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Austria
Gender Pay Gap Analysis Guide – Austria
Adapted to Austrian law, methodology & KldB occupational classification
1. Austrian Context & Regulations
Purpose
Guide Austrian employers to measure, report and address gender pay gaps in line with national law.
Who Should Use This?
- CEOs & Executive Boards
- HR & Compensation Teams
- Legal & Compliance Officers
- Works Councils & Employee Representatives
- Data & Payroll Analysts
Key Legal Requirements
- Gender Pay Transparency Act (Entgelttransparenzgesetz 2011): Companies with ≥ 150 employees must conduct a gender pay review at least every 3 years and share results with their works council and employees.
- Equal Treatment Act (GlBG): Prohibits discrimination in remuneration based on gender or other protected characteristics.
- Works Council Participation: Employers must consult and provide data to the Betriebsrat (works council) upon request.
Why Conduct a GPG Analysis?
To uncover pay disparities, ensure legal compliance, build trust with employees and enhance employer reputation.
2. Gap Calculation Methodology
1. Choose a Snapshot Date
Select a representative date (e.g., 31 December). Use the same date for each review to track progress.
2. Collect the Data
Extract from HRIS/payroll:
| Field | Description |
|---|---|
| Gender | Female / Male (binary for reporting) |
| Base Salary | Annualised, in EUR |
| Total Remuneration | Bonuses, variable pay, benefits in kind |
| KldB Code | Austrian classification of occupations (KldB 2010) |
| Job Level | Junior / Specialist / Manager / Executive |
| Employment Type | Full-time / Part-time / Temporary |
| Tenure | Years with the organisation |
3. Clean the Data
- Convert all pay to full-time equivalent (FTE).
- Ensure all figures in EUR.
- Map any uncoded roles to closest KldB code.
4. Calculate the Gender Pay Gap
Formula:
(Men’s avg/median pay − Women’s avg/median pay) ÷ Men’s avg/median pay × 100
5. Test Common Drivers
- Unequal pay for comparable roles
- Gender distribution across levels
- Occupational segregation (high- vs low-pay roles)
- Part-time participation disparities
- Differences in hiring, promotion & turnover
3. KldB 2010 Occupational Classification
What Is KldB?
The Klassifikation der Berufe (KldB 2010) is Austria’s national occupation taxonomy, maintained by Statistik Austria & the Federal Ministry of Labour.
Structure
- 2-digit major groups (10 categories): e.g. 11 – Managers; 21 – Professionals; 31 – Technicians; 41 – Skilled Workers; 51 – Service & Sales; 61 – Elementary Occupations; etc.
- 3-digit sub-groups: further divides each major group.
- 4-digit unit groups: specific clusters of similar occupations.
Connection to ISCO-08
- Statistik Austria publishes a crosswalk mapping each KldB 2010 4-digit code to an ISCO-08 equivalent.
- Mapping based on tasks, skill level & qualification requirements.
- Allows global benchmarking under the ISCO framework.
Assignment & Validation
- Map each job title in your HRIS to the nearest KldB 2010 4-digit code.
- Validate codes: ensure all employees are coded, and each code group has ≥ 5 individuals for analysis.
- Store both KldB and mapped ISCO codes for internal & external reporting.
Why KldB Works for GPG
- Objectivity: Official taxonomy, published definitions.
- Comparability: Aligns with national labour statistics & ISCO.
- Granularity: Drill-down from broad groups to detailed occupations.
- Gender-neutral: Based solely on job content, not occupant characteristics.
How Austria Uses KldB to Classify Occupations
1. Underlying Taxonomy: KldB 2010
The Klassifikation der Berufe (KldB 2010) is Austria’s official occupational framework, maintained by Statistik Austria and the Federal Ministry of Labour. It structures jobs by tasks, skills and qualifications in a gender-neutral way.
- 2-digit Major Groups (10 categories): e.g. 11 – Managers; 21 – Professionals; 31 – Technicians; 41 – Skilled Workers; 51 – Services & Sales; 61 – Elementary Occupations; etc.
- 3-digit Sub-Groups: finer clusters within each major group.
- 4-digit Unit Groups: detailed occupation clusters (e.g. 3111 – Electrical Engineers).
2. Connection to ISCO-08
- Statistik Austria provides a crosswalk mapping each KldB 4-digit code to its ISCO-08 equivalent.
- Mapping is based on matching task descriptions, required skill levels and qualification criteria.
- This alignment enables Austrian pay-gap analyses to benchmark against international ISCO standards.
3. Assignment & Validation
- Map every internal job title in your HRIS to the closest KldB 4-digit code.
- Validate that each code group has at least 5 employees before reporting.
- Store both KldB and mapped ISCO codes for internal review and external disclosure.
4. Benefits of KldB for GPG
- Objectivity: Official, publicly-published definitions.
- Comparability: Consistent with national labour statistics and ISCO.
- Granularity: From broad 2-digit groups to specific 4-digit occupations.
- Neutrality: Based solely on job content, free from gender bias.