This guide is a 12-page document that walks anyone through the necessary steps for measuring their gender pay gap. It explains how to calculate both a “raw” gap between average male and female earnings, and an “adjusted” gap that takes into account factors like seniority and educational attainment, creating a better like-for-like comparison. The guide is practical, including sections on how to obtain, organize, clean, and protect employee data, and downloadable code (using the R language) with which to run the analysis.

The guide is not without limitations. Because it’s designed to work on larger datasets, Glassdoor suggests the advice isn’t suitable for companies with fewer than 200 employees. For smaller companies, Glassdoor says, “a case-by-case analysis of gender pay difference by job title may be a more appropriate way to perform a gender pay audit.” And it does require some technical know-how. Though the guide is clearly-written and designed to be as user-friendly as possible, it also calls for at least some understanding of regression analysis and how to work with data.

“I’m quite optimistic, if we could just get more technical people in HR who use their payroll data and study it and share it, they could potentially see benefits themselves as a company, reducing legal risk and giving them something to brag about when they hire,” Chamberlain says. “But they could also eliminate these gaps overnight.”

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