Enter Workforce Pay Data
Use direct hourly rates, or leave mean pay blank and let the calculator derive it from payroll and total paid hours.
Example Data Table
This sample helps HR and People Ops teams understand how to structure inputs before running a real workforce review.
| Department | Male Mean | Female Mean | Male Median | Female Median | Male Count | Female Count | Male Bonus | Female Bonus |
|---|---|---|---|---|---|---|---|---|
| Engineering | 42.50 | 39.40 | 40.20 | 38.10 | 36 | 18 | 4200 | 3600 |
| Sales | 34.80 | 33.60 | 31.70 | 31.10 | 22 | 25 | 5100 | 4700 |
| Operations | 27.90 | 26.80 | 26.20 | 25.70 | 19 | 21 | 1800 | 1650 |
| Support | 23.40 | 23.10 | 22.60 | 22.50 | 14 | 20 | 900 | 880 |
Formula Used
Mean Pay Gap
((Male Mean Pay - Female Mean Pay) / Male Mean Pay) × 100
Median Pay Gap
((Male Median Pay - Female Median Pay) / Male Median Pay) × 100
Bonus Gap
((Male Average Bonus - Female Average Bonus) / Male Average Bonus) × 100
Pay Parity Ratio
(Female Mean Pay / Male Mean Pay) × 100
Derived Mean from Payroll
Total Payroll / Total Paid Hours
Annualized Difference
(Male Mean Pay - Female Mean Pay) × Annual Work Hours
How to Use This Calculator
- Enter a currency symbol or code for the report.
- Add male and female employee counts for the comparison group.
- Enter mean hourly pay directly, or use payroll totals and paid hours.
- Add median pay and bonus values for deeper analysis.
- Set annual work hours to estimate yearly differences.
- Click the calculate button to show results above the form.
- Use CSV for spreadsheets and PDF for shareable reporting.
Frequently Asked Questions
1) How is gender pay gap calculated?
Subtract female pay from male pay, divide by male pay, then multiply by 100. Use mean or median hourly pay. A positive result means men earn more. A negative result means women earn more.
2) Is gender pay gap the same as equal pay?
No. Equal pay compares pay for the same or equivalent work. Gender pay gap compares average earnings across groups. A business can comply with equal pay law and still have a wide overall pay gap.
3) Why should HR review both mean and median pay gaps?
Mean pay is influenced by very high earners. Median pay shows the middle point and often reflects the typical employee experience better. Reviewing both helps identify whether leadership concentration is shaping the gap.
4) Should bonus pay be included in the analysis?
Yes, when bonus programs materially affect total rewards. Bonus gaps can reveal inequities in commission access, leadership incentives, or discretionary awards that are not obvious from hourly or salary pay alone.
5) Can payroll totals and paid hours replace direct average pay inputs?
Yes. This calculator can derive mean hourly pay from payroll divided by paid hours. That approach is useful when HR has payroll extracts but does not yet have a cleaned average pay dataset.
6) What does a negative pay gap percentage mean?
A negative result means the female value is higher than the male value for that metric. For example, a negative mean pay gap means women earn more on average in the selected comparison group.
7) How often should organizations calculate the pay gap?
At minimum, review it annually. Quarterly reviews are better when headcount shifts quickly, bonuses are frequent, or promotion cycles strongly affect pay. Regular tracking makes corrective action faster and more measurable.
8) Which employees should be included in the dataset?
Use a consistent workforce scope. Include comparable employees in the same region, pay structure, and reporting period. Document exclusions clearly, especially for contractors, temporary staff, or employees on unusual leave arrangements.