"variation":579,"version":580,"items":2090,"primary":2091,"id":1615,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":2092,"text_size":591,"background_color":592},[2093,2096,2099,2105,2108,2114,2117,2123],{"type":585,"text":2094,"spans":2095,"direction":51},"Best practices in performance management",[],{"type":36,"text":2097,"spans":2098,"direction":51},"Optimize your organization’s approach to performance management with the following best practices:",[],{"type":638,"text":2100,"spans":2101,"direction":51},"Training managers on key performance management processes",[2102],{"start":31,"end":2103,"type":634,"data":2104},57,{"label":669},{"type":36,"text":2106,"spans":2107,"direction":51},"The effectiveness of a performance management system greatly depends on leadership. HR must train managers to conduct fair performance reviews, avoid bias in decision-making, and deliver constructive feedback based on SMART goals.",[],{"type":638,"text":2109,"spans":2110,"direction":51},"Fostering employee involvement and ownership",[2111],{"start":31,"end":2112,"type":634,"data":2113},44,{"label":669},{"type":36,"text":2115,"spans":2116,"direction":51},"Organizations should actively encourage employee involvement in performance management. Where a platform exists for giving and receiving actionable feedback from across the organization, employees should be encouraged to participate. A collaborative approach promotes transparency and trust.",[],{"type":638,"text":2118,"spans":2119,"direction":51},"Adapting the performance management system over time",[2120],{"start":31,"end":2121,"type":634,"data":2122},52,{"label":669},{"type":36,"text":2124,"spans":2125,"direction":51},"There is no single best approach to performance management. Whether you use continuous real-time feedback (like Deloitte), the OKR framework (like Google), or employee-driven development strategies (like Adobe), HR should closely assess the impact of their system and remain agile enough to adapt to changing circumstances.",[],{"variation":579,"version":580,"items":2127,"primary":2128,"id":1641,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":2129,"text_size":591,"background_color":592},[2130,2133,2136,2139,2146,2150,2154,2158],{"type":585,"text":2131,"spans":2132,"direction":51},"Master performance management with advanced software from beqom ",[],{"type":36,"text":2134,"spans":2135,"direction":51},"Built for measuring impact, beqom's Performance Management Software helps you start building a culture where feedback flows naturally, goals align with real business outcomes, and your team is highly engaged.",[],{"type":36,"text":2137,"spans":2138,"direction":51},"Through our advanced platform, HR teams and managers can:",[],{"type":1345,"text":2140,"spans":2141,"direction":51},"Supercharge goal setting: Utilize beqom AI (Goal Genius) to take the work out of goal creation.",[2142,2144],{"start":31,"end":2143,"type":42},25,{"start":2145,"end":1001,"type":1029},34,{"type":1345,"text":2147,"spans":2148,"direction":51},"Embed continuous feedback: Schedule one-off or ongoing check-ins, and utilize our protected peer-to-peer feedback environment to build a true learning culture.",[2149],{"start":31,"end":1999,"type":42},{"type":1345,"text":2151,"spans":2152,"direction":51},"Flexibility and control: Customize review cycles, rating scales, workflows, and behavioral assessments to fit your world—not the other way around.",[2153],{"start":31,"end":1295,"type":42},{"type":1345,"text":2155,"spans":2156,"direction":51},"Join the dots with compensation: Connect performance data directly to compensation outcomes, enhancing fairness, pay equity, and transparency in reward distribution.",[2157],{"start":31,"end":1985,"type":42},{"type":36,"text":2159,"spans":2160,"direction":51},"Connect beqom directly to your HRIS to synchronize employee data and performance metrics. No more duplicate entry, no more version conflicts—just one reliable system that keeps compensation, goals, and reviews aligned with your people data.",[],{"variation":579,"version":580,"items":2162,"primary":2163,"id":1690,"slice_type":594,"slice_label":5},[],{"section_id":5,"content":2164,"text_size":1303,"background_color":1132},[2165],{"type":36,"text":2166,"spans":2167,"direction":51},"Request a demo today to learn how beqom can help you make data-driven decisions that reward real impact, driving retention and results. ",[2168,2170],{"start":31,"end":1027,"type":46,"data":2169},{"link_type":48,"url":1200,"target":50},{"start":31,"end":1027,"type":42},"What Is Performance Management? The Complete Guide | beqom","Discover what performance management is and how to get it right. Our complete guide covers key benefits, core processes, and best practices for success.",{},"Master performance management to drive employee success and business growth. Learn the core processes, benefits, and best practices in this complete guide.","Optimize employee performance and foster organizational growth. Dive into our complete guide on performance management benefits, processes, and best practices.","3f9f504","All Rights Reserved"]