Annual pay-equity mapping — guide

The six pieces of the lönekartläggning process — classification, correction plans, the annual snapshot, the consultation log, the EU Pay Transparency report, and equal-work-group criteria — are all built and work individually, but they’re scattered across three different places in the navigation (Salary Mapping, Reports, and Settings). Nothing ties them into the process an employer is actually expected to follow under Diskrimineringsombudsmannen’s (DO, the Swedish Equality Ombudsman) guidance. This guide (Reports → “Lönekartläggning – guide”) solves that: a checklist that walks through the steps in the right order for the current calendar year and deep-links straight into the existing page for each one.

The guide stores nothing new. Every status shown here is computed directly from the same data that already exists in the five underlying features (justifications, correction plans, the consultation log, the snapshots, and the equal-work-group criteria) — there is no separate database tracking “how far the guide has gotten.” That means the status always matches reality exactly, and the guide can never drift out of sync with the pages it links to.

The four steps shown, in the order DO’s process actually allows (a consultation can only be logged against a snapshot that already exists, so an early draft snapshot needs generating before the consultation is logged — the final version can then be regenerated before the year closes):

Kartlägg och analysera (classify) — how many flagged pay gaps in Individual Analysis still have no justification recorded (Experience/Performance/Market/Unjustified).
Correction plans — how many “Unjustified” cases are missing a saved correction plan or a linked item in the Action Plan.
Samverka (consult reps) — whether at least one consultation with a union or employee representative has been logged against this year’s snapshot.
Dokumentera (document) — whether a snapshot has been generated for the current calendar year.

At the top, the guide also shows the equal-work-group criteria as a reference point (not a hard gate on the four steps above) — DO’s process assumes the groups are meaningfully defined before the analysis is done. When possible the status reads “N of M”: how many of the groups actually in use on employee records have recorded criteria (otherwise only the recorded count is shown). The “Open Settings” button jumps straight to the Equal-work groups panel in Settings.

The guide requires a SuperAdmin to have enabled payEquitySnapshots (the same flag as the annual snapshot — the guide has no purpose without it). Steps that depend on their own flag (justifications require payEquityJustificationsServer, the equal-work-group reference point requires equalWorkGroupCriteria) show as “Not enabled” instead of a misleading zero status when that flag is off for the organization.