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Frequently Asked Questions

We’ve answered the most common questions below but contact us if you still have questions and we’ll respond right away!

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The pay gap shows, as a percentage, the difference between the highest and lowest salaries in the group. The smaller the percentage, the better salary equality between all survey respondents. WorkFair only calculates the pay gap for base compensation, which should be the same for everyone in the same role.

The formula for calculating the base compensation pay gap is: (max. base compensationmin. base compensation) ÷ max. base compensation. For added privacy, the pay gap is expressed as a range using one of the following intervals: 0-5%, 5-15%, 15-30%, 30-50%, 50-75%, 75-100% and >100%.

The Equality Report only uses aggregated statistics, specifically the median pay and the pay gap. Since the median only uses the middle salary (or the middle two salaries if the number of respondents is even), it isn’t possible to attribute the median salary to a specific individual. For the pay gap, we express it as a range for added privacy.

We use multiple techniques to keep your data anonymous and safe, including:

  • The survey initiator is never identified.
  • No one’s salary is disclosed and it’s impossible to figure out an individual’s compensation.
  • The system is completely automated and involves no human intervention.
  • WorkFair servers are encrypted at rest using AES-256, block-level storage encryption.
  • Salary information is automatically deleted after 48 hours.

Please don’t do this. False answers hurt everyone and perpetuate wage inequality. Correct answers are important to help ensure the Equality Report is both accurate and useful.

We recommend conducting all electronic communication regarding compensation off the company email system. Any personal email address volunteered by the participant is not shared with the rest of the group.

No. WorkFair is an automated system that will not proceed if fewer than four people respond. The system does not identify participant/non-participant names.

Since this survey includes only a small group of colleagues known to you, the results are far more relevant than hearsay or checking market rates online. The survey results are personalized to the survey group. It is one of the best tools devised for employee empowerment for pay equity!

Your Equality Report helps you evaluate how strongly you can advocate for a salary adjustment, if warranted. However, it’s never a good idea to approach a salary negotiation by revealing knowledge of pay discrepancy in the company — it isn’t productive to set up a defensive, confrontational or controversial atmosphere when talking about your salary! However, armed with your new knowledge, you can better decide how to conduct your negotiations and determine your own benchmark for compensation satisfaction.

You should always ensure that there is nothing covered in your employee handbook, employment contract or a non-disclosure agreement you have signed that would prevent you from sharing salary information with co-workers or others. Know that private sector employers by law cannot prohibit employees from discussing wages and compensation in the United States and the United Kingdom. Alternatively, for example, private sector employers can prohibit employees from discussing wages and compensation in Australia. In Germany, individuals have a right to salary data of employees in a company employing more than 200 people, whereas in India and New Zealand, pay secrecy clauses are permitted in employment contracts and non-disclosure agreements. Know both your rights and restrictions.