Published on 28 August 2023

FAQ: Equal Pay Analysis with Logib

Here you will find answers to the most frequently asked questions about using Logib Module 1 and Logib Module 2. Explanations and support with their use are provided directly in the tool itself and in the documents «Quick Guide» and «Guideline». If you cannot find answers to your questions, a helpline is available.

- Always use the Excel data sheet template that is available for download in the web tool under «Preparation and procedure»
- Do not change the structure of the data sheet template, i.e. do not delete or add any columns, and do not add any extra data sheets
- Use established Windows Office applications to edit the data sheet template. If you use freeware, there is no guarantee that the upload will work
- Adhere to the formatting instructions in the template
- Note the example of the completed and annotated «Sample data sheet»
Often, all you need to do is download a new empty data sheet template, copy your data into it and then upload the worksheet again.

Additional information on data entry requirements can be found in the guideline.
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Module 1
Users can take their bearings from a counter to help them interpret the results. It shows the systematic gender differences in wages that remain after taking into account personal (e.g. years of service) and job-related (e.g. professional position) characteristics.

The decisive factors for the result are both the size of the pay difference and its statistical significance. A statistically significant result is one that is statistically significant different from zero.

If a statistically significant pay difference exceeds the threshold of 5%, the limit value is considered not to be met, which is indicated by a red mark in the counter. This result does not satisfy either the conditions governing compliance with equal pay in the Confederation’s public procurement system or the obligations arising from Article 13 of the revised Gender Equality Act. The analysis according to GEA must therefore be repeated in four years’ time.

If a statistically significant pay difference exceeds the threshold of 2.5%, the target value is deemed not to be complied with, which is indicated by an orange mark in the counter. The target value is a voluntary guideline that is intended to motivate employers to steadily reduce unexplained pay differences.

Tip: The statistically expected and actual pay (converted to full-time) of each person, along with the respective deviation between «expected» and «actual», are shown on the right-hand side of the export file (with which users can backup and store their edited analysis data locally). Should users discover sizeable deviations in the case of individual employees, regardless of the global result, it would make sense to take a closer look at these salaries and make any pay adjustments required.
Module 2
Module 2 displays a total score as a number. A total score of 1 means that women and men have an equally high risk of earning less than what could be expected based on their function, personal experience and education. The higher the total score, the greater the risk of non-compliance with the equal pay requirement.

In addition to the total score, the robustness of the result is checked to prevent any individual «outliers» having too strong an impact on the total score. A robustness measurement is calculated for this purpose, which indicates the lowest value that the total score will assume each time an individual person is not taken into account. This ensures that the limit value is not exceeded due to the impact of one individual.

If both the total score and the robustness measurement exceed the threshold of 5, the limit value is considered to have been exceeded and will be marked red in the counter. This result does not satisfy either the conditions governing compliance with equal pay in the Confederation’s public procurement system or the obligations arising from Article 13 of the revised Gender Equality Act. The analysis according to GEA must therefore be repeated in four years’ time.

Module 2 also displays the proportion of identified risk pairs as a percentage of all potential pairs consisting of one woman and one man. The higher this figure, the more likely it is that incoherencies exist in your pay practice. It could indicate that the wage being paid is not aligned with the criteria of function value, age, years of service and actual educational level.

Tip: Module 2 provides further pointers as to which functions the risk pairs are to be found in and which people specifically are affected. It also shows which persons – regardless of gender – have a large deviation between expected and effective wage ranking. All of these detailed results can also be exported in the form of an Excel file, saved locally and analysed at length.
The results can be compared with those of another employer if its equal pay analysis was also conducted with the help of Logib and the results made publicly available by the company in question. The result of the analysis should not be compared with the results of the national statistics from the Earnings Structure Survey published by the Federal Statistical Office, which is based on a different model.
- You can begin by using the detailed results of the analysis to take a closer look at individual persons or groups. The export form containing your data, which you can download at the end of the analysis, will help you here. It shows you the actual standardised full-time earnings of each person alongside their expected pay under the model (in Module 1). If there is a big difference between the two, this could indicate that the wages of these individuals should be analysed more closely and adjustments considered. A more exact examination of the risk pairs in Module 2 is advisable.
- Depending on the situation, a more detailed (statistical) analysis of your pay practice or a review of your pay system from an equal pay perspective could make sense. You can also seek outside advice on this by choosing from a wide range of professional services that are available.
- Review your pay practice at regular intervals with Logib. This will show you whether the measures you have taken are having any effect.
- You can gain interesting insights into your pay practice and indications to develop a pay system with the Logib pay system tool.
The Help menu can be found next to the language settings.

A free helpline is also available for Logib: Tel.: 0800 55 99 00 / logib@ebg.admin.ch
Service hours
- Wednesday: 4 p.m. – 5 p.m.
- Thursday: 4 p.m. – 5 p.m.
- Friday: 11 a.m. – 12 noon
Please note that the Logib helpline serves primarily as a contact point for technical malfunctions of the Logib web tool. If you experience a technical malfunction, please mention this explicitly in the subject of your e-mail so that it can be treated as a priority.

If you have any questions in connection with the obligation to conduct an equal pay analysis under the Gender Equality Act, please contact the Federal Office of Justice (FOJ), which is responsible for this (FAQ / Contact).

We usually answer inquiries within a processing time of 14 days (except for technical fault malfunctions).

FAQ: Equal Pay Analysis with Logib

The data sheet cannot be imported. What can I do?

I’m having problems performing the analysis and seeing an error message. What can I do?

How do I interpret the result of the analysis?

Module 1

Module 2

Can I compare my results with those that are usual in my line of business?

How can I improve the situation within my company after conducting the analysis?

Where can I get help?

Service hours

Links

Downloads

Guideline Logib - Module 1

Guideline Logib - Module 2

Logib Module 1 and 2: Template data sheet

Logib Module 1: Filled-in sample data sheet

Logib module 2: Sample export file (with function evaluation, ready for analysis)

Logib Module 2: Sample filled data sheet (without function evaluation)

Methodological approach Logib Modules 1 and 2

Quick Guide Logib - Module 1

Quick Guide Logib - Module 2