Define criteria for equivalent roles
To compare employees holding roles of equal value, start by defining the criteria on which this equivalence will be based:
Navigate to Internal Equity from your account
In the Comparison tab, configure your default pay equity comparison criteria:
Job source: Source used for job title (imported from your HRIS, salary bands, etc.)
Location: Method for geographic grouping
Level: Source for seniority level
Select Add criterion at the top right to add other fields based on your imported data.
💡 Good to know
All selected criteria are cumulative to define a peer group.
Choosing “None” for a criterion means it will be excluded from the comparison.
4. Pick a specific employee to preview the comparison based on your criteria
Explore an employee’s internal pay positioning
After setting the comparison criteria, pay gaps are displayed automatically in each employee profile. To view an employee’s positioning compared to their peers in equivalent roles, follow these steps:
Go to the Employees page
Select the profile of the employee
Select the Pay Equity tab
Market positioning
Compares employee’s salary with external market data
Displays benchmarks for job, location, and level
Shows position within market salary ranges
Indicates % vs. market target (as defined in your compensation policy)
💡 Only visible if you have the Market Data module and have completed your mapping.
Position in range
Compares salary to internal salary bands
Shows where the employee falls within their assigned range
Displays compa-ratio and range penetration
💡 Only visible if you have the Salary Bands module and published grids.
Internal Equity
Compares salary to internal peers with the same characteristics
Blue rectangle = peer salary range
Center blue bar = peer average salary
Each dot = one peer (if visible)
Also shows gaps to global average, men’s average, women’s average
💡 Only visible if the feature is activated for your company and equivalent role criteria are configured.