FAQ – Frequently asked questions

No. It is both for public and private organizations.

Requirements are that the company or organization employs at least 50 people of which at least 10 are female.

Yes. The certificate and therefore the label are valid three years. The certified company must ask to renew its certification before the end of the three-year period. Failing to do so, it will lose its right to carry the label.

A company can also lose its label if does not adhere to the recommendations made in the audit reports.

A certification related to equal compensation for women and men only functions in an environment of total trust and full confidentiality between parties involved.

equal salary has established all measures necessary to ensure trust and confidentiality.

All individual salary data communicated to the certification companies are made anonymous before being passed on for the statistical analysis.

The partners involved such as the Observatoire universitaire de l’emploi (OUE) which carries out the statistical evaluation as well as the certification bodies such as SGS, the world’s leading certification company, which carry out the on-site audit of phase 2, all base their business model and mode of operation on the code of integrity.

In addition, equal salary has developed a unique platform, which encapsulates all confidential data in a confined and secure environment.

The cost of the certification depends of the size of the comany, its HR organization and the number of sites to audit.

In Switzerland, for a company up to 100 people, the certification cost would be around CHF 25’000 for the whole procedure. If the salary evaluation shows a salary difference between men and women bigger than 5%, only phase I will be billed.

Since 2009, the Swiss State through the Federal Office for Gender Equality provides financial support to companies and organizations that plan to launch projects promoting equality between women and men. Do not hesitate to ask us for information. We will help you to prepare a request.

The company’s input consists of time and out-of-pocket costs to manage the project it wants to develop. The value of the company’s time input is calculated by estimating the number of hours required by each staff member to perform a certain task multiplied by the hourly rate applicable to this particular person.

The monetary value of the company’s input (time and out-of-pocket costs) is then added to the cost of the certification itself.

To qualify for financial support, the value of the company’s input should cover at least 50% of the total cost with the balance being funded by the Confederation.

Getting certified equal-salary is considered as a project for which companies may benefit from financial support by the Confederation.

Contact us and we will help you prepare the request for financial support.

Both have fixed the maximum acceptable company’s overall salary difference between men and women at 5% and both are based on the same statistical approach.

Logib is a preset model based on specific variables.

With equal-salary, the statistical evaluation is based on the company’s salary policy as long as it doesn’t induce salary discriminations between women and men.

Logib limits itself to a salary data self-evaluation. It is a good way for a company to check its salary situation before undergoing the certification process.

equal-salary starts with the salary data evaluation and completes it with an on-site audit focusing on management strategy and HR processes.

equal-salary offers the credibility of an independent third party audit as a proof of the company commitment in equal compensation between women and men.

A certification related to equal compensation for women and men only functions in an environment of total trust and full confidentiality between parties involved.

equal salary has established all measures necessary to ensure trust and confidentiality. All individual salary data communicated to the certification companies are made anonymous before being passed on for the statistical analysis.

The partners involved such as the Observatoire universitaire de l’emploi (OUE) which carries out the statistical evaluation as well as the certification bodies such as SGS, the world’s leading certification company, which carry out the on-site audit of phase 2, all base their business model and mode of operation on the code of integrity.

In addition, equal salary has developed a unique platform, which encapsulates all confidential data in a confined and secure environment.

No. Different statistical checks are done in order to ensure no data manipulation has taken place.

In addition, more checks are done during the onsite audit to ensure no data manipulation has taken place.

Yes. The certificate and therefore the label are valid three years. The certified company must ask to renew its certification before the end of the three-year period. Failing to do so, it will lose its right to carry the label.

A company can also lose its label if does not adhere to the recommendations made in the audit reports.

No. Although it has been developed in the French-speaking part of Switzerland, the certification addresses itself not only to the Swiss economy as a whole but also to European countries and the rest of the world. Various contacts have been developed abroad, among which the European Commission which has launched a vast study on non-legislative measures in this field. Out of 133 analyzed measures, 26 have been retained amongst which equal-salary even though “Switzerland is not within the scope of this study but this initiative seemed to be of high relevance. Therefore, the initiative was analyzed in-depth as a case study.” Brussels, May 5, 2010