1. Cypriot Context & Regulations

Key Legal Framework

• Law 205(I)/2002 (“Equal Treatment in Employment”): prohibits pay discrimination by gender.
• Transposition of EU Directive 2023/970: Companies with ≥ 250 employees must submit GPG data to the Ministry of Labour by end-February each year and publicly publish results by 30 April.
• Employment Law Cap. 149: enforces remedies and penalties in case of unequal pay.

Reporting Cadence

• Data submission: every February (snapshot as of 31 December).
• Public publication: by 30 April on company website and Ministry portal.
• Audience: Boards, HR, works councils, and unions.

Purpose of Analysis

To identify and address pay disparities, comply with national and EU law, and align with ESG and stakeholder expectations.

2. Gap Calculation Methodology

1. Select Snapshot Date

Use 31 December each year for consistency with reporting.

2. Data Collection

Extract from HRIS/payroll:

• Gender (binary reporting per law)
• Base salary (annual FTE, in EUR)
• Total remuneration (bonuses, allowances, benefits)
• CYSCO code (4-digit occupation)
• Job level (Junior / Mid / Senior / Manager)
• Employment status (Full-time / Part-time / Temporary)
• Tenure (years in role)

3. Data Cleaning

• Convert part-time salaries to full-time equivalent.
• Ensure all figures are in EUR at snapshot date.
• Map uncoded roles to nearest CYSCO code.

4. Calculate Gender Pay Gap

Formula:
(Men’s avg or median pay − Women’s avg or median pay)
÷ Men’s avg or median pay × 100

5. Test Common Drivers

• Unequal pay for equal or comparable work
• Men over-represented in senior roles
• Segregation in high- vs low-pay occupations
• Unequal part-time participation
• Differences in hiring, promotion, turnover

3. CYSCO Occupational Classification

What Is CYSCO?

The Cyprus Classification of Occupations (CYSCO) is maintained by the Cyprus Statistical Service, based on ISCO-08, and underpins national labour statistics.

Structure

• 1-digit Major Groups (10 groups): e.g. 1 – Managers; 2 – Professionals; …; 9 – Elementary Occupations.
• 2-digit Sub-Major Groups: ~28 clusters.
• 3-digit Minor Groups: ~130 families.
• 4-digit Unit Groups: ~450 specific occupations (e.g. 2412 – Financial Analysts).

Connection to ISCO-08

• CYSCO is directly mapped to ISCO-08 unit groups via an official crosswalk.
• Mapping uses task descriptions, skill levels, and qualification criteria.
• Enables Cyprus data to be compared internationally under ISCO standards.

Assignment & Validation

• Map each job title in HRIS to the appropriate CYSCO 4-digit code.
• Ensure each occupational group has ≥ 5 employees for publication.
• Retain both CYSCO and ISCO codes for audits and ESG reporting.

How Cyprus Uses CYSCO to Classify Occupations

1. Underlying Taxonomy: CYSCO

The Cyprus Classification of Occupations (CYSCO) is maintained by the Cyprus Statistical Service. It structures jobs by tasks, required skills and qualifications in a gender-neutral manner, aligning closely with international standards.

• 1-digit Major Groups (10 families): e.g. 1 – Managers; 2 – Professionals; …; 9 – Elementary Occupations.
• 2-digit Sub-Major Groups: ~28 clusters, grouping related professions.
• 3-digit Minor Groups: ~130 occupation families for finer classification.
• 4-digit Unit Groups: ~450 specific occupations (e.g. 2412 – Financial Analysts).

2. Connection to ISCO-08

• Each CYSCO 4-digit code is officially mapped to its ISCO-08 equivalent via an approved crosswalk.
• Mapping is based on detailed task descriptions, skill levels, and educational requirements.
• This allows Cypriot data to be benchmarked internationally under the ISCO framework.

3. Assignment & Validation

• Map each internal job title to the closest CYSCO 4-digit code in your HRIS.
• Ensure each occupational group has at least 5 employees before any public reporting.
• Retain both CYSCO and corresponding ISCO codes for compliance audits and ESG disclosures.

4. Benefits for Gender Pay Gap Analysis

• Objectivity: Publicly-published by the Statistical Service.
• Comparability: Consistent with national surveys and global ISCO benchmarks.
• Granularity: From broad categories down to detailed unit groups.
• Neutrality: Classification based solely on job content and requirements.