Equal Pay Insight.
Job Evaluation : Fairness and Objectivity
In order to provide a defence to an equal value claim, job evaluation must meet certain standards.
Analytical – This process involves gathering facts, analysing and sorting these facts and compiling them into a consistent format. Consistency of format is essential as without this you cannot compare or size job elements. It is good practice to involve the roleholder in gathering the facts, although job design is ultimately the decision of the employer.
Thorough and Impartial – Employers should be able to demonstrate that all tasks and responsibilities have been taken into account. While there is always the fact that judgements are subjective, employers should ensure that an objective approach is taken in a job evaluation process.
Reliable – Job evaluations must be kept up to date. It is not enough to evaluate all roles and then leave the process as it is, because an evaluation only represents a snapshot in time. The evaluation only verifies the value of the job at the time the evaluation was carried out.
Neutral – The EHRC’s Guidance on Job Evaluation Schemes highlights some of the main risks which an employer must be aware of to ensure that job evaluation is neutral in terms of how it affects protected groups. Discrimination may occur if the factors do not reflect all of the work being evaluated. For example, communication factors may not include meeting emotional demands, which may indirectly discriminate against women in caring roles. The definitions of the factors may be discriminatory, for example a definition of “working conditions” may discriminate if it reflects only the demands of adverse working conditions in jobs traditionally performed by men. Weighted scorings can also pose issues. Characteristics of jobs which are traditionally dominated be men should not score higher that those which are often dominated by women.
How to ensure that job evaluation processes are fair and objective:
If using a job evaluation panel, try to have a mix of sex and other protected characteristics on the panel
Involve role holders in job analysis
Remove personal details from job descriptions
Ensure that evaluators are aware of the importance of fairness and objectivity
Quality assure the evaluations using a random sample
Implement a policy which sets out the job evaluation process, template for job analysis, commitment to neutrality and a right to appeal
Test the results and the grade boundaries. Be cautious of a grade boundary which contains a large number of female incumbents at the top of the lower grade, and a large number of male incumbents at the bottom of the higher grade.
Red and green circling should not be indefinite. Set a timescale and manage expectations about dealing with it
Appoint an independent specialist to audit your job evaluation process and impact assess changes to pay and grading