The European Broadcasting Union (EBU) published a casebook on Diversity, Equity and Inclusion called Breaking Barriers in Public Service Media. The casebook showcases best practices in diversity from EBU members and associates. In addition, the casebook demonstrates what the members are doing to implement DEI at an organizational level and, by that, creating strategies for better and more productive workplaces and helping media represent and resonate with all audiences.
Hildur Sigurðardóttir, Head of Human Resources at RUV, presented a case on how RUV, the Icelandic National Broadcasting Service, has been using PayAnalytics to reach fair pay. By law, all Icelandic employers with 25 employees or more need to have an Equal Pay Certificate. To get certified, organizations need to develop their equal pay systems and these systems along with the results of a gender pay analysis are audited once a year by accredited auditors.
In their pay gap analysis, RUV uses job role, responsibility, the complexity of the task, communication skills, technology skills, the job itself, and personal factors such as educational background and the level of experience in performing that job.
“There is a common misconception concerning equal pay suggesting that everyone should get the same wage for the same or a similar job. But matters are more complex, as some of the criteria we use for evaluating job such as job experience justify a difference in pay.”
Hildur and her colleagues at RUV have been using PayAnalytics for their gender pay analysis. In the case study (Addressing gender equality with artificial intelligence), Hildur describes the software as “very user friendly”. Since RUV started using PayAnalytics for their analyses, the gender pay gap is narrowing with each round of analysis. The latest analysis in January 2022 showed the adjusted monthly wage gap was down to 0.7% (in favor of men). Furthermore, the software confirms that the gender pay gap is getting smaller and smaller. The software helps in the annual auditing process, allowing RUV to clearly show the auditors and its board of governors which analyses have been conducted and why people are getting paid a certain salary.
Using the results of their analyses has helped RUV uncover and then address specific issues that contributed to the gender pay gap; overtime payments have proved to be a factor that has maintained pay discrepancies.
Overall, the PayAnalytics software permits the company to gather intelligence quickly. Then, to pinpoint the problem areas, interpret and take concrete actions to rectify them.
“The software shows the results from analyses in graph form, thereby allowing users to see where any gaps exist at a glance.”
