Flagship course
Equal Pay Assessment Method
A structured path for HR and compensation partners who need to run Employment consultations in Germany: equal pay assessment with documentation that survives scrutiny.
Learning outcomes
- Define assessment scope and pay components without over-claiming statistical certainty
- Build comparable-role groups with transparent criteria
- Assemble an evidence pack suitable for leadership and works-council dialogue
- Draft interim and final briefing notes that separate facts from recommendations
- Identify when legal counsel or deeper analytics are required
Informational pricing
Listed at €490 per learner for six months of access, or included inside Equity Studio team packs. No checkout on this site — enrolment is confirmed after contact.
Expected effort: roughly 4–5 hours per module including exercises. Teams with incomplete job architecture should budget extra time between modules 2 and 3.
Modules
Six stages from scoping to briefing.
1. Framing the consultation
Stakeholders, success criteria, and what “done” means for a first assessment cycle in a German employer context.
2. Pay components & data hygiene
Base pay, allowances, bonuses, and benefits — how labels drift across systems and how to document exclusions.
3. Comparability workshops
Facilitation patterns for agreeing role families without turning every title debate into a permanent stalemate.
4. Evidence packs
What belongs in the pack, what stays in working files, and how to anonymise examples for broader training.
5. Dialogue with representatives
Preparing for works-council or employee-representative questions without promising outcomes you cannot defend.
6. Leadership briefings & next cycle
Interim findings, remediation options, and how to schedule the next assessment without losing momentum.
Instructor
Who facilitates the flagship course.
Dr. Anke Vogt
Anke has advised German mid-market employers on pay transparency programmes since 2016. She previously led compensation projects in manufacturing and professional services, and now focuses on teaching assessment methods that non-specialists can maintain.
She does not provide legal representation; her sessions stay on method, facilitation, and documentation quality.
Reviews from this course
“Module 4’s evidence pack template cut our leadership meeting prep from two days to one afternoon. Still imperfect on specialist roles, but the structure held.”
Short take from a logistics HR generalist: “Clear. Dense. Do not binge all modules in a weekend if your data is messy.”
FAQ
Is this legal advice for German employers?
No. The course teaches assessment method and consultation facilitation. For binding legal interpretations, engage qualified counsel.
What is a real limitation of this programme?
It will not clean a chaotic job architecture for you. If titles and role descriptions are severely inconsistent, you should expect to pause between modules — the course surfaces that need; it does not replace an HRIS redesign project.
Can works-council members join?
Yes, when the employer sponsors seats. Mixed cohorts often improve shared vocabulary, provided confidential payroll files stay out of the classroom exercises.
How do refunds work?
See our refund policy for eligibility windows before modules unlock.