Compliance & reporting
Can you answer what you’ll be asked?
This example focuses on pay transparency, from what you can answer today to what still needs attention. The same governed workforce data can support many other compliance and reporting needs.
Are we ready for pay transparency reporting?
Reportable categories are concentrated in Manufacturing, where 38.7% of employees fall into a reportable category while…
1
Readiness
Put the questions against the data now.
See which answers are ready and where more work is needed. AI insights highlight what needs action and what is already in good shape.
Crunchr does not produce statutory reports. It helps you find and validate the answers using the workforce data connected to the platform.
2
Reportability
Most of the workforce isn’t in a publishable category yet.
Break the same score down by function and Pay transparency requires comparisons between people doing the same work or work of equal value. Small or heavily one-sided groups can make those comparisons difficult to report without exposing individuals.
Here, 12.0% of the workforce meets the reporting threshold. Manufacturing reaches 40.2% and Sales 4.5%. The other functions have no reportable groups yet.
3
Pay gap
The base-pay gap has narrowed to 0.6%.
Tracking the gap over time shows whether it is widening or narrowing.
Here, the base-pay gap fell from 4.2% in April 2024 to 0.6% in September 2026. The three-month forecast keeps it at 0.6% by December 2026, within a 95% confidence interval of 0.0% to 1.4%.
4
Pay quartiles
Women are represented across all four pay quartiles.
PloDividing the workforce into four equal pay bands shows whether women and men are spread evenly from the lowest paid to the highest paid.
Here, women make up between 48.6% and 51.6% of each quartile, including 49.0% of the highest-paid quartile.
5
Variable pay
Variable pay participation differs by gender and function.
Bonus eligibility in this example starts at 0.6 FTE.
In Sales, 23.0% of women and 32.8% of men participate in variable pay. In HR and Legal, participation is higher among women.
6
Pay spread
Pay spreads out at the senior grades.
A box plot shows the middle half of base pay in each position grade, with the line marking the median. Dots are individual salaries outside the usual range.
Here, pay stays in a narrow range up to grade 15 and spreads out from grade 16 onwards, where the gap between the lowest and highest paid is widest.
7
Pay ranges
See where employees sit before pay ranges are published.
Pay ranges make the minimum, midpoint and maximum for a job level visible. Band penetration shows where employees currently sit within their range.
Here, average band penetration ranges from 43.9% to 48.8% across the job levels shown.
8
More than pay transparency
The same foundation can support other reporting needs.
With the right data connected, Crunchr can help you find and validate answers across other compliance and reporting needs.
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