The world-class analytics platform built for you.
Make data driven decisions effortlessly with our innovative platform. Designed to adapt to your unique needs, it empowers your team to focus on what truly matters people and growth.

Why businesses partner with us
Growth
Reduce retention costs, ensure business continuity, and leverage skills as a competitive advantage.
Agility
Encourage cross-functional collaboration, drive innovation, and stay ahead of the competition.
Retention
Ensure equal access to opportunities and career advancement for all talent.
Future-proofing
Gain full data visibility to future-proof your organisation and drive informed decision-making.
Innovation
We stay ahead of innovation by embracing new technologies, refining our platform.
Bird's eye view of our platform features
Talent management teams often struggle with guesswork due to a lack of actionable data, hindering talent retention, employee engagement, and productivity. Equitabl empowers organisations with the tools to foster equity, inclusion, and data-driven decision-making. By seamlessly integrating fairness into hiring, promotions, and operations, we help create a workplace culture where every voice is valued, and decisions reflect true equality.
EU reporting
With tools to generate compliance-ready reports, visualise gender pay gaps, and implement corrective actions.
Payroll dashboard
Gain insights into payroll data to drive informed decision-making and strategic planning.
Workforce planning
Anticipate and prepare for future workforce needs to effectively meet organisational goals.
WGEA reporting
Automatically collect and validate data from your HRIS and payroll systems, and generate WGEA-compliant reports.
Skills map
Analyse and address pay disparities across gender, race, and other demographic factors.
Intersectional pay gap
Analyze and address pay disparities across gender, race, and other demographic factors.
Pay gap analysis
Investigate disparities in pay to ensure equitable compensation across all employee groups.
Bird's eye view of our platform features
Talent management teams often struggle with guesswork due to a lack of actionable data, hindering talent retention, employee engagement, and productivity. Equitabl empowers organisations with the tools to foster equity, inclusion, and data-driven decision-making. By seamlessly integrating fairness into hiring, promotions, and operations, we help create a workplace culture where every voice is valued, and decisions reflect true equality.
EU reporting
With tools to generate compliance-ready reports, visualise gender pay gaps, and implement corrective actions.
Payroll dashboard
Gain insights into payroll data to drive informed decision-making and strategic planning.
Workforce planning
Anticipate and prepare for future workforce needs to effectively meet organisational goals.
WGEA reporting
Automatically collect and validate data from your HRIS and payroll systems, and generate WGEA-compliant reports.

Skills map
Analyse and address pay disparities across gender, race, and other demographic factors.
Intersectional pay gap
Analyze and address pay disparities across gender, race, and other demographic factors.
Pay gap analysis
Investigate disparities in pay to ensure equitable compensation across all employee groups.
Payroll Dashboard
Take control of your payroll with our intuitive dashboard. Track everything from total payroll costs and employee compensation to overtime, benefits, and tax compliance—all in one place. Customise your view to focus on the details that matter most, whether it’s specific metrics, time frames, or employee demographics, and choose how you want to see it with tables, bar charts, or heatmaps. Get real-time alerts for budget overruns or pay discrepancies, and stay synced with leading systems like ADP, BambooHR, and Workday for up-to-date, accurate payroll insights.
Effortless Payroll Management
Our Payroll Dashboard takes the guesswork out of managing payroll by addressing common challenges like lack of visibility, inefficient processes, and compliance risks. It provides clear, real-time insights into payroll costs, employee compensation, and benefits, helping you identify trends, spot discrepancies, and stay within budget. With customisable views and seamless integration with major systems, it eliminates manual data handling and ensures accurate reporting, so you can focus on making informed decisions and avoiding costly errors.

Is the data updated in real-time?
Equitabl updates data in near real-time when integrated with supported HR, payroll, and other systems. This ensures that the platform provides up-to-date insights on key metrics like pay equity, workforce demographics, and performance. However, the frequency of updates may depend on the specific system integrations and data flows within an organization.
For example: Payroll and HR systems: Data is updated based on the reporting cycles of those systems (e.g., monthly or bi-weekly). Real-time insights: For key dashboards like pay equity or compliance reporting, updates are triggered by changes in the underlying data, ensuring the analytics are as current as possible.
Equitabl aims to provide businesses with the most relevant and timely information to support decision-making and compliance.
Can I export payroll data for reports?
Yes, Equitabl allows you to export payroll data for reporting purposes. The platform enables users to generate detailed reports, including pay gap analysis and other payroll-related metrics, and export them in various formats (e.g., Excel, CSV, PDF). This feature helps businesses share, review, and analyze payroll data for internal audits, compliance reporting, and strategic decision-making.
The export functionality ensures that the payroll data can be easily integrated with other systems or used for external reporting requirements, like WGEA Reporting or EU Pay Transparency Directive compliance.
Is there a limit to the number of users or data points I can manage?
Equitabl is built to handle unlimited users and data points, so it can easily scale as your business grows. You can manage large amounts of employee data and multiple users across different teams.
Key features include:
– Scalability: The platform grows with your organization.
– Customizable Access: You can assign different roles and permissions to control who can access what data.
– Seamless Data Integration: Integrates with your existing systems (like HR, payroll, ATS) to handle large data volumes without performance issues.
Equitabl is designed to make data management easy, no matter the size of your organization.
Payroll Metrics Dashboard
Our platform connects seamlessly with leading payroll systems like ADP, BambooHR, SAP SuccessFactors, and Workday, ensuring real-time data synchronisation and accuracy. Whether through API-based live updates or scheduled batch imports, the dashboard integrates effortlessly with your HRIS, ATS, and financial management systems. This ensures a unified view of payroll, eliminating manual data entry and enabling a smoother, more efficient workflow.
Pay Gap Analysis
Our Pay Gap Analysis platform takes a deep dive into key data like employee salaries, demographics (e.g., gender, age, ethnicity), job details, and employment types to uncover pay gaps. You can easily filter the analysis by department, role, location, and more, giving you a clear picture of pay equity across your organisation. It doesn’t stop at identifying gaps—it provides actionable insights, like recommendations for pay adjustments, policy improvements for fair hiring and promotions, and alerts for compliance issues. Plus, it offers data-driven strategies to boost diversity and inclusion while helping you predict how planned changes will impact pay equity over time.
pay gap calculations

Can the platform identify pay gaps within specific departments or teams?
Yes, the Pay Gap Analysis feature in Equitabl can identify pay gaps within specific departments or teams. It allows you to analyze pay disparities not just at an organization-wide level but also at a more granular level, such as by department, business unit, or team.
This helps you pinpoint areas where pay inequities may exist within particular groups, ensuring that compensation practices are fair and aligned with your diversity, equity, and inclusion goals.
How does the platform support compliance?
Equitabl supports legal compliance through several features designed to help businesses adhere to local and international regulations. Here’s how:
1. Automated Compliance Reporting – Equitabl automates the generation of compliance reports, including gender equality and pay gap reporting, to ensure that your business meets requirements like WGEA in Australia or the EU Pay Transparency Directive
2. Pay Gap Analysis – The platform provides insights into gender-based pay disparities, helping you maintain compliance with equal pay laws and identify potential areas for improvement.
3. Real-Time Alerts for Compliance Issues – Equitabl sends notifications for any compliance-related discrepancies, such as pay gaps or missed reporting deadlines, allowing businesses to address issues proactively.
4. Data Transparency – Equitabl ensures that all payroll data is clear, accurate, and accessible for audits, making it easier to comply with internal and external regulatory requirements.
5. Integration with Leading HR Systems – The platform integrates with all leading systems in the market ensuring that payroll and employee data are up-to-date and compliant with the latest laws.
By automating these processes and offering real-time insights, Equitabl helps businesses stay compliant with evolving labor laws and regulations.
What data is required for pay gap calculations?
For an accurate pay gap analysis, Equitabl requires the following key data:
1. Compensation Details – Salaries, bonuses, overtime, and other pay.
2. Employee Demographics – Information like gender, job role, department, and tenure.
3. Job Titles – Job roles and classifications to compare similar positions.
4. Employment Type – Whether employees are full-time, part-time, or contractors.
5. Location – Work location or office assignments, as pay can vary by region.
6. Performance Data (optional) – Performance ratings or metrics that might impact compensation.
7. Benefits (optional) – Non-salary benefits like health insurance or retirement contributions.
This data helps Equitabl identify and address any pay gaps, ensuring fair and equitable compensation practices across your organization.
Intersectional Pay Gap
Our Pay Gap Analysis platform goes beyond the basics, diving deep into pay equity by examining multiple intersecting factors like gender, age, ethnicity, LGBTQ+ status, caregiver status, disability, and more. By combining these dimensions—such as gender, ethnicity, and job role—you get a clear and detailed picture of pay disparities across your workforce.
The platform also lets you filter data by department, role, location, and other variables to pinpoint specific gaps and inequities. It doesn’t just identify problems—it provides actionable recommendations for pay adjustments, policy updates to promote equitable hiring and promotions, and alerts to address compliance risks.
Intersectional Pay Gap
Our Pay Gap Analysis platform goes beyond the basics, diving deep into pay equity by examining multiple intersecting factors like gender, age, ethnicity, LGBTQ+ status, caregiver status, disability, and more. By combining these dimensions—such as gender, ethnicity, and job role—you get a clear and detailed picture of pay disparities across your workforce.
The platform also lets you filter data by department, role, location, and other variables to pinpoint specific gaps and inequities. It doesn’t just identify problems—it provides actionable recommendations for pay adjustments, policy updates to promote equitable hiring and promotions, and alerts to address compliance risks.
With data-backed strategies, the platform enables you to enhance diversity and inclusion while forecasting the impact of changes on pay equity over time, creating a fairer and more inclusive workplace.
Our Pay Gap Analysis platform takes a deep dive into key data like employee salaries, demographics (e.g., gender, age, ethnicity), job details, and employment types to uncover pay gaps. You can easily filter the analysis by department, role, location, and more, giving you a clear picture of pay equity across your organisation. It doesn’t stop at identifying gaps—it provides actionable insights, like recommendations for pay adjustments, policy improvements for fair hiring and promotions, and alerts for compliance issues. Plus, it offers data-driven strategies to boost diversity and inclusion while helping you predict how planned changes will impact pay equity over time.
Clear and actionable Visualisations
The Pay Gap Analysis platform makes it easy to understand complex data with clear visuals like heatmaps to spot disparities, interactive dashboards for in-depth insights, and trend graphs to track progress over time. You can customise the data to focus on what matters most, filtering by department, role, location, and more, while advanced options like performance ratings or education provide deeper insights. These tools help you identify inequities and take targeted actions to create fairer compensation practices across your organisation.

How can the platform help us stay compliant with local pay equity laws?
- Total payroll costs (current and historical trends)
- Employee compensation breakdown by role, department, and location
- Overtime costs and allowances
- Benefits expenditure (e.g., insurance, retirement contributions)
- Payroll compliance metrics (e.g., taxes and deductions)
- Salary variance analysis (actual vs. budgeted)
- Turnover-related cost trends
Can the platform identify disparities in specific groups or roles?
Equitabl supports legal compliance through several features designed to help businesses adhere to local and international regulations. Here’s how:
1. Automated Compliance Reporting – Equitabl automates the generation of compliance reports, including gender equality and pay gap reporting, to ensure that your business meets requirements like WGEA in Australia or the EU Pay Transparency Directive
2. Pay Gap Analysis – The platform provides insights into gender-based pay disparities, helping you maintain compliance with equal pay laws and identify potential areas for improvement.
3. Real-Time Alerts for Compliance Issues – Equitabl sends notifications for any compliance-related discrepancies, such as pay gaps or missed reporting deadlines, allowing businesses to address issues proactively.
4. Data Transparency – Equitabl ensures that all payroll data is clear, accurate, and accessible for audits, making it easier to comply with internal and external regulatory requirements.
5. Integration with Leading HR Systems – The platform integrates with all leading systems in the market ensuring that payroll and employee data are up-to-date and compliant with the latest laws.
By automating these processes and offering real-time insights, Equitabl helps businesses stay compliant with evolving labor laws and regulations.
Can I use this platform to create reports for leadership or stakeholders?
For an accurate pay gap analysis, Equitabl requires the following key data:
1. Compensation Details – Salaries, bonuses, overtime, and other pay.
2. Employee Demographics – Information like gender, job role, department, and tenure.
3. Job Titles – Job roles and classifications to compare similar positions.
4. Employment Type – Whether employees are full-time, part-time, or contractors.
5. Location – Work location or office assignments, as pay can vary by region.
6. Performance Data (optional) – Performance ratings or metrics that might impact compensation.
7. Benefits (optional) – Non-salary benefits like health insurance or retirement contributions.
This data helps Equitabl identify and address any pay gaps, ensuring fair and equitable compensation practices across your organization.
Benchmarking for broader comparisons
Our platform helps you compare your intersectional pay gap performance against industry standards, competitor benchmarks, and regional norms. With optional market data integration, you can align your equity efforts with broader societal and regulatory expectations. It offers recommendations for pay adjustments, policy improvements, and alerts for any significant disparities or compliance risks. Using data-driven insights and trend analysis, the platform supports you in fostering diversity, inclusion, and a fair, transparent compensation structure.
Gender Equality Reporting
Our Gender Equality Reporting feature helps you track and analyze essential metrics like gender representation, pay equity, promotions, and workplace participation. Easily monitor gender distribution by role, seniority, and employment type, track recruitment and promotion rates, and identify salary gaps. It also highlights key workplace participation metrics like parental leave usage, flexible work adoption, and turnover rates, giving you a full picture of gender equality across your organization.
Streamlined compliance Reporting
This feature includes pre-built templates for WGEA compliance and other global standards, as well as customizable options to suit your needs. Generate executive summaries with visualizations for stakeholders and export reports in multiple formats (PDF, Excel, Word) for internal or external use.

What specific gender metrics does the platform track?
1. Gender Pay Gap – The difference in pay between men and women.
2.Total Compensation by Gender – Breakdown of salaries, bonuses, and benefits by gender.
3. Workforce Composition – Gender distribution across roles and departments.
4. Pay Equity – Identifies pay disparities in similar roles.
5. Job Level Breakdown – Gender representation at different job levels.
6. Salary Ranges – Gender distribution across salary bands.
7. Bonuses & Incentives – Gender differences in bonuses and incentives.
8.Superannuation – Gender comparison in retirement contributions.These metrics help ensure your business meets WGEA requirements and supports pay equity.
How does the platform help with compliance reporting?
Equitabl helps businesses comply with reporting requirements by:
1. Automating Reports – Automatically generates compliance reports for regulations like WGEA.
2. Real-Time Insights – Provides up-to-date data on pay gaps and workforce composition.
3. Accurate Data – Ensures your data is accurate and consistent for reliable reporting.
4. Customizable Reports – Tailors reports to meet specific legal requirements.
5. Audit Trail – Keeps a record for audits and compliance checks.
6. Alerts – Notifies you of important deadlines and compliance issues.
This simplifies compliance, saves time, and reduces the risk of errors.
Are there templates for compliance or external reporting?
Yes, the platform includes:
- Pre-built templates for WGEA compliance (specific to Australia)
- Customizable templates aligned with other global reporting standards (e.g., Pay Transparency Directive for the EU)
- Executive summary reports with visualizations for board or stakeholder reviews
- Exportable formats (PDF, Excel, Word) tailored for external submissions
Automated report and Real time Tracking
Save time with automated scheduling for recurring reports, whether monthly, quarterly, or annually. The platform sends notifications to stakeholders when reports are ready, making it easy to review and act on the latest data. Integration with workflows streamlines approvals and enables direct submissions to compliance authorities. Real-time dashboards automatically update key metrics, providing continuous visibility into progress and performance. This ensures you’re always equipped with up-to-date insights to support informed decision-making and maintain accountability across your organization.
Skills Map
Our Gender Equality Reporting feature helps you track and analyze essential metrics like gender representation, pay equity, promotions, and workplace participation. Easily monitor gender distribution by role, seniority, and employment type, track recruitment and promotion rates, and identify salary gaps. It also highlights key workplace participation metrics like parental leave usage, flexible work adoption, and turnover rates, giving you a full picture of gender equality across your organization.
Skill Capture Methods
Employee skills are captured through self-assessments, manager evaluations, and AI-driven parsing of resumes and job descriptions. Integrations with HRIS and LMS systems add valuable data on completed training and certifications. This information is brought to life with interactive skill maps and heatmaps, making it easy to visualise proficiency levels across departments, identify skill gaps, and target areas for improvement.

Can the platform help identify skill gaps within teams or departments?
Yes, with the Skills Map functionality, Equitabl can help track skills gaps within the organization, including by department. The product allows you to:
1. Identify Skills Gaps – Pinpoint missing skills or competencies within specific departments.
2. Visualize Skill Distribution– See how skills are distributed across teams or job roles.
3. Compare Skill Needs – Compare current skills with the skills required for future roles or projects.
4. Prioritize Training – Identify areas that need training or development to bridge skills gaps.This functionality helps businesses align their workforce capabilities with organizational needs, ensuring departments are equipped with the necessary skills for success.
Can users track skill gaps and development over time?
Yes, tracking capabilities include:
Identification of skill gaps by comparing current skillsets to role-specific or organizational needs
Real-time monitoring of progress in closing gaps through training or experience
Historical trends showing skill acquisition and development paths for individuals or teams
Predictive insights into emerging skills required for future roles
How frequently is the data updated?
The data in Equitabl’s Skills Map is updated in real time or based on the frequency of system integrations and updates. When new data is synced from integrated systems (like HRIS, ATS, or performance management systems), the skills data is automatically refreshed, ensuring that any changes in skills, training, or roles are accurately reflected. This helps businesses stay up-to-date with the current skills landscape within their organization.
Maximising your teams Potential
Unlock the full potential of your workforce with powerful tools to identify strengths, bridge skill gaps, and plan for future growth. By combining real-time insights, dynamic visualisations, and predictive analytics, our platform ensures your team is always ready to meet evolving challenges and achieve organisational success.
Workforce Planning
Our Workforce Planning platform helps you take the guesswork out of managing your team. With tools like attrition prediction, headcount planning, and seasonal forecasting, it highlights high-risk employees who may leave, predicts staffing needs for projects or departments, and adapts to seasonal business changes.
The platform connects your workforce planning directly to your business goals, whether you’re launching new products, expanding into new markets, or adjusting to changes like budget cuts or hiring freezes. It helps you identify skill gaps, prioritise key roles, and evaluate different scenarios to make smarter decisions.
Budget tools handle the heavy lifting, automatically calculating costs like salaries and recruitment. Real-time insights and clear visualisations make it easy to weigh up workforce investments against financial goals, so your team stays prepared and aligned with your objectives.
Strategic Workforce Planning
Strategic workforce planning focuses on aligning talent strategies with long-term business goals. It identifies skill gaps, predicts future workforce needs, and evaluates scenarios to determine whether to build internal talent, borrow through partnerships, or buy new expertise. This proactive approach ensures the organization is prepared for expansion, innovation, or industry shifts while maintaining alignment with financial objectives.

What is workforce planning, and how can Equitabl help?
Workforce planning helps businesses ensure they have the right people with the right skills at the right time. Equitabl provides insights into skills gaps, workforce composition, and future talent needs, helping you make informed decisions about hiring, training, and talent management. It also supports build/borrow/buy decision-making, enabling you to decide whether to build skills internally (through training and development), borrow talent (by hiring or partnering with external talent), or buy new skills (through acquisitions or outsourcing).Yes, with the Skills Map functionality, Equitabl can help track skills gaps within the organization, including by department. The product allows you to:
1. Identify Skills Gaps – Pinpoint missing skills or competencies within specific departments.
2. Visualize Skill Distribution– See how skills are distributed across teams or job roles.
3. Compare Skill Needs – Compare current skills with the skills required for future roles or projects.
4. Prioritize Training – Identify areas that need training or development to bridge skills gaps.This functionality helps businesses align their workforce capabilities with organizational needs, ensuring departments are equipped with the necessary skills for success.
How can Equitabl help with the build / borrow / buy decision using benchmark pay data?
Equitabl uses benchmark pay data to help you decide whether to:
Build: Develop skills internally through training and competitive pay.
Borrow: Hire external talent by offering market-aligned salaries.
Buy: Acquire companies or outsource roles based on fair market value.
This helps you make informed decisions based on industry pay standards.
What organisational data will be needed for workforce planning?
For workforce planning, you’ll need data on employee demographics, skills inventory, job roles, performance, hiring and attrition rates, and salary, This helps assess current workforce gaps and plan for future talent needs.
Tactical Workforce Planning
Tactical workforce planning addresses immediate staffing challenges by assessing short-term needs and optimizing current resources. It involves prioritizing critical roles, managing attrition risks, and allocating staff efficiently for ongoing projects. By balancing build, borrow, and buy strategies, tactical planning adapts quickly to changes like seasonal demands, budget constraints, or rapid growth, keeping operations smooth and responsive to business dynamics.
EU Reporting
The EU Pay Transparency Directive is a vital initiative to tackle pay inequalities across Europe. Our platform empowers organizations to effortlessly comply with these regulations while actively addressing pay equity challenges. With tools to generate compliance-ready reports, visualize gender pay gaps, and implement corrective actions, you can meet legal requirements and contribute to creating a fair, transparent workplace aligned with sustainability goals.
Streamline EU pay Reporting
Our platform makes EU Pay Transparency Directive reporting simple and stress-free. It seamlessly integrates with your HRIS, payroll, and performance systems, ensuring real-time data accuracy and eliminating manual errors. Customised reporting templates let you easily create compliance-ready reports with clear, visual insights tailored to national requirements. Get actionable insights into gender pay gaps, bonus disparities, and other key metrics, along with recommendations to close gaps and promote equity. Plus, compliance monitoring tools help you stay on track with progress updates and alerts for missing or incomplete data.

What data is required for EU Pay Transparency Directive compliance?
Employee Demographics – Gender, age, job level, and department.
Salary Data – Base salary, bonuses, and any additional compensation.
Job Roles and Descriptions – Classification of roles by level, department, and function.
Workforce Composition – Number of employees in each role, categorized by gender.
Pay Gaps – Analysis of pay differences between male and female employees for similar roles.
Can the platform customise reports for different countries' requirements?
Yes, Equitabl allows reports to be customized to comply with individual country-level reporting specifications. The platform can tailor reports to meet specific legal requirements and standards for different countries, ensuring that your business remains compliant with local pay transparency and gender equality laws.
How does the platform ensure accurate data collection?
Equitabl ensures you have the data needed for calculations by feeding data collected through your main systems (such as HRIS or payroll) into our real-time analytics engine. However, the accuracy and completeness of the data depend on your organization’s data collection methods. Proper data input from your systems ensures accurate calculations for pay gap analysis and reporting.
Understanding the EU Pay Transparency Directive
Companies with over 250 employees must report gender pay gaps annually, while those with 150-249 employees report every three years. Required data includes gender pay gap percentages, median and mean pay differences, bonus disparities, gender representation across pay bands, and any corrective actions taken to address inequalities.
Also comes with a shift in burden of proof to employers (from employees) + right to information for employees + right to decline info about pay history for candidates etc.
WGEA Reporting
Our platform streamlines the Gender Equality Reporting for non-pubic sector, making compliance simple and efficient for organizations with 100 or more employees. Automatically collect and validate data from your HRIS and payroll systems, and generate WGEA-compliant reports with pre-built templates and clear visualizations. Gain valuable insights into gender pay gaps, workforce composition, and equity trends, along with actionable recommendations to address inequalities. By aligning with WGEA standards, your organization can demonstrate its commitment to diversity, strengthen its employer brand, and drive meaningful progress toward gender equality.
What needs to be reported?
To meet WGEA requirements, organisations must report on six key Gender Equality Indicators (GEIs), including workforce composition, gender pay gaps, recruitment and promotion trends, flexible work arrangements, leadership gender representation, and workplace equality policies. These metrics cover areas such as pay disparities, employee demographics, parental leave, and anti-discrimination initiatives, providing a comprehensive view of workplace equity.

What data is required for WGEA compliance reporting?
Equitabl uses data collected through your systems, such as employee demographics, salary data, and job roles, to ensure compliance with WGEA’s gender equality reporting requirements.
Will the report keep up to date with WGEA updates directly?
Yes, Equitabl ensures that the reporting features are updated to align with the latest WGEA guidelines and regulatory changes.
How does Equitabl ensure data accuracy for WGEA reporting?
Data collected through your systems is fed into Equitabl’s platform, where it is processed by our real-time analytics engine. The accuracy of the data depends on the quality of your data collection methods.
Simplifying WGEA Compliance
Tackle WGEA compliance with confidence and ease. Our platform turns what used to be a time-intensive and complex process into a smooth, hassle-free task. Real-time dashboards help you track progress and stay organised, while automated data collection eliminates errors and keeps your reports accurate. Pre-configured templates tailored to WGEA requirements take the guesswork out of reporting, so your HR team can focus on equity goals rather than paperwork. Compliance doesn’t have to be stressful—with the right tools, it’s simple and effective.
Transform HR With Innovation
Explore the innovative tools and unique solutions driving the future of HR excellence.
Payroll dashboard
Take control of your payroll with our intuitive dashboard. Track everything from total payroll costs and employee compensation to overtime, benefits, and tax compliance—all in one place. Customise your view to focus on the details that matter most, whether it’s specific metrics, time frames, or employee demographics, and choose how you want to see it with tables, bar charts, or heatmaps. Get real-time alerts for budget overruns or pay discrepancies, and stay synced with leading systems like ADP, BambooHR, and Workday for up-to-date, accurate payroll insights.
Effortless payroll
management
Our Payroll dashboard takes the guesswork out of managing payroll by addressing common challenges like lack of visibility, inefficient processes, and compliance risks. It provides clear, real-time insights into payroll costs, employee compensation, and benefits, helping you identify trends, spot discrepancies, and stay within budget. With customisable views and seamless integration with major systems, it eliminates manual data handling and ensures accurate reporting, so you can focus on making informed decisions and avoiding costly errors.

Is the data updated in real-time?
Equitabl updates data in near real-time when integrated with supported HR, payroll, and other systems. This ensures the platform provides up-to-date insights on key metrics like pay equity, workforce demographics, and performance. However, the frequency of updates may depend on the specific system integrations and data flows within the organisation.
For example:
Payroll and HR systems: Data is updated based on the reporting cycles of those systems (e.g., monthly or bi-weekly). Real-time insights: For key dashboards like pay equity or compliance reporting, updates are triggered by changes in the underlying data, ensuring the analytics are as current as possible.
Equitabl aims to provide businesses with the most relevant and timely information to support decision-making and compliance.
Can I export payroll data for reports?
Is there a limit to the number of users or data points I can manage?
Payroll metrics
dashboard
Our platform connects seamlessly with leading payroll systems like ADP, BambooHR, SAP SuccessFactors, and Workday, ensuring real-time data synchronisation and accuracy. Whether through API-based live updates or scheduled batch imports, the dashboard integrates effortlessly with your HRIS, ATS, and financial management systems. This ensures a unified view of payroll, eliminating manual data entry and enabling a smoother, more efficient workflow.
Pay gap analysis
Our Pay gap analysis platform takes a deep dive into key data like employee salaries, demographics (e.g., gender, age, ethnicity), job details, and employment types to uncover pay gaps. You can easily filter the analysis by department, role, location, and more, giving you a clear picture of pay equity across your organisation. It doesn’t stop at identifying gaps—it provides actionable insights, like recommendations for pay adjustments, policy improvements for fair hiring and promotions, and alerts for compliance issues. Plus, it offers data-driven strategies to boost diversity and inclusion while helping you predict how planned changes will impact pay equity over time.
Pay gap
calculations
Our Pay gap analysis platform makes it easy to uncover pay disparities with extensive customisation options. Filter data by department, job role, location, or employment type, and dive deeper with advanced filters like performance ratings or educational background. This flexibility allows you to pinpoint inequities within specific groups and implement targeted strategies to ensure fair and equitable compensation across your workforce.

Can the platform identify pay gaps within specific departments or teams?
How does the platform support compliance?
Equitabl supports legal compliance through several features designed to help businesses adhere to local and international regulations. Here’s how:
1. Automated compliance reporting – Equitabl automates the generation of compliance reports, including gender equality and pay gap reporting, to ensure that your business meets requirements like WGEA in Australia or the EU Pay Transparency Directive
2. Pay gap analysis – The platform provides insights into gender-based pay disparities, helping you maintain compliance with equal pay laws and identify potential areas for improvement.
3. Real-time alerts for compliance issues – Equitabl sends notifications for any compliance-related discrepancies, such as pay gaps or missed reporting deadlines, allowing businesses to address issues proactively.
4. Data transparency – Equitabl ensures that all payroll data is clear, accurate, and accessible for audits, making it easier to comply with internal and external regulatory requirements.
5. Integration with leading HR systems – The platform integrates with all leading systems in the market ensuring that payroll and employee data are up-to-date and compliant with the latest laws.
By automating these processes and offering real-time insights, Equitabl helps businesses stay compliant with evolving labor laws and regulations.
What data is required for pay gap calculations?
- Compensation details – Salaries, bonuses, overtime, and other pay.
- Employee demographics – Information like gender, job role, department, and tenure.
- Job titles – Job roles and classifications to compare similar positions.
- Employment type – Whether employees are full-time, part-time, or contractors.
- Location – Work location or office assignments, as pay can vary by region.
- Performance data (optional) – Performance ratings or metrics that might impact compensation.
- Benefits (optional) – Non-salary benefits like health insurance or retirement contributions.
Intersectional
pay gap
Our Pay gap analysis platform goes beyond the basics, diving deep into pay equity by examining multiple intersecting factors like gender, age, ethnicity, LGBTQ+ status, caregiver status, disability, and more. By combining these dimensions—such as gender, ethnicity, and job role—you get a clear and detailed picture of pay disparities across your workforce.
The platform also lets you filter data by department, role, location, and other variables to pinpoint specific gaps and inequities. It doesn’t just identify problems—it provides actionable recommendations for pay adjustments, policy updates to promote equitable hiring and promotions, and alerts to address compliance risks.
Intersectional Pay Gap
Our Pay Gap Analysis platform goes beyond the basics, diving deep into pay equity by examining multiple intersecting factors like gender, age, ethnicity, LGBTQ+ status, caregiver status, disability, and more. By combining these dimensions—such as gender, ethnicity, and job role—you get a clear and detailed picture of pay disparities across your workforce.
The platform also lets you filter data by department, role, location, and other variables to pinpoint specific gaps and inequities. It doesn’t just identify problems—it provides actionable recommendations for pay adjustments, policy updates to promote equitable hiring and promotions, and alerts to address compliance risks.
With data-backed strategies, the platform enables you to enhance diversity and inclusion while forecasting the impact of changes on pay equity over time, creating a fairer and more inclusive workplace.
Clear And Actionable
Visualisations
The Pay Gap Analysis platform makes it easy to understand complex data with clear visuals like heatmaps to spot disparities, interactive dashboards for in-depth insights, and trend graphs to track progress over time. You can customise the data to focus on what matters most, filtering by department, role, location, and more, while advanced options like performance ratings or education provide deeper insights. These tools help you identify inequities and take targeted actions to create fairer compensation practices across your organisation.

How can the platform help us stay compliant with local pay equity laws?
- Total payroll costs (current and historical trends)
- Employee compensation breakdown by role, department, and location
- Overtime costs and allowances
- Benefits expenditure (e.g., insurance, retirement contributions)
- Payroll compliance metrics (e.g., taxes and deductions)
- Salary variance analysis (actual vs. budgeted)
- Turnover-related cost trends
Can the platform identify disparities in specific groups or roles?
Equitabl supports legal compliance through several features designed to help businesses adhere to local and international regulations. Here’s how:
1. Automated Compliance Reporting – Equitabl automates the generation of compliance reports, including gender equality and pay gap reporting, to ensure that your business meets requirements like WGEA in Australia or the EU Pay Transparency Directive
2. Pay Gap Analysis – The platform provides insights into gender-based pay disparities, helping you maintain compliance with equal pay laws and identify potential areas for improvement.
3. Real-Time Alerts for Compliance Issues – Equitabl sends notifications for any compliance-related discrepancies, such as pay gaps or missed reporting deadlines, allowing businesses to address issues proactively.
4. Data Transparency – Equitabl ensures that all payroll data is clear, accurate, and accessible for audits, making it easier to comply with internal and external regulatory requirements.
5. Integration with Leading HR Systems – The platform integrates with all leading systems in the market ensuring that payroll and employee data are up-to-date and compliant with the latest laws.
By automating these processes and offering real-time insights, Equitabl helps businesses stay compliant with evolving labor laws and regulations.
Can I use this platform to create reports for leadership or stakeholders?
For an accurate pay gap analysis, Equitabl requires the following key data:
1. Compensation Details – Salaries, bonuses, overtime, and other pay.
2. Employee Demographics – Information like gender, job role, department, and tenure.
3. Job Titles – Job roles and classifications to compare similar positions.
4. Employment Type – Whether employees are full-time, part-time, or contractors.
5. Location – Work location or office assignments, as pay can vary by region.
6. Performance Data (optional) – Performance ratings or metrics that might impact compensation.
7. Benefits (optional) – Non-salary benefits like health insurance or retirement contributions.
This data helps Equitabl identify and address any pay gaps, ensuring fair and equitable compensation practices across your organization.
Benchmarking For Broader
Comparisons
Our platform helps you compare your intersectional pay gap performance against industry standards, competitor benchmarks, and regional norms. With optional market data integration, you can align your equity efforts with broader societal and regulatory expectations. It offers recommendations for pay adjustments, policy improvements, and alerts for any significant disparities or compliance risks. Using data-driven insights and trend analysis, the platform supports you in fostering diversity, inclusion, and a fair, transparent compensation structure.
Gender equality reporting
Our gender equality reporting feature helps you track and analyse essential metrics like gender representation, pay equity, promotions, and workplace participation. Easily monitor gender distribution by role, seniority, and employment type, track recruitment and promotion rates, and identify salary gaps. It also highlights key workplace participation metrics like parental leave usage, flexible work adoption, and turnover rates, giving you a comprehensive view of gender equality across your organisation.
Streamlined
compliance reporting
This feature includes pre-built templates for WGEA compliance and other global standards, as well as customisable options to suit your needs. Generate executive summaries with visualisations for stakeholders and export reports in multiple formats (PDF, Excel, Word) for internal or external use.

How can the platform help us stay compliant with local pay equity laws?
- Gender pay gap – The difference in pay between men and women.
- Total compensation by gender – Breakdown of salaries, bonuses, and benefits by gender.
- Workforce composition – Gender distribution across roles and departments.
- Pay equity – Identifies pay disparities in similar roles.
- Job level breakdown – Gender representation at different job levels.
- Salary ranges – Gender distribution across salary bands.
- Bonuses & incentives – Gender differences in bonuses and incentives.
- Superannuation – Gender comparison in retirement contributions. These metrics help ensure your business meets WGEA requirements and supports pay equity.
How does the platform help with compliance reporting?
- Automating reports – Automatically generates compliance reports for regulations such as WGEA.
- Real-time insights – Provides up-to-date data on pay gaps and workforce composition.
- Accurate data – Ensures your data is accurate and consistent for reliable reporting.
- Customisable reports – Tailors reports to meet specific legal requirements.
- Audit trail – Maintains a record for audits and compliance checks.
- Alerts – Notifies you of important deadlines and compliance issues.
Are there templates for compliance or external reporting?
- Pre-built templates for WGEA compliance (specific to Australia)
- Customisable templates aligned with other global reporting standards (e.g., Pay Transparency Directive for the EU)
- Executive summary reports with visualisations for board or stakeholder reviews
- Exportable formats (PDF, Excel, Word) tailored for external submissions
Automated report and
real time tracking
Save time with automated scheduling for recurring reports, whether monthly, quarterly, or annually. The platform sends notifications to stakeholders when reports are ready, making it easy to review and act on the latest data. Integration with workflows streamlines approvals and enables direct submissions to compliance authorities. Real-time dashboards automatically update key metrics, providing continuous visibility into progress and performance. This ensures you are always equipped with up-to-date insights to support informed decision-making and maintain accountability across your organisation.
Skills map
Skill capture
methods
Employee skills are captured through self-assessments, manager evaluations, and AI-driven parsing of resumes and job descriptions. Integrations with HRIS and LMS systems add valuable data on completed training and certifications. This information is brought to life with interactive skill maps and heatmaps, making it easy to visualise proficiency levels across departments, identify skill gaps, and target areas for improvement.

Can the platform help identify skill gaps within teams or departments?
- Identify skills gaps – Pinpoint missing skills or competencies within specific departments.
- Visualise skill distribution – See how skills are distributed across teams or job roles.
- Compare skill needs – Compare current skills with the skills required for future roles or projects.
- Prioritise training – Identify areas that need training or development to bridge skills gaps.
Can users track skill gaps and development over time?
- Identification of skill gaps by comparing current skillsets to role-specific or organisational needs.
- Real-time monitoring of progress in closing gaps through training or experience.
- Historical trends showing skill acquisition and development paths for individuals or teams.
- Predictive insights into emerging skills required for future roles.
How frequently is the data updated?
The data in Equitabl’s Skills Map is updated in real time or based on the frequency of system integrations and updates. When new data is synced from integrated systems (like HRIS, ATS, or performance management systems), the skills data is automatically refreshed, ensuring that any changes in skills, training, or roles are accurately reflected. This helps businesses stay up-to-date with the current skills landscape within their organisation.
Maximising your teams
potential
Unlock the full potential of your workforce with powerful tools to identify strengths, bridge skill gaps, and plan for future growth. By combining real-time insights, dynamic visualisations, and predictive analytics, our platform ensures your team is always ready to meet evolving challenges and achieve organisational success.
Workforce planning
Our workforce planning platform helps you take the guesswork out of managing your team. With tools like attrition prediction, headcount planning, and seasonal forecasting, it highlights high-risk employees who may leave, predicts staffing needs for projects or departments, and adapts to seasonal business changes.
The platform connects your workforce planning directly to your business goals, whether you’re launching new products, expanding into new markets, or adjusting to changes like budget cuts or hiring freezes. It helps you identify skill gaps, prioritise key roles, and evaluate different scenarios to make smarter decisions.
Budget tools handle the heavy lifting, automatically calculating costs like salaries and recruitment. Real-time insights and clear visualisations make it easy to weigh up workforce investments against financial goals, so your team stays prepared and aligned with your objectives.
Strategic workforce
planning
Strategic workforce planning focuses on aligning talent strategies with long-term business goals. It identifies skill gaps, predicts future workforce needs, and evaluates scenarios to determine whether to build internal talent, borrow through partnerships, or buy new expertise. This proactive approach ensures the organisation is prepared for expansion, innovation, or industry shifts while maintaining alignment with financial objectives.

What is workforce planning, and how can Equitabl help?
Workforce planning helps businesses ensure they have the right people with the right skills at the right time. Equitabl provides insights into skills gaps, workforce composition, and future talent needs, helping you make informed decisions about hiring, training, and talent management. It also supports build/borrow/buy decision-making, enabling you to decide whether to build skills internally (through training and development), borrow talent (by hiring or partnering with external talent), or buy new skills (through acquisitions or outsourcing).
How can Equitabl help with the build / borrow / buy decision using benchmark pay data?
Equitabl uses benchmark pay data to help you decide whether to:
- Build: Develop skills internally through training and competitive pay.
- Borrow: Hire external talent by offering market-aligned salaries.
- Buy: Acquire companies or outsource roles based on fair market value.
This helps you make informed decisions based on industry pay standards.
What organisational data will be needed for workforce planning?
For workforce planning, you’ll need data on employee demographics, skills inventory, job roles, performance, hiring and attrition rates, and salary, This helps assess current workforce gaps and plan for future talent needs.
Tactical workforce
planning
Tactical workforce planning addresses immediate staffing challenges by assessing short-term needs and optimising current resources. It involves prioritising critical roles, managing attrition risks, and allocating staff efficiently for ongoing projects. By balancing build, borrow, and buy strategies, tactical planning adapts quickly to changes such as seasonal demands, budget constraints, or rapid growth, keeping operations smooth and responsive to business dynamics.
EU reporting
The EU Pay Transparency Directive is a vital initiative to tackle pay inequalities across Europe. Our platform empowers organisations to effortlessly comply with these regulations while actively addressing pay equity challenges. With tools to generate compliance-ready reports, visualise gender pay gaps, and implement corrective actions, you can meet legal requirements and contribute to creating a fair, transparent workplace aligned with sustainability goals.
Streamline EU pay
reporting
Our platform makes EU Pay Transparency Directive reporting simple and stress-free. It seamlessly integrates with your HRIS, payroll, and performance systems, ensuring real-time data accuracy and eliminating manual errors. Customised reporting templates let you easily create compliance-ready reports with clear, visual insights tailored to national requirements. Get actionable insights into gender pay gaps, bonus disparities, and other key metrics, along with recommendations to close gaps and promote equity. Plus, compliance monitoring tools help you stay on track with progress updates and alerts for missing or incomplete data.

What data is required for EU Pay Transparency Directive compliance?
- Employee demographics – Gender, age, job level, and department.
- Salary data – Base salary, bonuses, and any additional compensation.
- Job roles and descriptions – Classification of roles by level, department, and function.
- Workforce composition – Number of employees in each role, categorised by gender.
- Pay gaps – Analysis of pay differences between male and female employees for similar roles.
Can the platform customise reports for different countries' requirements?
Yes, Equitabl allows reports to be customised to comply with individual country-level reporting specifications. The platform can tailor reports to meet specific legal requirements and standards for different countries, ensuring that your business remains compliant with local pay transparency and gender equality laws.
How does the platform ensure accurate data collection?
Equitabl ensures you have the data needed for calculations by feeding data collected through your main systems (such as HRIS or payroll) into our real-time analytics engine. However, the accuracy and completeness of the data depend on your organisation’s data collection methods. Proper data input from your systems ensures accurate calculations for pay gap analysis and reporting.
Understanding the EU
pay Ttransparency directive
Companies with over 250 employees must report gender pay gaps annually, while those with 150-249 employees report every three years. Required data includes gender pay gap percentages, median and mean pay differences, bonus disparities, gender representation across pay bands, and any corrective actions taken to address inequalities.
Also comes with a shift in burden of proof to employers (from employees) + right to information for employees + right to decline info about pay history for candidates etc.
WGEA Reporting
Our platform streamlines the Gender Equality Reporting for non-pubic sector, making compliance simple and efficient for organizations with 100 or more employees. Automatically collect and validate data from your HRIS and payroll systems, and generate WGEA-compliant reports with pre-built templates and clear visualizations. Gain valuable insights into gender pay gaps, workforce composition, and equity trends, along with actionable recommendations to address inequalities. By aligning with WGEA standards, your organization can demonstrate its commitment to diversity, strengthen its employer brand, and drive meaningful progress toward gender equality.
What Needs To
Be Reported?
To meet WGEA requirements, organisations must report on six key Gender Equality Indicators (GEIs), including workforce composition, gender pay gaps, recruitment and promotion trends, flexible work arrangements, leadership gender representation, and workplace equality policies. These metrics cover areas such as pay disparities, employee demographics, parental leave, and anti-discrimination initiatives, providing a comprehensive view of workplace equity.

What data is required for WGEA compliance reporting?
Equitabl uses data collected through your systems, such as employee demographics, salary data, and job roles, to ensure compliance with WGEA’s gender equality reporting requirements.
Will the report keep up to date with WGEA updates directly?
Yes, Equitabl ensures that the reporting features are updated to align with the latest WGEA guidelines and regulatory changes.
How does Equitabl ensure data accuracy for WGEA reporting?
Data collected through your systems is fed into Equitabl’s platform, where it is processed by our real-time analytics engine. The accuracy of the data depends on the quality of your data collection methods.
Simplifying WGEA Compliance
Tackle WGEA compliance with confidence and ease. Our platform turns what used to be a time-intensive and complex process into a smooth, hassle-free task. Real-time dashboards help you track progress and stay organised, while automated data collection eliminates errors and keeps your reports accurate. Pre-configured templates tailored to WGEA requirements take the guesswork out of reporting, so your HR team can focus on equity goals rather than paperwork. Compliance doesn’t have to be stressful—with the right tools, it’s simple and effective.
Experience the power of enterprise-level solutions for global people operations at your fingertips
Holistic workforce insights for smarter decisions
Capture and visualise employee skills, pinpoint areas where training or development is needed, bridge the skill gap, and drive business success through talent optimisation.


Stop guessing. Start leading with workforce intelligence.
Data empowers leaders to move beyond assumptions, providing clear insights into talent retention, succession planning, and workforce optimisation. With actionable analytics, you can make confident decisions that drive productivity, reduce turnover, and align your team with organisational goals.
Simplify, accelerate, and scale global people operations
Streamline complex HR processes, speed up decision-making, and scale your operations seamlessly across global teams. Empower your organisation with efficient tools and strategies to manage talent, optimise workflows, and drive success on a global scale.

Unify your workforce data for better decision-making
Say goodbye to fragmented information. Consolidate data from multiple systems into a single, actionable platform, giving your leaders the clarity and insights they need to make impactful decisions.

Unlock hidden talent within your organisation
Sometimes the skills you need are closer than you think. Gain insights to identify, nurture, and leverage internal talent, saving time and resources while meeting critical business demands.

Bridging the gap in pay equity resources
With 70% of leaders acknowledging a lack of resources to address pay equity, it’s time to take action. Equip your organisation with the tools and insights needed to ensure fair and transparent compensation practices.

Data: The new currency for business success
Transform your organisation by harnessing the power of data. Use it to drive smarter decisions, enhance efficiency, and create a competitive advantage in today’s fast-paced business environment
Talent drain
Talent drain disrupts productivity and morale, leaving critical roles unfilled. Retain your top performers with strategies that foster engagement, career growth, and a supportive workplace culture.
Skill gaps
A skills gap hinders quality, efficiency, and competitiveness. Equip your workforce with the training and resources needed to meet evolving demands and achieve organisational excellence.
Costly turnover
High turnover drains resources and disrupts business operations. Implement retention strategies and workforce insights to minimise costs and keep your top talent engaged.
Undefined metrics
Undefined metrics hinder your ability to measure success and drive meaningful change. Establish clear, data-driven benchmarks to track progress, optimise performance, and achieve organisational goals.
Missed opportunities
Failing to attract competitive talent limits your organisation's ability to expand, seize market share, and establish a presence in emerging industries. Build a strong talent pipeline to unlock growth and success.
Performance decline
Low employee performance affects service quality and customer satisfaction, harming brand reputation, reducing revenue, and eroding stakeholder trust. These challenges can have lasting impacts on growth and profitability.
Retention uncertainty
Without clear strategies, retention uncertainty can lead to losing top performers and retaining misaligned talent. Data-driven insights empower you to identify risks, enhance engagement, and build a stable, thriving workforce.
Overcoming people operations challenges with smarter, secure solutions
Identify performance gaps
Use data-driven tools to assess individual and team performance, pinpointing areas where employees are not meeting expectations.
Provide training and development
Invest in tailored training programmers and upskilling initiatives to help employees enhance their skills and align with organizational goals.
Set clear expectations and metrics
Establish transparent performance benchmarks and communicate expectations clearly to ensure employees understand their roles and responsibilities.
Foster a supportive culture
Create a workplace environment that encourages feedback, recognizes achievements, and provides continuous support to empower employees to succeed.
Ready to maximise your workforce's performance?
Explore how our platform can drive growth and efficiency throughout your organisation.