Equal value groupings
Job families are clustered into 'work of equal value' groups using a deterministic algorithm based on skill, effort, responsibility, and working conditions — no subjective shortcuts.
The most defensible pay equity analysis a multinational can commission.
Pay Equity & Pay Transparency Compliance Engine assembles a privileged, regulator-ready pay equity analysis — every required grouping, regression, remediation budget, and jurisdiction-specific report — checked against the EU Pay Transparency Directive and applicable US state laws before a licensed employment attorney releases it.
Every element of EU Dir. 2023/970Equal value groupings, gate-checkedDHSMV · USCG · UCC · judgment lien searchesAttorney-signed on every analysis5-business-day SLA
Why analyses fail
A single flawed grouping can expose the entire company.
A multinational employer's pay equity analysis is only as strong as the methodology behind it. Misclassify 'work of equal value,' skip a required regression, mis-time the EU reporting deadline, or fail to account for a US state pay-data law — and the analysis can be challenged, become discoverable evidence, or trigger penalties.
Most employers run this by hand, from memory, once or twice a year. The directive has not been read end-to-end since the last time it mattered. That is exactly where compliance gaps hide.
Pay Equity & Pay Transparency Compliance Engine exists to close that gap with a single, exhaustive standard applied identically to every file.
1 of 5
missing grouping elements is enough to jeopardize a filing
The benchmark
Measured against the letter of the directive — article by article.
We do not summarize the law and hope. Every analysis is scored against a versioned rule pack tied to the exact text of EU Directive 2023/970 and applicable US state statutes. These are the provisions each analysis is held to.
Gender pay-gap calculation
Mean and median gender pay gaps are computed per equal value group, with a 5% trigger threshold that flags groups requiring joint pay assessment.
Regression model
A defensible ordinary least squares regression is drafted, controlling for legitimate factors (seniority, performance, location) — reviewed by a labor economist.
Remediation budget
The exact cost to close unjustified gaps is computed, with a six-month remediation timeline as required by the directive.
Jurisdiction-specific reports
Reports are generated per EU member state and US pay-data state, matching each jurisdiction's format, language, and filing deadline.
Privilege preservation
The engagement is commissioned by a licensed employment attorney, ensuring attorney-client privilege attaches to the analysis and all work product.
How an analysis is built
Intake to attorney release, with deterministic gates the AI cannot overrule.
AI extracts and drafts. Deterministic rules — running as code, outside the model — decide what is complete. A licensed employment attorney signs every release. That order is never reversed.
01
Pay Transparency Readiness Scan
Upload your HRIS export and complete a fixed questionnaire. We return a free scored gap-exposure estimate, a jurisdiction obligation map, and the count of equal value groups likely to breach the 5% trigger.
02
Data normalization & job architecture
As your authorized clerical agent, we reconcile pay data across countries, currencies, and HRIS instances, and infer job architecture using a standardized taxonomy.
03
Equal value clustering
The AI groups roles into 'work of equal value' clusters based on skill, effort, responsibility, and working conditions — reviewed by a labor economist.
04
Regression & remediation modeling
The regression model is drafted, the gender pay gap is computed per group, and the exact remediation budget is calculated — all deterministic gates enforce completeness.
05
Attorney review & signature
A licensed employment attorney reviews the analysis, signs the legal conclusions, and ensures privilege is preserved. High-value or complex analyses route to a second attorney.
06
Delivery
You receive the privileged analysis: equal value groupings, regression outputs, remediation budget, jurisdiction-specific reports, and a board-ready narrative — ready for filing or works council presentation.
The bar we hold
Rigor you can measure.
100%
Attorney-signed
No analysis ships without a licensed employment attorney's signature.
5 days
Standard SLA
From complete intake to released analysis.
<1%
Critical-defect target
Tracked against a gold-standard analysis library.
4
Jurisdiction types
EU member states, US pay-data states, US pay-scale states, and federal EEO-1.
Why Pay Equity Engine
Built to be the most thorough option a multinational has.
Privileged, by design
The deliverable is a privileged analysis — every grouping, regression, and report is commissioned by and signed by a licensed employment attorney. Nothing is left discoverable.
Deterministic, not vibes
The gates that decide completeness are code, not a model's opinion. A grouping error cannot slip past a statutory requirement.
In its lane, on purpose
We prepare documentation and run analyses as your clerical agent. We never give legal advice, contact employees, or make policy decisions.
Engagement
Flat fee, per released analysis. No hourly billing, ever.
Simple, predictable, and aligned with a compliance standard — not a percentage of any remediation budget.
- A free Pay Transparency Readiness Scan before you commit — see exactly what is missing.
- One flat fee per released analysis, tiered by headcount and country count; disclosed pass-through data costs.
- Optional fixed-fee attorney review for complex or high-exposure analyses.
- Optional Annual Monitoring Subscription for recurring updates and new jurisdiction additions.
FAQ
Questions, answered precisely.
Is Pay Equity & Pay Transparency Compliance Engine a law firm?
No. Pay Equity & Pay Transparency Compliance Engine, a service of Your Deputy, Obuke LLC, provides documentation-completeness and analysis services. It is not a law firm, does not provide legal advice, and does not represent you in any legal matter. Attorney review is available and recommended for all analyses.
Do you contact employees or conduct the remediation?
Never. Pay Equity & Pay Transparency Compliance Engine is not a consultant and does not contact employees or implement pay changes. The employer remains responsible for all remediation and filings.
What makes an analysis 'complete'?
Completeness is defined by the directive: equal value groupings present, gender pay gaps computed per group, regression model drafted, remediation budget calculated, jurisdiction-specific reports generated, and privilege preserved. Deterministic gates enforce each one before release.
How fast is it?
The standard SLA is five business days from complete intake to an attorney-released analysis. The free Readiness Scan is returned much sooner and tells you exactly what is still needed.
How are you priced?
A flat fee per released analysis, tiered by headcount and country count, plus disclosed pass-through data costs. No hourly billing and no percentage of any remediation budget.
See what's missing before it costs you a penalty.
Start with a free Pay Transparency Readiness Scan. Send your HRIS export and we'll return a scored gap-exposure estimate against every article of EU Directive 2023/970 and applicable US state laws.
Documentation-completeness service · not legal advice · the employer retains all decision-making.