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Fair Pay Insights — Which roles have potential fair pay risks?
This analysis shows in which roles there are significant salary discrepancies, which could indicate possible unequal treatment. It helps to identify critical areas at an early stage and to initiate targeted measures to ensure fair compensation.
By identifying roles with potential fair pay risks, companies can create transparency, minimize legal risks and promote an equitable compensation structure.
What does analyzing potential fair pay risks by role mean?
Analyzing potential fair pay risks by role helps:
- Identify roles with significant salary variances within comparable groups
- to identify possible structural unequal treatment at an early stage
- Reduce equal pay and compliance risks
- to make well-founded decisions for salary adjustments
- to strengthen a transparent and fair compensation strategy
Based on my analysis of compensation data for October 2025, I have several Roles with potential fair pay risks identified:
Highest risks (gender pay gap > 20%)
Medium risks (gender pay gap 10-20%)
- Research assistant (20.4%)
- Data Visualization Specialist (17.3%)
- Junior Customer Success Specialist (14.8%)
- Director of Digital Marketing (13.5%)
- Scrum Master (13.4%)
- Junior Software Engineer (12.6%)
- Tech Support (12.3%) - affects 43 employees!
- Senior Account Executive (11.7%)
- Junior QA Engineer (10.2%) - affects 8 employees
🔍 Key findings
Extreme salary ranges within equal roles:
- Junior Account Manager: 15,244€ to 26,902€ (75% difference)
- Junior Product Marketing Specialist: €16,129 to €25,795 (60% difference)
- IT Operations Manager: 37,210€ to 57,384€ (54% difference)
Reverse gaps (women earn more):
- Junior Product Marketing Specialist: -59.9% (unusually strong)
- Recruiter: -9.9%
💡 Recommendations
- Instant check of roles with > 25% gender pay gap
- Transparent salary structures Establish for positions with large margins
- Special attention for entry-level positions (junior roles often show gaps)
- Impact focus: Tech Support (43 MA) and Junior QA Engineer (8 MA) have high employee numbers
The data shows systematic patterns, particularly in sales, customer success and junior positions, which suggest a structural review.
