Overview and hidden averages

The Overview under Salary Mapping shows key figures for the selection you’ve made with the filters (region and groups): the number of employees, roles, equal-work groups, female-dominated groups and women’s pay as a percentage of men’s, plus the “Average salary” card with the average pay of women, men and the whole group.

Who sees hidden figures? If you are allowed to see individual salaries (Admin or a role allowed to see salaries), nothing is hidden in the internal pay-equity analysis — Overview, Group insights, Individual analysis, Action plan, Salary simulation and the Annual report show every figure, including groups of one or two people, and the page says “Showing all figures – you are allowed to see individual salaries”. Someone who can already see the salaries learns nothing new from a median of them. The anonymity threshold below applies to everyone else (for example a manager role that may read salary mapping but not see salaries) and to everything that leaves the organisation: the EU report and its exports (CSV, PDF, PowerPoint), responses to employees’ pay-information requests, employee views and the Danish pay statistics (at least 10 per gender).

An average can show “Hidden (anonymity)” instead of an amount. The figure is hidden on purpose, and a note under the card says why (the same text appears when you hover over the hidden figure):

Fewer employees than the anonymity threshold: the women’s or men’s average is hidden when fewer than the threshold (normally 3) women or men in the selection have a salary on record, and the group average is hidden when fewer than the threshold employees in total have a salary. In groups that small the average effectively is one person’s salary. The threshold is your organization’s minimum group size setting.
The group average would reveal someone else’s salary: even when the group is large enough, its average is hidden if, together with the averages shown for women and men, it would let someone work out the salary of the few people not included in them — for example one or two employees with another or unknown gender, or the only woman (or man) whose own average is already hidden. Example: 1 woman and 5 men, with the men’s average shown — her salary = 6 × the group average − 5 × the men’s average. So the group average is only shown when nobody is left over, or when those left over themselves reach the threshold.

Pick a larger selection (for example the whole organization or more regions) to see the averages. Women’s pay as a percentage of men’s is only shown when both the women’s and the men’s averages can be shown.

The “Classification of equivalent roles” and “Detailed roles within this selection” tables (and the tables under Individual analysis and Action plan) can be sorted: click a column heading for ascending order, again for descending, and a third time to return to the default order. The Total row always stays last, hidden values (–) always sort last in either direction, and the sort applies to the whole list, not just the page you see. The sort is kept while you’re signed in, also when you change filters or language.

Employees without an equal-work group (and without a job category) appear on their own “Unknown” row in “Classification of equivalent roles”, so the Total row always counts every employee in the selection. Previously they were left out of the total.

The Value points column in “Detailed roles within this selection” shows the group’s weighted score for the job-evaluation criteria recorded for the role’s group (the four core criteria plus your organization’s own additions), on the same 1–5 scale as the criteria: the sum of weight × value, with the weights from Job evaluation → Categories (an equal split when none are saved). It used to show the sum of the criteria, so 14 points with four equally weighted criteria now show as 3.5. The header reads “Value points (weighted)” when the weights aren’t equal. If the role’s employees in the selection sit in several groups with different points, a range is shown, for example “3–3.5 pts”; hover over the value to see each group’s points. If any of the role’s groups lacks complete criteria, “–” is shown with the explanation “No criteria recorded for the group”. A role hidden for anonymity shows no points. When sorting, a range is compared by its lowest value, and roles without points sort last.

The “Simulate action plan” button shows what the Overview would look like once the action plan has been carried out: every employee whose difference is marked unjustified gets the correction the action plan calculates added to their salary (for part-timers the correction is in actual pay, so their full-time-equivalent salary lands exactly on the target). The key figures and tables are recalculated, and a yellow “Simulation active – showing salaries after the actions” box says what is simulated, how many employees in the selection are adjusted and how women’s pay as a percentage of men’s changes (before → after). The default is the end state, with every unjustified difference corrected; if a correction is spread over several years you can pick “After year 1”, “After year 2” and so on to see it year by year (cumulative, following the action plan’s split). The simulation changes no saved salaries, the anonymity thresholds apply as usual, and it stays on until you click “Exit simulation”. If there are no unjustified differences the box says so and the figures are unchanged.

How it is calculated. The averages are means of full-time-equivalent base salary (plus variable pay when the box is ticked) for the employees in the selection who have a valid salary. Women’s pay as a % of men’s = women’s mean ÷ men’s mean × 100, rounded to a whole number. Example: women on SEK 30,000, 24,000 (80 %, i.e. 30,000 full time) and 36,000 have a mean of SEK 32,000; men on SEK 33,000, 35,000, 37,000 and 43,000 have a mean of SEK 37,000; 32,000 ÷ 37,000 = 86 %. The Overview shows means; medians are in the Detailed roles table and in the EU report. The number of female-dominated groups counts equal-work groups with at least Minimum group size employees where the share of women is at least the threshold (normally 60 %; 3 women out of 5 counts). Individual Analysis only analyses roles where at least Minimum group size employees have a salary — this also applies to anyone who sees every figure. Every concept, with one shared worked example, is in the article Concepts and calculations.