Find, explain and fix unjustified pay gaps, then publish pay ranges with confidence
A complete pay equity audit and pay transparency toolkit for HR, reward and people-ops teams, founders and finance leads: the method, the workbooks, the forms, the words and a 90-day plan, for any country and currency.
- A 10-chapter e-book teaching an eight-step method, with one composite 420-person company running through every chapter
- The Pay Equity Audit Workbook: 14 Excel sheets that calculate mean and median gaps, quartiles, bonus gaps, equal work and equal value groups with flags, explained versus unexplained gap by factor and remediation cost
- A 7-sheet Pay Range Publishing Planner with width and band checks and an internal equity check before any range goes live
- 4 fillable PDF forms, 36 pay conversation scripts, 6 letters, a policy, a report template, 27 AI prompts, 4 cheat sheets including dated laws by country, a 37-event calendar and a 37-task CSV
The Pay Transparency and Equity Audit Kit · Bodhih Pro Kits · 218 by Bodhih Training, trainers to 2,000+ companies since 2008.
How do you conduct a pay equity audit?
Clean your pay data, measure mean and median gaps, quartiles and bonus gaps, then compare people doing equal work or work of equal value. Separate gaps your pay structure explains from those it does not, fix unexplained gaps by raising pay, and fix the process that caused them. The Pay Transparency and Equity Audit Kit from Bodhih Training gives you a file for each step.
Want the full free guide first? Read How to Conduct a Pay Equity Audit, Step by Step.
You already feel the problem. Here is what it is costing you.
Nobody can explain the pay decisions
Offers matched old salaries, promotions came late, bonus pools were split by habit. Each decision made sense on the day. Together they produce gaps nobody chose and nobody can defend.
One number, many misunderstandings
The overall gap gets read as unequal pay for the same job, or waved away as seniority. Neither is the full story, and leaders make the wrong call either way.
Data that was built for paying people
Missing fields, part-time hours that do not match FTE, allowances that mean three different things. Every number calculated on top of it is wrong.
Publishing ranges feels risky
The first advert with a range shows current staff what new hires earn. Without an equity check first, it starts a fire.
Managers improvise answers
'What do others earn?' gets a different answer from every manager, and sometimes an accidental disclosure.
Rules keep changing
Ranges in adverts, pay history bans, rights to information, reporting thresholds: they differ by country, state and city, and many are new.
Picture the next few weeks with the kit open beside you.
Imagine the steering group meeting where you open the Dashboard and say: our overall gap is this, most of it comes from who holds our senior roles, like for like we found two groups we could not justify, and here is the costed plan to fix them. Nobody argues about the numbers, because every one traces back to a cleaned row of data.
As you paste your payroll extract into the Employees sheet, the Data check column tells you what to fix before you read a single gap. When you open Equal Work Groups, the flags show exactly where to look, and each Comparator Group Review Sheet keeps your reasoning on one page.
Picture the Monday the first advert with a range goes live. You have already run the internal equity check, raised the two people who would have been below the minimum and told everyone in the role first. When the questions come, your managers have the words.
Whether you start with the readiness assessment this afternoon or load your data into the workbook tomorrow morning, the Start Here map shows the next step and the file to open.
20 files that do the work for you
The e-book shows you how. The tools make it happen. Here is exactly what you download.
The Pay Transparency and Equity Audit Kit (e-book, PDF)
The guide: methods, worked examples, scripts and exercises
Start here: pay equity audit map
The whole audit-and-publish job as eight steps with the file to open at each, your first hour, a 30/60/90 day use plan and links to measure your starting point.
Pay Equity Audit Workbook
14-sheet workbook: settings, data dictionary, pay bands, employee data with 420 anonymised sample rows, data quality checks, mean and median gaps, pay quartiles, bonus gap, equal work and equal value groups with flags, a factor review of explained and unexplained gaps, a costed remediation plan and a dashboard with a chart.
Pay Range Publishing Planner
7-sheet planner: settings, pay bands with spread, progression and overlap checks, current staff, an advert range builder with width and band checks, an internal equity check before you publish, a ready-to-paste advert pay line, a publishing log and a dashboard.
Pay transparency readiness assessment
Three-page fillable self-assessment: ten areas scored 1 to 5 with a scoring guide, your three lowest areas with first actions, the rules that may apply to you and the decisions for your steering group.
Comparator group review sheet
Two-page fillable sheet for reviewing one flagged comparator group: who is in it, why the jobs count as equal work or equal value, the numbers, the factors checked, individual outliers and the decision.
Pay gap explanation record
Two-page fillable record of the explanation for one individual or group pay difference: the difference, each factor relied on, the evidence, a fairness test for each factor and sign-off.
Employee pay question response record
Two-page fillable record for one employee question or information request about pay: what was asked, the deadline, what can and cannot be shared, the answer given, follow-up and close.
Pay transparency policy one-pager
A one-page pay transparency and equal pay policy to adopt: principles, how pay is set, ranges in adverts, no pay history, the right to ask, annual audit, fixing gaps, reporting, privacy and ownership.
Pay gap report template (internal and external)
Two report templates in one file: a full internal report for leadership (method, findings, explanations, remediation, decisions) and a shorter external report for employees and the public (figures, causes, actions, statement).
Pay conversation script and message library
36 ready-to-edit scripts and messages in 6 groups: answering pay questions, pay ranges in hiring, adjustments, announcing the audit and results, manager talking points and hard moments.
Employee pay communication letters
6 ready-to-edit letters: pay adjustment, no adjustment needed, results summary to all staff, response to a formal information request, notice before a range is published and acknowledgement of a pay concern.
Worked example pack: a pay equity audit at Ostara Systems
The main forms and decisions completed for one composite 420-person company: readiness scores, data findings, headline gaps, quartiles, factor review, a comparator group review, an explanation record, the remediation plan, a pay question record, a report extract and an adjustment letter.
AI prompt pack for pay equity and transparency
27 tool-agnostic prompts grouped by the 8 steps of a pay equity audit, each with what to paste in and what to check before you use the output, plus data privacy rules.
Pay equity decision card
If-this-then-that card for 22 common moments in a pay equity audit and pay transparency programme, plus three checks before any figure leaves HR.
Pay equity mistakes to avoid
Eight analysis mistakes and seven process and communication mistakes, why each hurts and what to do instead.
Pay gap metrics quick reference
Every formula in one place: mean and median gaps, hourly pay, bonus measures, quartiles, compa-ratio, range penetration, range width, expected pay, unexplained gap and remediation cost, with a worked mini example.
Pay transparency laws by country (October 2026)
Dated quick reference to pay transparency and equal pay rules in the EU (Directive 2023/970 and transposition status), Ireland, the UK, US states and cities, Ontario, British Columbia, Australia, India, Singapore, the UAE, the Philippines, Kenya and South Africa.
90-day pay equity audit and publish plan
37 calendar events taking you from readiness to published ranges and shared results in 90 days, each naming the file to open. Import into a new calendar and move to your dates.
Pay equity audit task board import
37 tasks as a CSV ready to import into Trello, Asana, Notion, Planner or Jira, with phase, week, owner, file to open and due date.
Chapter by chapter
Each chapter opens with a real situation, gives you a method and ends with something to do today, using the tools in your kit.
- Format
- PDF e-book + XLSX + fillable PDF + DOCX + PDF cheat sheets + ICS + CSV
- Files
- 20 files plus a one-click ZIP
- E-book
- 62 pages
- Works with
- Excel, Google Sheets, LibreOffice, Word, Google Docs, Acrobat, Google Calendar, Outlook, Apple Calendar, Trello, Asana, Notion, Planner, Jira
- Best for
- Organisations of 50 to 2,000 people running their own pay equity audit
What Pay Transparency Means in Practice
The five practices that make up pay transparency, how they differ by country, and how to choose one standard and write it down.
Why It Matters: Trust, Retention and Risk
What verified research says about transparency and pay gaps, the honest business case, and a ten-area readiness score.
Getting the Data Ready: Fields, Cleaning and Lawful Handling
The fields you need, how to clean them with fourteen checks, and how to handle pay and gender data lawfully.
Measuring the Gaps: Mean, Median, Quartiles and Bonus
Mean and median gaps, pay quartiles and bonus measures, and why the headline gap is not unequal pay for the same work.
Like for Like: Equal Work, Equal Value and Comparator Groups
Equal work and work of equal value, comparator groups, flags above a threshold, and how to review every flag.
Explained or Unexplained: Factors, Regression and a No-Regression Method
Legitimate and failing factors, regression in plain words, and a transparent no-regression method any firm can run.
Finding Root Causes: Starting Pay, Promotion, Bonus, Part-Time and Leave
Tracing gaps to starting pay, promotion timing, bonus allocation, part-time progression and leave, then fixing the process.
Fixing It: A Costed Remediation Plan
A fair floor, a costed and phased plan, finance approval and the words for telling people their pay is going up.
Publishing Pay Ranges and Answering Pay Questions
Publishing ranges in the right order, the internal equity check, answering pay questions and briefing managers.
Governance, Reporting and Keeping It Fair Every Year
Owners, legal advice and privilege, internal and external reports, safe use of AI, three gates and the yearly cycle.
Not just reading. Tools you will actually open again.
E-book
- The Pay Transparency and Equity Audit e-book: 10 chapters, an introduction, conclusion and two appendices (formulas and definitions; using AI safely)
Spreadsheets
- Pay Equity Audit Workbook (14 sheets): settings, data dictionary, bands, employee data with 420 anonymised sample rows, data quality checks, headline gaps, quartiles, bonus gap, equal work and equal value groups, factor review, remediation plan and dashboard
- Pay Range Publishing Planner (7 sheets): bands, current staff, advert range builder with width and band checks, internal equity check, advert pay line, publishing log and dashboard
Fillable PDF forms
- Pay transparency readiness assessment
- Comparator group review sheet
- Pay gap explanation record
- Employee pay question response record
Word templates
- Pay transparency policy one-pager
- Pay gap report template (internal and external)
- Pay conversation script and message library (36 scripts and messages)
- Employee pay communication letters (6 letters)
- Worked example pack: a pay equity audit at Ostara Systems
- AI prompt pack for pay equity and transparency (27 prompts)
Cheat sheets
- Start here: pay equity audit map
- Pay equity decision card
- Pay equity mistakes to avoid
- Pay gap metrics quick reference
- Pay transparency laws by country (October 2026)
Plans
- 90-day pay equity audit and publish plan (37 calendar events)
- Pay equity audit task board import (37 tasks, CSV)
When you have worked through it, you will be able to…
Every outcome is practised with a worked example and a tool, not just described.
- You will be able to prepare clean, lawfully handled pay data and check it before analysis
- You will be able to calculate and explain mean and median pay gaps, quartiles and bonus gaps
- You will be able to compare equal work and work of equal value and review every flag on a form
- You will be able to separate explained from unexplained gaps without needing regression software
- You will be able to trace gaps to the process moments that create them
- You will be able to cost and phase a fair remediation plan and tell people about adjustments
- You will be able to publish pay ranges after an internal equity check and answer pay questions consistently
- You will be able to set controls at hiring, promotion and pay review and repeat the audit each year
Know your starting point. Prove your progress.
People who measure before and after improve faster and can show it. AssessAll, our sister assessment platform, has AI-graded assessments that pair with this kit. Take one now, work through the kit, then re-take it.
Pay and Reward Decision Assessment for Managers and HR Teams
Take the assessment →AssessAll assessmentPeople & Performance Data Judgment
Take the assessment →AssessAll assessmentHR Business Partner & Employee Relations Judgment
Take the assessment →JobularyTurn what you learn into a measured development plan (Jobulary)
Make it a growth plan →A taste of Chapter 6
Most specialist pay equity analysis uses regression. In plain words: a regression looks at everyone at once and estimates how much pay rises with each factor (each level, each year of experience, each location), and then asks whether, after all of that, being in one group still goes with lower pay. That last number is the "unexplained" or "adjusted" gap. The idea of splitting a gap into an explained and an unexplained part is usually credited to the economists Ronald Oaxaca and Alan Blinder, who each published the method in 1973. Regression is powerful and easy to get wrong. Small groups give unstable answers. The choice of factors changes the result. A few outliers can swing it. And if you cannot explain your model to an employee, a tribunal or your own board, it is a liability.
The honest comparison
| Free templates and typical advice | This kit | |
|---|---|---|
| Gap calculation | A calculator for one overall number | Mean, median, quartiles, bonus, equal work and equal value groups, with flags set in Settings |
| Explaining gaps | Raw numbers with no method for explanations | A step-by-step factor review showing explained and unexplained gap by factor, plus explanation records |
| Fixing gaps | Left to you | A fair floor, person-by-person costs, phases, a budget cap check and adjustment letters |
| Publishing ranges | Advice to 'add a salary range' | A planner that builds ranges from bands and blocks any role where current staff would be below the minimum |
| Words for hard moments | None | 36 scripts and messages and 6 letters |
| Country rules | One country, undated | A cheat sheet covering the EU, UK, US, Canada, Australia, India, the Gulf, Singapore, the Philippines and Africa, dated October 2026 |
Made for you if…
- HR generalists and HR business partners asked to check whether pay is fair
- Reward and people-ops teams in small and mid-size organisations getting ready for pay transparency rules
- Founders and finance leads who own pay decisions and want numbers they can defend
- Teams that want to publish pay ranges in job adverts without upsetting current staff
- Organisations employing people in several countries that want one standard
- Leaders preparing a first gender pay gap report, internal or external
Probably not for you if…
- Anyone looking for legal advice: the kit teaches good practice, keeps country rules in a cheat sheet dated October 2026, and tells you to check your HR team, company policy and local law
- Organisations that need specialist statistical modelling for litigation: the kit explains regression in plain words and shows when to bring in a specialist
- Readers wanting broad HR templates or a full hiring process: The People-Ops Starter Kit and The Recruitment End-to-End Kit cover those; this kit goes deep on pay equity and transparency
Built by trainers, tested in real rooms.
Bodhih Training has designed and delivered corporate programmes since 2008. Bodhih Pro Kits package what works in those workshops into a guide plus the exact tools we use, so you can apply it the same day without a facilitator in the room.
From here to using it in three steps
- STEP 1
Tap Get the kit
Name, email and country. UPI, card or netbanking in India; international cards everywhere else. No account to create.
- STEP 2
Download instantly
Your download page opens at once, with every file and a one-click ZIP. A permanent link lands in your inbox too.
- STEP 3
Open the first tool
Start with the quick-start chapter, then the main spreadsheet or planner. Most buyers use something from the kit the same day.
Pay you can explain to anyone who asks
Open the Start Here map, score your readiness and load the sample workbook to see a finished audit. Whether you begin with the data this week or the readiness score this afternoon, you will know the next file to open.
Personal licence for the buyer's own use (and use with your own team or clients where the kit says so). Please don't share or resell the files. Team and company licences: solutions@bodhih.com.
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Jobulary
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The Pay Transparency and Equity Audit Kit: FAQs
Read the free guideAlready bought? Resend my linkWhat is a pay equity audit?
A structured check of whether people doing equal work, or work of equal value, are paid equally, and whether any differences have an objective, lawful explanation. It goes further than an overall gender pay gap figure, which describes the whole workforce rather than like-for-like pay.
What is the difference between the gender pay gap and unequal pay?
The gender pay gap compares the average pay of all men and all women, whatever their jobs, so it mostly reflects who holds senior roles. Unequal pay means paying people differently for equal work or work of equal value without a lawful reason. The kit measures both and keeps them separate.
Do I need statistics software or regression?
No. The workbook uses a transparent step-by-step method: it builds each person's expected pay from your own pay structure and shows how much of the gap each factor explains. The e-book explains regression in plain words and when to bring in a specialist.
Will it work in my country and currency?
Yes. The method is global, the workbook takes any currency, and you set your own groups, thresholds and location factors. Country rules are kept in one cheat sheet dated October 2026, covering the EU, UK, US, Canada, Australia, India, the Gulf, Singapore, the Philippines, Kenya and South Africa.
Is this legal advice?
No. The kit is educational and teaches good practice. Equal pay and pay transparency rules differ by country, state and city and change often, so check your HR team, company policy and local law, and talk to your legal adviser before you publish, report or change pay.
How do I publish pay ranges without upsetting current staff?
Audit first, build each range from your bands, then run the internal equity check in the Pay Range Publishing Planner. It counts current staff who would be paid below the minimum you are about to publish, so you can fix their pay and tell them before the advert goes live.
Can I use AI for pay equity analysis?
For cleaning, mapping job titles, spotting unusual patterns in group averages and drafting communications, yes, using a tool your organisation has approved and anonymised or grouped data. AI must not decide anyone's pay. The prompt pack has the rules and what to check.
How can I measure my starting point?
Two routes: the readiness assessment in the kit scores ten areas, and AssessAll offers separate assessments matched to this work, including the Pay and Reward Decision Assessment for Managers and HR Teams, People & Performance Data Judgment, and HR Business Partner & Employee Relations Judgment.
How do I turn what I learn into a development plan?
Use Jobulary to turn the skills in this kit (pay analysis, explaining pay, handling pay conversations) into a measured individual development plan with goals and evidence.
Can I share the files with my team?
The licence covers you and your own team's use inside your organisation. Please don't share or resell the files outside it. For company-wide or multi-site licences, contact solutions@bodhih.com.
How much does The Pay Transparency and Equity Audit Kit cost?
₹1,299 including 18% GST for buyers in India, or $34 for buyers outside India. One-time payment, no subscription, with an automatic invoice.
How do I get the files after paying?
Instantly. Your download page opens the moment payment succeeds, and a permanent download link is emailed to you. Download each file separately or everything in one ZIP.
What software do I need?
Any of the usual tools: Excel or Google Sheets for spreadsheets, Word or Google Docs for templates, Adobe Acrobat Reader, Preview, Xodo or GoodNotes for the fillable PDFs, and Google, Outlook or Apple Calendar for the calendar plan.
Can I get a refund?
Because it is a digital download, kits are not refundable once downloaded. We always refund a duplicate charge or a failed delivery, and if a file is corrupted and we cannot fix it within 3 working days. Full terms: bodhih.org/refunds.
Can my company buy this for a team?
Yes. Team and company licences, and workshops on this topic run by Bodhih Training, are available. Write to solutions@bodhih.com or call +91 99000 11601.
