Prepare and maintain the analysis

Before you begin

Pay equality reports help identify remuneration differences, review gender representation, and compare jobs through shared criteria. Talento provides four tools: the Pay equality dashboard, Job valuation, Pay gap report, and Salary register.

In Spain, Royal Decree 902/2020 regulates equal pay and covers instruments such as registers, audits, and job valuation. The Ministry of Equality also provides official tools for companies.

!Warning

Talento helps prepare and analyse information, but it does not itself certify legal compliance or replace a pay audit or professional advice. Confirm the obligations and method that apply to your company before presenting official results.

The data is sensitive. The dashboard and valuation are available to authorised leadership roles; the Pay gap report and Salary register are restricted to administrators.

Before preparing these reports, read Contracts, salaries, and job positions to understand the data behind classification, current compensation, and salary history.

Prepare contracts, gender, and classification

The quality of the result depends on the source data. Before analysing:

1. confirm that contracts have current remuneration, dates, and working time;
2. record gender only where there is a legitimate basis and in line with company privacy policy;
3. link each contract to the correct job position and professional classification;
4. resolve duplicate or inconsistent groups, families, and levels;
5. close the payroll periods intended to contribute pay components.

Document exclusions and limitations. Never infer unknown information or treat missing gender information as a gender category.

Value jobs and configure weights

In Job positions, complete education, experience, responsibility, working conditions, and any salary band for each position.

People with access to Settings can open Valuation weights and set the relative importance of each factor. The four weights must total 100%. Without custom configuration, Talento uses 25% for education, 25% for experience, 30% for responsibility, and 20% for working conditions.

Changing weights affects calculated job scores when positions are saved again. Agree the method before changing it and retain the justification used.

Review the analysis before sharing

Before presenting a conclusion:

1. define the period, population, and pay components included;
2. review missing data and the size of each group;
3. compare work of equal value, not only similar job titles;
4. distinguish base salary, allowances, and other pay components;
5. explain limitations and methodological decisions;
6. validate the result with HR, leadership, and specialist advice where appropriate.

Monthly snapshots show change but do not automatically correct historical data. If you find an error, correct the source and document which earlier periods or exports need to be reviewed again.

Result

You can confirm the result on the settings page, in the list, or in the status described in the steps above.

Common problems

If an option is missing, check that the module is active, that you have the specific permission, and that the record is within your scope. If the configuration is correct and the problem continues, keep the displayed message and contact support.