From obligation to action,
in one line of work
Comply with WGEA, understand your gap, then close it — eight steps, each feeding the next.
WGEA Compliance
Save time by automating your WGEA annual reporting — EvenBetter prepares and classifies your pay data to the letter of the rules.
Automatic filter — exactly which employee records fall under WGEA rules, no manual filtering.
Pay adjustments — base vs. full salary classified and annualised to WGEA's definitions.
Roles and levels — employees auto-assigned to role types and manager levels.
Pay Gap Analysis
See exactly where your gender pay gap comes from, with clear breakdowns, actionable insights, and peer benchmarks.
Breakdowns — your gap by department, level, and pay component.
Insights — the groups and components with the biggest impact, so you target change where it matters most.
Benchmarks — your position against industry peers on pay gap, gender balance, and progress.
Gap Drivers
Identify the factors behind your pay gap, from external challenges like talent availability to internal issues such as hiring, promotion, or pay biases.
External drivers — market factors: talent availability, industry mix, location.
Internal drivers — hiring, promotion, and pay decisions that widen or narrow the gap.
Ranked by impact — each driver quantified, so you know which ones move your number most.
Pay Equity Audit
Find where equal work isn't getting equal pay — standardise your role architecture and act on the roles most at risk.
Role architecture — standardised job definitions, clear hierarchies, aligned pay structures.
Identify risks — pay and role inconsistencies flagged, with their effect on your gap and targets.
Take action — targeted recommendations with their potential impact, before you commit.
Trend Analysis
Follow your pay gap over time — see whether your decisions are moving the number, and in which direction.
Movement over time — pay gap and representation, period by period, against your baselines.
Decision impact — how hires, promotions, and pay reviews changed the trend.
Early warning — spot drift before it shows up in your next WGEA report.
Pay GapTurnoverPay
ChangesNew
HiresCurrent
Pay Gap
Pay Composition
Break total pay into its components to expose hidden inequities and structural risk across roles and levels.
Salary breakdown — base, bonuses, overtime, super, and allowances, split out.
Pay gap impact — structure by job family, level, or manager grade, and who it benefits.
Reduce risk — bonus concentration, uneven allowances, and skewed pay bands, flagged.
Suggested Actions
Turn insight into a prioritised plan — the highest-impact actions to close your gap, with predicted-impact modelling.
Suggested actions — pay adjustments, hiring recommendations, leadership development, targeting the biggest drivers.
Open positions — model new hires, promotions, or role changes before you decide.
Predicted impact — AI-simulated salary changes, promotions, and hiring scenarios.
Targets and Goals
Choose the right WGEA targets for your organisation, set clear baselines, and track measurable progress with ease.
Select smartly — the three WGEA targets that fit your organisation's equity challenges.
Set targets — numeric or action-based, with clear baselines and milestones.
Track progress — ongoing updates through the dashboard to keep you on course.
Your workplace can get EvenBetter
Turn your WGEA obligation into a plan you can act on. No spreadsheets, no integration.