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Federal Department of Home Affairs FDHA

Federal Office for Gender Equality FOGE

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Logib – step-by-stepInstructions for using Logib 3.0 (Updated July 2016)

Logib – the federal government’s equal pay self-test tool

to verify wage equality between women and men

Logib – step-by-step

Instructions for using Logib (Version 3.0)

Publisher: Federal Office for Gender Equality, FOGE

Technical design and development: Dr Silvia Rothen, ecotronics, Bern

Methodological design: Silvia Strub, BASS, Bern

Bern, August 2016



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Contents

1 What is Logib? 4

2 What data is required? 5

2.1 Reference periods 5

2.2 Persons to be entered in the system 5

2.3 Data to be recorded in the system 5

3 Downloading Logib and the Excel data list from the Internet 7

4 Entering employee data in the Excel data list 7

4.1 Personal data 9

4.2 Workplace data 11

4.3 Data on the work-time percentage and wage 164.3.1 Work-time percentage (activity rate, number of paid hours) 164.3.2 Wage, wage components 184.3.3 Entering varying usual working hours 21

4.4 Statistical population (employees with special employment contracts) 23

4.5 Remarks (special cases) 23

5 Importing the data list into Logib 24

5.1 Opening Logib 24

5.2 General information on the company 27

5.3 Importing data 28

5.4 Allocation of the skill level in Logib using the function list 295.4.1 Creating or editing the function list using the “joblist” sheet 295.4.2 Exporting and importing skills levels from the list 31

6 Checking data and starting the analysis 33

6.1 Checking data 33

6.2 Starting analysis 35

7 Interpreting the analysis 36

7.1 Interpreting the results sheet (results of the regression analyses) 38

7.2 Interpreting tabular analyses and diagrams (results of descriptive statistics) 40

7.3 “data_form” sheet: explanations for column X 41

8 FAQ 42

8.1 Which legal entity is binding for submission of a self-declaration in procurement? 42

8.2 Logib functional requirements 428.2.1 What are the requirements for Logib? 428.2.2 What are the system requirements for Excel? 428.2.3 How do I configure the macro security level? 43

8.3 How can I import data? 43

8.4 What do the other key figures in the Logib results sheet mean? 44

8.5 How should I interpret the PQ regression results? 47



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Instructions for using Logib

Logib is an Excel-based tool for verifying whether wage equality between women and men is ensured by

companies. This document describes the different steps leading to the result of the analysis and its inter-

pretation:

1. What is Logib?

2. What data is required?

3. Downloading Logib and the Excel data list from the Internet

4. Entering employee data in the Excel data list

5. Importing the data list into Logib

6. Checking data and starting the analysis

7. Interpreting the analysis

8. FAQ

These instructions are for Logib Version 3.0.

Should you have any questions, please contact the FOGE helpline:

Contact and helpline FOGE

Helpline: 0800 55 99 00 (free of charge)

Email: [email protected]



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1 What is Logib?

Logib, the federal government’s equal pay self-test tool, enables the verification of whether a company is

ensuring wage equality – in other words, equal pay for work of equal value – between women and men.

The calculation is performed through a regression analysis that takes into account objective factors pre-

dicting salary, including personal characteristics named “human capital” (training, potential years of em-

ployment, length of service) and other factors related to the job itself (required level of professional skills,

professional position). Sex is included in the regression as an additional independent variable. In the ab-

sence of discrimination, this variable has no significant influence on pay.

Logib is a tool which works by using Excel. This document describes the different steps leading to the

result of the analysis and its interpretation.

The employee data necessary for the calculation is entered in the Excel data list and then imported into

the Logib file.



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2 What data is required?

2.1 Reference periods

Select a reference month. This should provide a representative and up-to-date depiction of your compa-

ny’s workforce structure and wage policy.

If certain salary elements in your company are only paid periodically (e.g. bonuses or other special pay-

ments), select a reference month from the previous year to take this into consideration.

2.2 Persons to be entered in the system

In principle, all persons employed in the company, i.e. employees from all business units and places of

activity who were employed by the company and received a salary in the reference month should be en-

tered in the Excel data list. In particular, this also includes direction members, partners and members of

the Board of Directors provided that these are also actively involved in company operations.

Certain groups of employees with a special employment situation are specifically indicated and excluded

from the Logib analysis in order to avoid distorting the results of the analysis (e.g. apprentices, see section

4.4, column, Statistical population).

If you are carrying out the Logib analysis for a self-declaration in the scope of procurement, please also

take note of the FAQ concerning the binding legal entity, see section 8.1.

2.3 Data to be recorded in the system

The data required for an equal pay self-test largely corresponds to the data companies have to supply to

the Federal Statistical Office every two years for the Swiss Earnings Structure Survey SESS1. Differences

in data are justified through the fact that an analysis at company level requires greater precision than offi-

cial statistics, which is why it is therefore necessary to partly collect data in a different form.

To use Logib to analyse wage equality in your company, you must enter the following information for all

employees in the Excel data list (1 line per employee):

1Ordinance of 30 June 1993 on the Conduct of Federal Statistical Surveys (SR 431.012.1). Art. 1, para. 1 and appendix 21 (Swiss

Earnings Structure Survey).



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Information to enter in the Excel data list (1 line per employee):

Personal data

• Key number

• Age

• Sex

• Years of service

• Training

Workplace data

• Function (job carried out)

• Required level of professional skills – 2 classification options:

A) Classification in the Excel data list (before import of the data list into Logib file)

B) Classification with a single mouse click per function in the Logib file, “joblist” sheet (after import of datalist)

• Professional position

Data on work-time percentage and wage

• Employee paid monthly: activity rate as a percentage

• Employee paid hourly: number of paid hours in reference month

• Basic wage

• Allowances

• 13th monthly wage

• Special payments

Entry of varying usual working hours (optional)

• Usual weekly working hours in company

• Usual annual working hours in the reference year

Statistical population (employees with regular / special employment contracts)

• Statistical population

Remarks (special cases)

• Remarks

The individual columns of the Excel data list are explained in section 4.

In addition to information per employee, you also need to enter some general details in the Logib file di-

rectly (see section 5.2).

Below you will find instructions on how to download the Logib pack (the Excel data list and the Logib file)

from the internet and how the data should be entered.

If you have any questions, please contact the helpline.



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3 Downloading Logib and the Excel data list from the Internet

This is how you can download Logib and the Excel data list from the Internet:

9. Go to www.logib.ch and click on “Download Logib”

10. Save both files, the Logib file and Excel data list, on your computer:

To enter data for employees, you will need the Excel data list: “Datalist_e.xlsx”.

For the analysis, you will need the Logib file: “logib_Version_3.0.xlsm”.

Tip: Always keep an unused version of the Logib file and save all the versions you work with under a

new name. This will save you from having to download Logib again if you wish to repeat your analysis.

Please note: For more information on the technical and functional requirements for Logib, see the FAQ,

section 8.2.

4 Entering employee data in the Excel data list

1. Open the Excel data list “Datalist_e.xlsx”.

2. Enter the data for all your employees in the reference month. Fill in one line per employee. Make

sure that all data fields are formatted according to the explanatory notes for the individual fields or

columns.

Table columns in the Excel data list (data “Datalist_e.xlsx”):

http://www.logib.ch/



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The explanatory notes for the table columns are organised by topic into the following sub-chapters:

Personal data (section 4.1):

Column A: Key number

Column B: Age (date of birth, year of birth, age)

Column C: Sex

Column D: Years of service (date or year of entry into service, number of years of service)

Column E: Training

Workplace data (section 4.2):

Column F: Function (job carried out)

Column G: Required level of professional skills. Tip: This column can be left empty in the Ex-cel file list if you wish to allocate skills levels using a mouse click per function (see section 5.4).

Column H: Professional position

Data on work-time percentage and wage (section 4.3):

Work-time percentage (section 4.3.1):

Either: Column I: Employees paid monthly: Activity rate

Or: Column J: Employees paid hourly: Hours paid in the reference month

Wage, wage components (section 4.3.2):

Column K: Basic wage

Column L: Allowances

Column M: 13th (14th or “n”th) monthly wage

Column N: Special payments

Entry of varying usual working hours (section 4.3.3):

Either: Column O: Usual weekly working hours in company (hours per week; for employeespaid monthly)

Or: Column P: Usual annual working hours in the reference year (for employees paid hourly), ifthe same usual working hours do not apply to all employees.

Statistical population (employees with special employment contracts) (section 4.4):

Column Q: Statistical population to identify employees with special employment contracts (e.g.apprentices).

Remarks (section 4.5):

Column R: Remarks for notes on individual employees.



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4.1 Personal data

Key number

Enter a combination of letters and numbers.

Age (date of birth, year of birth, age)

Enter the age of employees either in years (YY), the year of birth as 4 digits (YYYY) or the complete date

of birth in the following format: DD.MM.YYYY.

Sex

Please use the following coding: 1 = male, 2 = female

Years of service (date of entry, year of entry, number of years of service)

Enter the number of years of service as an integer, the year of entry (YYYY) or the precise date of entry to

the company in the following format: DD.MM.YYYY.

Training

The highest actual training level should be specified for every employee. It must be certified by a certifi-

cate or diploma. For diplomas that have been completed abroad, please enter the code for the equivalent

training in Switzerland.

Enter numbers from 1 to 8 which correspond to the following definitions.



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Tertiary: University (codes 1 and 2):

With regard to entering tertiary level university degrees (codes 1 and 2) you have two options depending

on your actual business situation:

Either

Enter the tertiary level university degrees based on the type of institution and differentiate system-

atically between university degrees and degrees from a university of applied sciences. In this case,

the codes are as follows:

1 = Universities and institutes of technology (UNI, EPF)

2 = University of applied sciences (HES), university of teacher education (HEP) or equivalent

Or

Enter the university degrees based on the type of degree and differentiate systematically between

Bachelor (first degree) and Master (second degree), regardless of whether the degree was obtained

from a university/EPF, university of applied sciences, university of teacher education or a similar edu-

cational institution. In this case, the codes are as follows:

1 = Master’s degree

2 = Bachelor’s degree.

Tertiary: Higher vocational training (code 3)

3 = Higher vocational training with federal certificate, diploma or master craftsman diploma, diploma

awarded by a technical school (ET), PET college, engineering college (HTL), business administration

college (HWV), art and design college (HFG), institut d'études sociales (IES) or other comparable cours-

es.

Upper secondary (codes 4 to 6)

4 = Teaching certificate at various levels: primary teacher’s training college (for teaching at pre-school,

primary school, art and design, home economics) or equivalent

5 = Academic baccalaureate, vocational baccalaureate, specialised baccalaureate or equivalent

6 = Completed vocational training and education leading to a federal or cantonal certificate of proficiency,

full-time vocational school, upper secondary specialised school, VET programme (Federal VET certificate

– EBA) or equivalent

Compulsory schooling (codes 7 and 8)

7 = In-house vocational training not recognised by the State Secretariat for Education, Research and In-

novation (SERI).

8 = Compulsory schooling without professional qualification.



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4.2 Workplace data

In addition to personal data (age, sex, length of service, training), details of the function performed or

characteristics connected to workplace also need to be declared:

Function

Required level of professional skills (previously level of qualifications)

Professional position



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Function (job carried out)

Enter the title of the function or job carried out according to the functional specifications. When entering

the function, please check you have not made any typing errors. Otherwise, these are automatically rec-

ognised as two different functions and will be listed twice in the Logib file, job list sheet (see 5.4.1).

The functions do not flow directly into the analysis but are used for the allocation of both characteristics

connected to the workplace: “required level of professional skills” (previously level of qualifications) and

“professional position”. Unlike personal characteristics (training, potential years of employment, length of

service), when defining characteristics connected to workplace the focus is on the function of the employ-

ees.

For the definition of functions, in most cases a procedure which begins quite broadly and is subsequent-

ly refined as required is the quickest way to achieve the aim:

Jobs which essentially contain similar tasks and responsibilities are generally combined to form

one function. This deliberately ignores the fact that persons within such created functions may dif-

fer in terms of varying additional or ancillary tasks.

This broad function structure is used to classify the professional position and the required level of

professional skills for every function. Here it is sufficient to visualise a few function holders and

their key tasks (functional specifications, position in the company organigram/responsibility).

Finally, a check is carried out per function to see whether there are individual persons within a

function, who carry out tasks which are so significantly different to those performed by other func-

tion holders that a different classification of the professional position and/or of the required level of

professional skills seems appropriate.

In this case, a previously defined function (e.g. project manager) is divided into two or more func-

tions (e.g. junior project manager and senior project manager).

The functions are considered in the analysis using both characteristics connected to workplace: “required

level of professional skills” and “professional position”. These are explained further below.

Tip: Rather than classifying the characteristics connected to workplace for every person individually, it is

recommended that you define and classify the professional functions first. This means you can be sure

that employees who essentially have similar tasks and responsibilities are classified in the same way. In

principle, a function should have a classification with regards to skill level and professional position (e.g.

all employees with the function “project management” are classified as follows: skill level = 2, professional

position = 4). The functions are either already stored in your personnel information system or you should

refer to the details for the “job carried out” in the Swiss Earnings Structure Survey (SESS) (according to

the Swissdec standard).



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Required level of professional skills (previously level of qualifications)

The required level of professional skills (previously level of qualifications) is used to classify functions ac-

cording to the requirements of the task carried out. Classification can be based on the job profile and

functional specifications (tasks) and the skill profile (required skills) (please see the table on the next

page).

To record the skill level, you have two options:

Allocation before import of data into the Logib file by entry in the data list, column G, or

Allocation per function after import of data with a single mouse click in the automatically generated

function list in the Logib file, job list (see 5.4). If you have not carried out any such classifications,

we recommend this way of allocating the required level of professional skills in the Logib file.

Enter numbers 1 to 4 according to the following definitions:

1 = Demanding and most difficult work

2 = Very independent and highly-qualified work

3 = Professional and specialised knowledge required

4 = Simple and/or repetitive activities.

Tip: If you still use “level of qualifications” in your system (as was used in the Swiss Earnings Structure

Survey until 2010), you can use this data instead of the required level of professional skills (provided that

the allocations are up-to-date).

The following overview shows characteristic tasks, required skills and the qualification that is usually re-

quired per skill level:



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Skill level 1

(previously level ofqualification 1:extremely demandingand difficult tasks)

Characteristic tasks according to job profile:

Solving complex problemsDecision making based on broad factual and theoretical knowledgeAnalyses, research and developmentDiagnosis and remedyTransfer of knowledge

Required skills according to job profile:

IntellectualUnderstands complex doc-umentsAcquaintance with complexconcepts and issues

Psycho-socialOrganisation of complexinterpersonal situations

PhysicalWhere necessary copingwith physical stress

Qualification usually required: University, university of applied sciences

Skill level 2

(previously level ofqualification 2:independent andskilled work)


Complex technical or practical tasks requiring factual, technical or methodicalknowledge


IntellectualUnderstands complex doc-umentsCompilation of detailedreports

Psycho-socialOrganisation of complexinterpersonal situations

PhysicalWhere necessary copingwith physical stress

Qualification usually required: higher vocational training, university of applied scienc-es

Skill level 3

(previously level ofqualification 3:work requiring pro-fessional/technicalskills)


Using machineryUsing electrical appliancesDriving vehiclesMaintenance and repair of electrical and mechanical equipmentAcquainted with planning and storage of information


IntellectualReading and writingminutes and simple reportsSimple calculations

Psycho-socialRegular verbal communica-tion

PhysicalSpecific manual skills

Qualifications usually required: Vocational training, Baccalaureate, Vocational Bacca-laureate

Skill level 4

(previously level ofqualification 4:simple and repetitivetasks)


Simple repetitive tasksespecially of a manual or physical nature


IntellectualWhere necessary basicreading and writing skillsWhere necessary mentalstress due to monotony

Psycho-socialOccasional simple verbalcommunication

PhysicalPhysical strength andstaminaFine motor skills (precisemovements)

Qualifications usually required: Compulsory schooling, vocational training



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Professional position

The variable “professional position” records how much responsibility a function has. There are five levels

for professional situation (excluding management function; lowest, lower, middle, senior and higher man-

agement). In principle, a function should always have the same position in the organigram or hierarchy,

i.e. the same classification with regard to professional position.

Enter a number from 1 to 5 according to the following definitions:

Professional posi-tion 1

Senior and higher managementDirector or involvement in the management of the company:Shaping or helping to shape policy at corporate levelResponsibility or joint responsibility for the achievement of the company’s goalsCoordination of various management functionsResponsibility for policy and achievement of objectives in a specific area.


Middle management

Management of a department within the company, high level support roles:

Responsibility for the planning and organisation of a specific area

Involvement in the development of long-term action plans.


Lower management

Performance-oriented management of a sub-area, qualified support roles:Responsibility for carrying out tasks in own area of activityInvolvement in planning and organisation.


Lowest management

Supervision tasks according to specific instructions:

Supervision of work in progressOccasional involvement in planning and organisation.


No management function.

Tip: The professional position is primarily derived from the management hierarchy in the company, as

usually shown in the company’s organigram.

However, there may also be employees without management responsibility who have another specific

responsibility (e.g. specialist responsibility; responsibility for human life; responsibility for valuable, materi-

al or immaterial, goods). Such employees may accordingly be classified more highly than professional

position 5 (no management function).



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4.3 Data on the work-time percentage and wage

Data on the individual work-time percentage (i.e. the activity rate or the number of paid hours) and the

individual wage components (i.e. basic wage, allowances, the 13th monthly wage and special payments)

must be coherent for every single employee. Below you will find some examples of what to do in certain

cases:

Change in activity rate during the year: check whether the share of the 13th (14th or “nth”)

monthly wage, allowances and special payments was calculated correctly according to the activity

rate in the reference month2.

Change in basic wage during the year, e.g. in the case of a promotion: check whether the share

of the 13th (14th or “nth”) monthly wage was calculated correctly according to the activity rate and

the (new) function in the reference month.

Partial or complete absences during the month (illness, accident, maternity, military service,

etc. ) which result in a reduction in the wage paid:

The corresponding contractually agreed wage for the activity rate is given. This means that for an

activity rate of 100%, the normal (contractual) 100% wage is given (instead of a reduced wage

due to absences).

Entry or departure during the month due to unpaid leave or following an entry or departure: the

corresponding (contractually) agreed wage for the activity rate is given3. Also check whether the

share of the 13th monthly wage and the special payments corresponds with the activity rate (see

first point).

4.3.1 Work-time percentage (activity rate, number of paid hours)

The work-time percentage is

Recorded for employees paid monthly in column I of the Excel data list,

For employees paid hourly in column J of the Excel data list.

For each employee, please only fill in one of the columns.

2Example for a person who reduced their activity rate as of 1st October from 100% to 80%. If you have chosen October as the

reference period, the share of special payments for this month is: [annual amount of special payments/((9*100)+(3*80))*80]. The

amount is thus divided by 9 months at 100% and 3 months at 80% and then multiplied by the activity rate in the reference month,

which in this case is 80%. If the reference month were September, the share would be: [annual amount of special pay-

ments/((9*100)+(3*80))*100]. For the 13th monthly wage, it is sufficient to divide the basic wage of the reference month by 12.3

Example for a person who entered their job in the middle of the month with an activity rate of 80%: enter 80% as the work-time

percentage and the contractual monthly wage for the 80% job.



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Employees paid monthly: activity rate

Enter a decimal number. This number should correspond to the contractual activity rate (i.e. without any

extra hours or overtime, as the basic wage and all other wage components are indicated without the pay-

ment of any overtime).

In the case of short-time work due to partial unemployment, enter the actual activity rate during the ref-

erence month (because in this case the basic wage and all other wage components are indicated accord-

ing to the actual activity rate excluding any compensation for short-time work).

Reminder: if there is an entry in column J, “paid hours” (for employees paid monthly), the number “0”

should be entered in column I “activity rate”.

Employees paid hourly: hours paid in the reference month

Enter a decimal number. This number should correspond to the number of hours paid by the company in

the reference month.

Hours that should be included:

Hours worked and paid in full (excluding overtime hours)

Fully paid “lost” hours e.g. due to a doctor’s appointment, military service, vacation, absence

due to accident or illness, etc.

The following should not be included:

Overtime

Hours paid out through short-time working compensation from unemployment insurance pay-

ments.

Reminder: if there is an entry in column I “activity rate” (for employees paid monthly), the number “0”

should be entered in column J “paid hours”.



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4.3.2 Wage, wage components

For the standardised analyses in the Confederation’s procurement, the following four wage components

are entered (the proportional amount for the reference month or one twelfth of the annual amount):

Basic wage (including regular wage components, including proportion of fringe benefits and par-

ticipation rights)

13th monthly wage

Statutory allowances for night work and Sunday work and other extra pay for difficult working

conditions (e.g. shift work, on-call service, other hardship allowances)

Special payments which are paid unregularly.

However, the following are not to be entered:

Family and child allowances

Seniority gifts, loyalty premiums

Remuneration for overtime

Payments in lieu of vacation

Further training paid by the employer

Reimbursement of expenses

Severance pay

Marriage allowances

Contributions to relocation expenses

Short-time working compensation payments from unemployment insurance

The wage components to be entered will be explained separately below.



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Basic wage

Employees paid monthly:

Please indicate the basic wage paid in the reference month corresponding to the work-time percentage

entered in the column “activity rate”.

E.g. Person A, full-time: activity rate= 100%, basic wage = CHF 6,000 / month

E.g. Person B, part-time: activity rate = 25%, basic wage = CHF 1,800 / month

If a person did not receive their full wage for the reference month due to unpaid leave or entering or de-

parting from the company, the basic wage and all other components should be entered in accordance with

the specified activity rate for the full month.

The gross amount of the basic wage including regular wage components, fringe benefits and participation

rights must be entered. This means including:

The amount of social contributions (compulsory and above-minimum contributions) paid by em-

ployees (AHS/AI, APG, AC, AANP, occupational pension plan)

Where available: regular variable wage components for the reference month (e.g. function allow-

ances, tips, premiums related to work carried out, commissions, shares of turnover etc.). Should

this number vary significantly between individual months, an average value should be given (a

twelfth of the annual amount.)

Where available: Fringe benefits (wage statement, 2.1-2.3) and participation rights (wage state-

ment, 5), each at a twelfth of the annual amount.

However, this is excluding:

Extra pay for difficult working conditions (allowances for shift/ night/ Sunday work; these are en-

tered separately in the “allowances” column).

Pro rata 13th (14th, etc.) monthly wage (this is entered separately in the “13th monthly wage”

column).

Special payments such as bonuses which are paid on an irregular basis (annually or half yearly)

(these payments are entered separately in the “special payments” column)

Remuneration for overtime

Family and child allowances


Reimbursement of expenses

Seniority premiums

Short-time working compensation payments from unemployment insurance.



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Employees paid hourly

Please indicate the basic wage paid in the reference month corresponding to the number of working hours

entered in the “Employees paid hourly: hours paid in the reference month” column.

E.g. Person C: Number of paid hours = 50 hours, hourly wage = CHF 35 / hour,

Basic wage = 50 * 35 = CHF 1,800 /month

The gross amount of the basic wage should be indicated.

The following should not be included:

Pro rata 13th (14th, etc.) monthly wage (this is entered separately in the “13th monthly wage”

column

Compensation for short-time work paid by unemployment insurance.

Compensation for holidays and public holidays:

Depending on whether you enter the usual working hours for employees paid hourly gross or net (i.e. in-

cluding or excluding holidays and public holidays), you need to enter the basic wage and all other wage

components for employees paid hourly with or without compensation for holidays and public holidays (see

5.2, Usual annual working hours field: gross or net?):

Usual annual working hours = “gross” means: you enter the usual annual working hours including

holidays and public holidays. In this case, you must indicate all wage components excluding sup-

plements for holidays and public holidays for employees paid hourly.

Usual annual working hours = “net” means: you enter the usual annual working hours excluding

holidays and public holidays. In this case, you must indicate all wage components including sup-

plements for holidays and public holidays for employees paid hourly.

Allowances

Enter one twelfth of the annual gross amount of the statutory allowances for night and Sunday work and

other extra pay for difficult working conditions.

This does not include remuneration for overtime, compensation for short-time work.

Tip: For employees who have been working at the company for less than a year, enter the monthly aver-

age since their entry to the company.



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13th (14th, etc.) monthly wage

Please indicate as the 13th, 14th, etc. monthly wage the proportional gross amount corresponding to the

activity rate (or numbers of hours paid or employees paid by the hour) in the reference month (e.g. a

twelfth, i.e. 8.33% of the basic wage in the reference month if the 13th monthly wage equal to one month’s

full pay is paid).

E.g. Person A, full-time basic wage = CHF 6,000 / month,

13th monthly wage (proportion in reference month) = 6, 000 / 12 = CHF 500.

See the introduction to section 4.3 for the procedure to follow in case of absences without payment of

wage (entry or departure from job during the reference period, unpaid leave).

Special payments

Please indicate the proportional gross amount of the special payments for the reference month (1/12 of

the annual amount). Special payments are payments linked with work performance and are paid out un-

regularly (e.g. bonuses, gratuities, and profit sharing).

This does not include:

Remuneration for overtime, short-time working compensation payments


Severance payments, marriage allowances, contributions to relocation expenses.

As these are usually annual or semi-annual payments, please indicate the proportionate amount for one

month of work (for the activity rate in the reference month).

4.3.3 Entering varying usual working hours

Usual weekly working hours in company

There are two ways to enter the usual working hours in hours per week for employees paid monthly:

1. Flat-rate entry for the company in Logib file: see 5.2, field Usual weekly working hours in refer-

ence month

2. If necessary: Varying usual working hours for individual sites or groups of employees: if the

usual weekly working hours for certain employees paid monthly differ from those for the entire

company, enter the usual working hours in hours per week for an activity rate of 100% in the data

list, column O.



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Usual working hours in the reference year

For employees paid hourly (see section 5.2), there are two ways to enter the usual working time in

hours per year for employees paid hourly:

1. Flat-rate entry for the company in the Logib file: see section 5.2, field Usual working hours in the

reference year

3. If necessary: Varying usual working hours for individual sites or groups of employees: if the

usual number of hours per year for certain employees paid hourly differ from those for the entire

company, enter the usual working hours in hours per year for an activity rate of 100% in the data

list, column P.

Tip: For both variants, please read the explanations on flat-rate entry: Entry of usual working hours, gross

or net (5.2, field usual working hours: gross or net?).



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4.4 Statistical population (employees with special employment contracts)

Statistical population

The “statistical population” column defines which employees are included in the analysis and which ones

are excluded or not considered.

1 = "Normal" employment contract (normal case, included in the Logib analysis)

For employees with special employment contracts, please indicate the follow codes:

2 = Apprenticeship

3 = Traineeship

4 = Expat (employee workplace abroad, contract with Swiss enterprise)

5 = Other reason4

IMPORTANT:

Employees assigned a 1 are included in the Logib analysis.

Employees assigned numbers 2 to 5 are excluded from the analysis.

Empty fields or missing details in the statistical population column are interpreted by Logib as a 1 (inclu-

sion).

If you are carrying out the Logib analysis for a self-declaration in the scope of procurement, please contact

the helpline if you have any questions about any other possible reasons for exclusion (code 5).

4.5 Remarks (special cases)

This is where you can enter your notes and remarks on individual employees.

4Exclusions include, for example, invalidity insurance recipients whose performance in their current job is limited and who thus

receive a reduced wage (e.g. if settling-in allowances or wage bill contributions are granted or they receive active assistance from a

job coach).



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5 Importing the data list into Logib

After you have completed and saved the data list “Datalist_e.xlsx” following the explanations given in sec-

tion 4, you now need to import the data into the Logib file and then enter the remaining company infor-

mation (see screenshot on the following page and the explanations given in section 5.1 et seqq).

5.1 Opening Logib

1. Before opening Logib, ensure that the macros are either enabled or that they are disabled and that you

will receive notification allowing you to enable them.

Tip: In more recent versions of Excel you can find the Macro Settings here:

File => Options => Trust Center => Trust Center Settings => Macro Settings

We recommend using the setting: “Disable all macros with notification”. Alternatively, there is also the

following option:

View => Macros => View Macros (please also refer to information on the technical requirements and

macro settings in FAQ 8.2.2 and 8.2.3).5

2. Open the Logib file “logib_Version_3.0.xlsm” in Microsoft Excel (see section 3 for further information on

downloading the file from the internet).

3. After opening the Logib file, click “OK” to confirm that you accept the licence agreement and

acknowledge the disclaimer. You should now see the Logib title page.

4. If you receive a security warning above the bar, select “activate content” (see FAQ 8.2.3).

5. Logib is available in four languages: German, French, Italian and English. Select the preferred lan-

guage in the “language selection” window (yellow field; see the screenshot on the next page). Click

on “Move on to the introduction”.

6. You will be directed to the next worksheet “intro” which contains general information on Logib and the

technical requirements. Then click on “Continue to enter general information” (see next section

5.2).

5Contact your IT department if macros are disabled in principle in your company.



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Logib file, title page:



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Logib, “data_head” sheet:



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5.2 General information on the company

Before you can import the data list in Logib, you need to enter some company and data information in the

“data_head” sheet under “1. General information” (see screenshot on the previous page). Please

complete the following fields:

Reference month: Indicate the month and year from which the employee data originated.

Company size: Indicate the number of employees to be entered.

Usual weekly working hours in the reference month: Indicate the number of hours per week for a full-

time position (100% activity rate).

Tip: Any varying usual weekly working hours can be entered for individual employees or groups of

employees in the Excel data list (see section 4.3.3, column usual weekly working hours in the com-

pany).

Employees paid hourly: Indicate whether you have employees who are paid hourly: complete the field

“Enter paid hours for employees paid hourly?” (Yes/No).

If you choose yes, please complete the following additional information for employees paid hourly:

Usual annual working hours in the reference year: Indicate the number of hours per year.

Tip: Any varying usual weekly working hours can be entered for individual employees or groups

of employees in the Excel data list (see section 4.3.3, column usual annual working hours in the

reference year).

Usual annual working hours: gross or net? Indicate whether or not the usual annual working

hours include holidays and public holidays. The corresponding supplements should be entered

or deducted in the wage components accordingly. In this way:

“Gross” means: Enter the usual annual working hours including holidays / public holidays.

=> In this case, you need to enter all wage components excluding holiday and public holi-

day supplements for employees paid hourly.

“Net” means: Enter the usual annual working hours excluding holidays / public holidays.

=> In this case, you need to enter all wage components including holiday and public holiday

supplements for employees paid hourly.

Tip: Please also refer to the explanations for entering wage components (section 4.3.2, column

“basic wage”, “supplements”, “13th monthly wage”, “special payments”).

Data importing and all further steps are explained in sections 5.3 to 6.



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5.3 Importing data

After you have entered the general company information (as explained in section 5.2) you need to import

the completed data list into the Logib file. Please follow the steps below:

1. Click in the “data_head” sheet under “continue” on the first button: 6

“Import data from list (Excel, Text, see Datalist_e.xlsx)”.

2. Indicate the formats used for your data concerning:

Year of birth: year of birth (e.g. 1982), date of birth (e.g. 24.03.1982) or age in the reference

month (e.g. 23)

Years of service: year of entry (e.g. 2000), date of entry (e.g. 01.06.2000) or number of years of

service in the reference year (e.g. 5)

The codes, 1 for male and 2 for female, have been pre-programmed.

3. Next, click on “Start import” and select the Excel data list file you have prepared with the employee.

The file must be saved and closed beforehand for importing.

4. After importing the data, two new worksheets will open in Logib, the “data_form” sheet with the

imported data and to the right of this an additional sheet called “joblist”. The job list sheet serves to

allocate the required level of professional skills using the function list (see section 5.4).

Logib, “dataform” sheet after importing the data list:

6The second button “import data from form with head data” (Exportform_d_....xlsx)” is not needed when entering data for the first

time. It is intended for the re-reading of data which has previously been exported from a Logib file, see FAQ 8.3.



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Tip:

You can only import one file. If you wish to analyse several files together, combine these into a single

file prior to importing.

As soon as the import has finished, you can revise and add to data in the “data_form”. However, you

can no longer delete lines.

5.4 Allocation of the skill level in Logib using the function list

Instead of entering the skill level in the Excel data list before import into Logib (entry in the data list, col-

umn G, “required level of professional skills”), you may allocate the skill levels with a single mouse click

per function after importing the data list into Logib. To complete or edit the function list after importing the

data, click on the “joblist” sheet (to the right of the “data_form” sheet). Follow the steps described in the

following section (5.4.1.).

5.4.1 Creating or editing the function list using the “joblist” sheet

If you wish to allocate skills levels per function by the click of a mouse, you firstly need to import the data

list into Logib file (see section 5.3).

After importing the data, an additional sheet will open next to the “data_form” (which contains information

from the imported data list), the “joblist” sheet. The job list sheet services to allocate the skill level using

the function list. Follow the steps below to allocate the skill level (please also see the screenshots on the

next page):

1. Click on the “joblist” sheet. This contains a list which contains all the functions entered in the data

list (see column C).

2. To allocate skill levels, click once with your mouse on the corresponding field in columns E-H. Fol-

lowing your entry, a cross appears in the selected column and the corresponding code appears in

column B (e.g. code 2, if you clicked on skills level 2).

3. After entering the skills level for every function you can

- Change, delete or re-enter allocations

- Sort the function list and/or

- Export and re-import a full list (see section 5.4.2)

4. When you have completed the list in full, return to the “data_form” and check the data. You will

find classifications of the skills levels according to the “joblist” in the” data_form” in column H.

5. You can enter any manual skill levels classifications in the “data_form” in column G, “import skills

level/manually”. These override the classifications made according to the function list in the “job-

list”.



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Tips:

If you wish to change a classification, click once in the corresponding field beside it.

You can delete an incorrect entry with a double click.

Once you have entered all skills levels with a mouse click (cross), you can then sort the list. To do

this, use the button “Sort by skill level” or (after sorting by skill level) “Sort by function”.

For allocation of functions to the skills levels, please also refer to the explanations and definitions on

characteristics connected to workplace in section in section 4.2.

Example of a partly completed function list (Logib file, “joblist”):



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Allocate skill levels: click once on the corresponding field in column E, F, G or H:

5.4.2 Exporting and importing skills levels from the list

If you have already created a function list, you can export, save and, if needed, re-import this list again for

a new Logib analysis (see screenshots).

To do so, in the “joblist” click on the “export function list” button. The file will be saved with the title “Job-

list_e_XXX.xlsx” and can be re-read after processing using the “import function list” button.

Export, import funtion list and other functions:

Click once with yourmouse=> “X” appears and

... all employees with this function are automat-ically allocated the code for the correspondingskill level.



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Example exported function list, file: “Joblist_e_XXX.xlsx”



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6 Checking data and starting the analysis

6.1 Checking data

As soon as you have fully completed all the information, check all data again in the “data_form”.

Example of an incomplete data set (Logib, data_form):

1. After importing the data, check the imported data in the “data_form”. In column V, filter variables

you can see whether a person’s data is valid or may be used for the Logib analysis:

- Valid cases or lines are marked with a 1, invalid lines with 0.

- For invalid cases, a distinction must be made between:

A) Cases which do not form part of the statistical population. These are coded in column S, sta-

tistical population with a value from 2 to 5 (e.g. apprenticeship, code 2) and are excluded from

the analysis. These cases contain a 0 in column V and do not need to be corrected.

B) Cases which form part of the statistical population (column S, statistical population = empty

or 1): If this is the case please check the data in columns A to R (see point 2) and ensure that

any missing data is completed or any invalid information corrected. For this purpose, please re-

fer to the explanations regarding the individual columns in section 4.



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2. Yellow highlighted cells in columns A to R indicate entry errors or data to be checked specifically.

Correct or amend the data if required. Please consider the following:

For the wage components “basic wage”, “allowances”, “13th monthly wage” and “special pay-

ments” (columns M to P), cells are highlighted in yellow if you have left these empty instead of en-

tering a 0.

- If all four cells are empty, the filter variable (column V) contains a 0 and the case is excluded.

Amend the wage data if you would like this person to be included.

- If a figure has been entered in at least one of the columns “basic wage”, “allowances” or “spe-

cial payments”, Logib does not exclude these persons from the analysis (in this case Logib au-

tomatically attributes a 0 to the empty cells).

As regards the work-time percentage, one of the columns K or L, “activity rate” or “hours paid”

must contain a valid entry. These are also highlighted in yellow if one field or both fields are emp-

ty.

- If both fields are empty, the filter variable (column V) contains the value 0 and the case is ex-

cluded. Add work-time percentage data in one of the columns if you would like this person to

be included.

- If one field is empty, this is also highlighted in yellow but does not need further attention.

- If you have made an entry in both fields, Logib uses the first entry in column K, activity rate.

The second entry highlighted in yellow in column L, paid hours, is not considered.

Column I, “Skill level for analysis” is highlighted in yellow if the skill level in column G “import skill

level/manually” has been allocated manually and this value differs to the value entered in column

H in accordance with the function list from the “joblist” sheet (please also refer to the explanations

in section 5.4).

3. Column U, “Gross wages standardised for 40 hours”, contains the full-time, standardised wage

(40 hours per week) calculated by Logib using the data in columns K to P. This is highlighted in or-

ange if the standardised wage is lower than CHF 1,500 per month. Cases with a standardised wage

below CHF 1,500 are automatically excluded from analyses, i.e. the filter variable in column V is set

to 0.

4. Columns W and X may be completed but this is not mandatory. These are calculated by Logib.

You will find an example of a completed and corrected data set in the screenshot on the following page.

Cases which do not form part of the statistical population and are excluded from the analysis are high-

lighted (see, for example, apprenticeship, key number 8 in line 21).



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6.2 Starting analysis

1. When you have checked all the data and made corrections where necessary, click on “Start analy-

sis”. A notification will appear about the number of valid data sets, informing you that the data can no

longer be changed following the analysis. Click on “OK” to confirm. Depending on the amount of data,

the analysis may take a few seconds or minutes.

2. Wait until a notification appears confirming that the analysis has finished. Click on “OK” again to con-

firm. You will be taken directly to the results “rpt_fazit” (see section 7).

Tips:

After the analysis, if necessary you can correct and re-analyse your data in the “data_form”

sheet. However, this will erase the existing analysis. For this reason, make sure you save the

Logib file beforehand under a new name.

Alternatively, you may also export the data (see the “export data” button), edit the export form

and then re-import it into Logib again (see FAQ 8.3, point 2, Importing data from form with head

data).

Example of a completed and revised data set (Logib, data_form):



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7 Interpreting the analysis

After the analysis, you will be taken directly to the results sheet “rpt_fazit”. This contains the most im-

portant Logib results and is explained in further detail in section 7.1, Interpreting the results sheet (results

of the regression analyses).

On the right you will find further worksheets and analyses, “rpt_regr2_1” et seqq. These contain addi-

tional key figures and graphics (see section 7.2). These are also listed at the bottom of the results sheet

and the links are directly embedded (see screenshot).



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Example of Logib file after analysis, results sheet “rpt_fazit” (with zoom):



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7.1 Interpreting the results sheet (results of the regression analyses)

The results sheet (“rpt_fazit”) contains the results from both Logib regression analyses. As standard, only

the result from standard regression is shown, which is seen from the perspective of the Confederation’s

procurement as the decisive result (see screenshot on the next page).

The result of the PQ regression can be shown by pressing the “+ Regression pq” button.

In addition to sex, this result takes into consideration differences in personal qualification characteristics

(human capital) but not differences in characteristics connected to workplace (required level of profes-

sional skills and professional position).

The most important results and key figures for standard regression will be explained below (for explana-

tions on all key figures, see FAQ 8.4).

Explanations for the lines

In the table you will find:

How much less (or more) women earn than men when differences in personal characteristics and

characteristics connected to workplace are taken into consideration (= unexplained, gender-specific

wage difference; 4th line).

Whether wage equality in a narrower sense is observed (5th line).

Whether wage equality is observed as regards the 5% tolerance limit that applies in procurement (5th

line).

R2

and interpreting R2: the closer R

2is to 1, the better wage differences in the company can be ex-

plained by factors considered in the model (7th and 8th line).

The number of valid observations (15th line): to ensure the results are meaningful, usually 50 valid

observations are required.



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Example of Logib results sheet “rpt_fazit”



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7.2 Interpreting tabular analyses and diagrams (results of descriptive statistics)

You will find the results of the descriptive Logib analyses in the sheet “Tabular analyses and diagrams”

(Excel sheet “rpt_regr2_1”) and in the following Excel sheets.

The sheet “rpt_regr2_1” provides in the upper table an overview of the distribution of men and wom-

en by the explanation factors used in the regression analysis (see section 7.1). In particular, the

overview offers information about the total number of women and men used as the basis for the anal-

ysis (4th line) and the average, full-time standardised gross wage and the percental wage difference

between men and women (20th line; see screenshot on the next page).

The second table halfway down sheet “rpt_regr2_1” puts the standard regression result in relation to

the average wage difference. The “part explained by gender” corresponds to the discrimination coef-

ficients divided by the average wage difference (as a percentage and given in CHF).

In the diagram towards the bottom of the sheet “rpt_regr2_1”, the dots show the actual compared

with the calculated (predicted) wage for every employee. If a dot lies on the straight line, the actual

wage corresponds to the predicted wage. If a dot lies above the line, the actual wage is higher than

the predicted wage (positive outlier). If a dot lies below the line, the actual wage is lower (negative

outlier). In a theoretical, ideal case, all dots would lie on the straight line. Small deviations from these

ideal straight lines are normal, while greater deviations are indicative either of data errors, outliers or

possible discrimination of individual persons (please also refer to section 7.3).



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Example of Logib results, descriptive statistics, “rpt_regr2_1”:

All of the following sheets (“rpt_regr2_2” to “rpt_regr2_7”) contain descriptive analyses and diagrams

for these characteristics: age, training, professional experience, length of service, required level of

professional skills and professional position.

7.3 “data_form” sheet: explanations for column X

Column X in the sheet “data_form” indicates the percental deviations of the actual, full-time standardised

wages (40 hours per week), (column U) in comparison with the wages calculated by the Logib model (col-

umn W):

A positive value means that the actual wage is higher than the calculated wage, while a negative value

means that the actual wage is lower than the calculated wage.

Values with deviations of more than 20% are marked in red.

This information may alert you to any outliers, i.e. employees who earn considerably more than other em-

ployees with comparable qualifications (measured against the Logib explanatory factors; please also see

the figure “Actual and predicted wage” in the sheet “rpt_regr2_1”, bottom).



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8 FAQ

8.1 Which legal entity is binding for submission of a self-declaration inprocurement?

For the submission of the self-declaration, the lowest independent legal entity which carries out the con-

tract as the business unit is binding. An independent legal entity is an operating unit with an independent

legal corporate form (e.g. AG, GmbH), (e.g. this also includes a company subsidiary). This does not in-

clude places of operations, branches, branch offices, affiliates, business units etc., where these do not

have an independent legal corporate form. The same distinction applies for checks regarding the observa-

tion of wage equality in the area of procurement by the Federal Office for Gender Equality (FOGE).

For the calculation of the number of employees, all persons who are paid a wage by the company at the

time of the self-declaration are included. This includes both permanent and temporary employees, full-

time and part-time employees, employees paid hourly and cross-border commuters.7

8.2 Logib functional requirements

8.2.1 What are the requirements for Logib?

The functional requirements of Logib are the following:

The availability of all required data on wages and the different factors taken into consideration inthe analysis (personal characteristics and characteristics connected to workplace) for all employ-ees.

A minimum of 50 employees, with at least a 10% share of either men or women.

8.2.2 What are the system requirements for Excel?

Logib is a Windows application that runs in Microsoft Excel. The supported Excel versions are:

Excel 2007, Excel 2010, Excel 2013 and Excel 2016

It is recommended to use a version of Excel that has been updated with the latest Service Pack. Use of

Beta or Test versions of Excel is not suggested.

Supported languages: German, French, Italian, and English.

Country setting (Windows): Switzerland.

7 See the following link (information available in French/German/Italian:https://www.bkb.admin.ch/bkb/de/home/hilfsmittel/selbstdeklarationen-bkb.html



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8.2.3 How do I configure the macro security level?

For Logib to work you must enable, at least temporarily, the use of macros. Depending on the version of

Excel you are using, there are different ways to change your settings in the menu:

Excel 2007 and 2010

There are four options for configuring macro security in the menu “Macro development/Macro security

/Macro parameters”:

1. Disable all macros without notification

2. Disable all macros with notification

3. Disable all macros except digitally signed macros

4. Enable all macros

If the first or third option is selected, Logib will not work and you will not receive a message asking you to

activate the content.

Solution: Choose the second or fourth possibility, close Excel and reopen the file you have downloaded.

If the second option is selected, a security warning will appear above the entry bar. If you are us-

ing Excel 2007, click on the “Options” button, then in the dialog box click on “Enable content” and

then on “OK”. If you are using Excel 2010, just click on “Enable content.

If the fourth option is enabled, everything is ready for Logib to work.

Excel 2013 and 2016

Use the same macro security settings as described above for Excel 2010. You can adjust the settings by

selecting:

“File/Options/Trust Center/Settings for the Trust Center/Macro Settings”.

8.3 How can I import data?

The following options can be used to load the Excel form into the program:

1. Import data from list (Excel, text, see Datalist_e.xlsx)

This function may be used to load data into Logib for the first time. Follow the steps described in sec-

tion 5.3 for importing.

2. Import data from the form with head data (Exportform_e_....xlsx)

This function may be used to re-load data which has previously been exported from a Logib file.



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See Logib file, “data_head”, bottom:

After importing the data, continue onto the explanations in section 5.4 et seqq.

8.4 What do the other key figures in the Logib results sheet mean?

The Logib results sheet shows the findings and the statistical key figures from both Logib regression

equations, PQ regression and standard regression:

As standard, only the results from standard regression are shown after the analysis. From the

perspective of the Confederation’s procurement, these are considered the decisive results.

The results from the PQ regression can also be shown by pressing the “+ Regression pq” button.

In addition to sex, the PQ regression takes into consideration differences in personal qualification

characteristics (human capital) but not the differences in characteristics connected to workplace

(required level of professional skills and professional position).

If the results of the PQ regression are shown, these are contained in the second column and the results of

the standard regression in the third column (see the screenshot on the next page).

The input factors, key figures and results of the hypothesis tests can be found in the lines for each regres-

sion.

Explanation for the columns:

Second column (hidden as standard) = results of the PQ regression in which only individual charac-

teristics such as training, professional experience and years of service are considered (for interpreta-

tion, please also refer to FAQ 8.5).

Third column = results of the standard regression in which job related characteristics (level of qualifi-

cations and professional position) are also considered = indicator for the observation of wage equality

in a narrower sense.



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Explanation for the lines:

Line 1: On the left you will find details of the Logib version and on the right you will see the “+ Re-

gression pq” button to display the results of the PQ regression (see above).

Lines 2 to 3: Indication as to what type of regression the results relate and which explanatory factors

are considered in the regression equations (in addition to sex).

Example, Logib results sheet “rpt_fazit”, results of the PQ regression and standard regression

Line 4: How much less (or more) do women earn than men when differences in the explanatory fac-

tors in line 3 (= unexplained, gender-specific wage difference) are taken into consideration. The value

corresponds to the “discrimination coefficient” (see line 10), converted into percentage difference.

Line 4: Is wage equality in a narrower sense observed? (= result of the two-tailed t-test which verifies

whether the “discrimination coefficient” varies in a statistically significant way from 0, see lines 22 to

26):

- Wage equality in a narrower sense “observed” means that there is no statistically significant un-

explained wage difference between women and men.



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- Wage equality in a narrower sense “not observed” means that there is a statistically significant

unexplained wage difference between women and men. There is a suspicion, justified by statisti-

cal methods, that wage equality in accordance with the Gender Equality Act has been violated.

Line 6: Is wage equality observed as regards the 5% tolerance limit applied in procurement by the

Confederation? (= result of the one-tailed t-test which verifies whether the “discrimination coefficient”

is significantly smaller than -0.05 (if negative, then women earn less than men with otherwise equiva-

lent qualifications) or statistically significantly greater than 0.05 (if positive, then women earn more

than men with otherwise equivalent qualifications, see lines 27 to 31).

Lines 7 to 8: Coefficient of determination (R2) and interpretation of R

2(“R squared”). R

2is a meas-

urement for the quality of adjustment of the regression model. It does not refer to gender-specific

wage equality, but stands for explanatory power overall. The R2value lies between 0 and 1 (or 0 and

100%) and indicates which part of the variance (distribution) of the wages can be explained by the

model. In general: the higher the R2

value, the better wage variability in the company is explained by

the factors considered in the model.

Line 10: “Discrimination coefficient” = coefficient of the variable for gender (if negative, this means

that women earn less than men with otherwise equivalent qualifications; if positive, this means that

women earn more than men with otherwise equivalent qualifications).

Line 11: Standard error of the discrimination coefficient.

Lines 12 to 14: Number of entered data sets in total (line 12), of which belong to the statistical popu-

lation (line 13) and of which do not belong to the statistical population (line 14).

Lines 15 to 17: Number of valid data sets included in the analysis (line 15), of which women (line 16)

and men (line 17). To ensure the results are meaningful, around at least 50 valid cases are required.

The greater the number of employees and the more balanced the male/female ratio, the more reliable

the results.

Line 18: Degrees of freedom. Degrees of freedom (df) are a statistical measure and depend on the

number of independent observations (parameters or regressors considered) in the regression equa-

tion: df = number of valid cases (observations) minus the number of regressors minus 1.8

Lines 22 to 26: Key figures from the two-tailed t-test which verifies whether the “discrimination coeffi-

cient” varies in a statistically significant way from 0; please also see line 5.

Lines 27 to 31: Key figures from the one-tailed t-test which verifies whether the “discrimination coeffi-

cient” is statistically significantly smaller than -0.05 (negative sign) or statistically significantly greater

than 0.05 (positive sign); please also see line 6.

8Number of regressors = 12 in standard regression (i.e. one coefficient each for sex, years of training and years of service, two for

potential years of employment, three for skills levels and four for professional position).

As regards the specification of both Logib regressions, please also see the method description:

http://www.ebg.admin.ch/dokumentation/00012/00194/00205/index.html?lang=en



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8.5 How should I interpret the PQ regression results?

If the unexplained wage difference calculated by the PQ regression is considerably higher than the differ-

ence calculated using standard regression, this means that with equivalent qualifications (training, length

of service and potential professional experience), women are underrepresented in more demanding jobs /

jobs with greater responsibility.

This additional information will help you to identify possible employment discrimination which is also pro-

hibited by the Gender Equality Act.

logib – step-by-step - admin.ch · logib – step-by-step ... ny’s workforce structure and wage...

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