Job titles don't survive contact with the Directive.
It asks a harder question: can you prove pay is equal for work of equal value?
exIQtive.com gives you a location-agnostic Job Category comparator, gap detection at the Directive's 5% threshold, and the audit trail to back it up — before a regulator, a works council, or an employee asks first.
Four gaps the Directive
exposes.
The obligations aren't new intentions. They're specific, dated, and enforceable — starting with how "equal work" gets defined in the first place.
Article 4 asks whether pay is equal for work of equal value — not for people with the same job title. Most companies group pay by department or title, with no formal method for comparing across roles that genuinely are of equal value.
Under Article 10, an unexplained gender pay gap above 5% in any single worker category — not the company-wide average — opens a six-month remediation window, then a mandatory Joint Pay Assessment with worker representatives if it's still unresolved.
Article 6 requires documented, objective, gender-neutral criteria for pay-setting and progression. Having pay bands isn't the same as having a defensible, written method connecting readiness or performance to where someone sits in them.
Article 7 lets any employee request their own pay and the average pay of comparators of the other gender doing equal-value work — with a response due within two months. Most teams would need weeks just to identify who the comparators are.
IQ works alongside compliance.
IQ is the AI agent built into exIQtive.com. For the Directive, it turns four separate compliance burdens into one continuous, auditable process.
- IQ maps. Recommends how existing Positions and Roles map into Job Categories, so nothing sits outside the comparator.
- IQ audits. Continuously recalculates the gap per Job Category and flags any category that crosses 5% before it ever reaches a report.
- IQ defines. Suggests the objective, gender-neutral criteria a Job Category's pay score should rest on.
- IQ responds. Drafts the individual and average pay comparison a right-to-information request requires — well inside the two-month deadline.
- IQ documents. Keeps the audit trail — what was flagged, what was justified, what remediation followed — ready for a works council or a labour inspectorate.
Same clock, one system — Job Category, gap detection, and the audit trail run together, so the dates above are milestones you're already ahead of, not deadlines you're racing.
From comparator to compliance.
Job Category and Gap Detection are live inside the Fair Pay module today. Right-to-Information response drafting and formal gender pay gap reporting are next.
The location-agnostic unit the Directive's "equal value" comparator runs on.
- Default four-factor scoring — skill, effort, responsibility, working conditions
- Positions subscribe to a Job Category and a Pay Range on independent, dated timelines
- One category spans every country you operate in — no parallel per-jurisdiction rebuild
- IQ agent suggests category mapping as new Positions are created
Every module owns and flags its own violations; one Audit view aggregates them all.
- Unexplained pay gap calculated per Job Category, not company-wide
- Automatic flag the moment a category crosses the 5% threshold
- Consolidated Audit nav entry aggregates flags across every Fair Pay module
- Full history of what was flagged, justified, and remediated
Draft the pay comparison Article 7 requires, before the two-month clock runs out.
- Auto-identify comparators performing equal-value work
- Draft the individual and gender-average pay breakdown on request
- Track every request against its statutory response deadline
- Full log of what was disclosed and when
Turn Job Category data into the report each Member State will require, on its own timeline.
- Report structure aligned to Directive gender-analytics requirements
- Roll up gap by Job Category, department, or entity
- Track year-over-year movement ahead of each reporting cycle
- Export in the format your jurisdiction's transposition requires
exIQtive is how you prove it.
Fair Reward is one of the five pillars of the exIQtive methodology — pay connected to a comparator, not a guess. This platform operationalizes it for the Directive era.
Learn about the full methodology at kishandpartners.com →Ready to build your comparator?
See how exIQtive.com maps Job Categories, detects gaps at the 5% threshold, and keeps the audit trail — ahead of the Directive's timeline, not behind it.
Request a Demo
Job titles don't survive contact with the Directive.
It asks a harder question: can you prove pay is equal for work of equal value?
exIQtive.com gives you a location-agnostic Job Category comparator, gap detection at the Directive's 5% threshold, and the audit trail to back it up — before a regulator, a works council, or an employee asks first.
Four gaps the Directive
exposes.
The obligations aren't new intentions. They're specific, dated, and enforceable — starting with how "equal work" gets defined in the first place.
Article 4 asks whether pay is equal for work of equal value — not for people with the same job title. Most companies group pay by department or title, with no formal method for comparing across roles that genuinely are of equal value.
Under Article 10, an unexplained gender pay gap above 5% in any single worker category — not the company-wide average — opens a six-month remediation window, then a mandatory Joint Pay Assessment with worker representatives if it's still unresolved.
Article 6 requires documented, objective, gender-neutral criteria for pay-setting and progression. Having pay bands isn't the same as having a defensible, written method connecting readiness or performance to where someone sits in them.
Article 7 lets any employee request their own pay and the average pay of comparators of the other gender doing equal-value work — with a response due within two months. Most teams would need weeks just to identify who the comparators are.
IQ works alongside compliance.
IQ is the AI agent built into exIQtive.com. For the Directive, it turns four separate compliance burdens into one continuous, auditable process.
- IQ maps. Recommends how existing Positions and Roles map into Job Categories, so nothing sits outside the comparator.
- IQ audits. Continuously recalculates the gap per Job Category and flags any category that crosses 5% before it ever reaches a report.
- IQ defines. Suggests the objective, gender-neutral criteria a Job Category's pay score should rest on.
- IQ responds. Drafts the individual and average pay comparison a right-to-information request requires — well inside the two-month deadline.
- IQ documents. Keeps the audit trail — what was flagged, what was justified, what remediation followed — ready for a works council or a labour inspectorate.
Same clock, one system — Job Category, gap detection, and the audit trail run together, so the dates above are milestones you're already ahead of, not deadlines you're racing.
From comparator to compliance.
Job Category and Gap Detection are live inside the Fair Pay module today. Right-to-Information response drafting and formal gender pay gap reporting are next.
The location-agnostic unit the Directive's "equal value" comparator runs on.
- Default four-factor scoring — skill, effort, responsibility, working conditions
- Positions subscribe to a Job Category and a Pay Range on independent, dated timelines
- One category spans every country you operate in — no parallel per-jurisdiction rebuild
- IQ agent suggests category mapping as new Positions are created
Every module owns and flags its own violations; one Audit view aggregates them all.
- Unexplained pay gap calculated per Job Category, not company-wide
- Automatic flag the moment a category crosses the 5% threshold
- Consolidated Audit nav entry aggregates flags across every Fair Pay module
- Full history of what was flagged, justified, and remediated
Draft the pay comparison Article 7 requires, before the two-month clock runs out.
- Auto-identify comparators performing equal-value work
- Draft the individual and gender-average pay breakdown on request
- Track every request against its statutory response deadline
- Full log of what was disclosed and when
Turn Job Category data into the report each Member State will require, on its own timeline.
- Report structure aligned to Directive gender-analytics requirements
- Roll up gap by Job Category, department, or entity
- Track year-over-year movement ahead of each reporting cycle
- Export in the format your jurisdiction's transposition requires
exIQtive is how you prove it.
Fair Reward is one of the five pillars of the exIQtive methodology — pay connected to a comparator, not a guess. This platform operationalizes it for the Directive era.
Learn about the full methodology at kishandpartners.com →Ready to build your comparator?
See how exIQtive.com maps Job Categories, detects gaps at the 5% threshold, and keeps the audit trail — ahead of the Directive's timeline, not behind it.
Request a Demo