Getting value from Evenpay starts with bringing the right data into the system. You don't need everything to be perfect on day one — but the more complete your data, the more accurate and actionable your pay equity analysis will be.

At a minimum, you need three things:

Optional data — like performance ratings, education, certifications, and skills — will make your adjusted pay gap analysis more precise. But you can run a meaningful analysis without them.

Evenpay accepts data via file import (CSV) or through a direct integration with your HR or payroll system. If you're starting with a file import, prepare two spreadsheets.

In Job structure import, prepare the file with 1 row per job/role. This import is used to create the structure, and place different jobs/roles to their respective job families, grades and career tracks.

In Employee import, prepare the file with 1 row per employee. This import is used to create employees and enrigh their information, and link them to a specific job/role.

Tip: Don't worry if some columns are missing or incomplete. Evenpay will flag which data is missing after import and tell you how it affects your analysis.

Once your files are ready, navigate to Settings → Data Import in Evenpay. From there, you can upload your file and map your columns to Evenpay's fields.

In first step, import Positions, and when the structure is in place, import Employees.

The import process works like this:

If you're connecting via an HR system integration (e.g. through your HRIS or payroll provider), go to Settings → Integrations to set up the connection. If you don't see your integration in the list of available integrations, or you need assistance in setting up the conenction, reach out via Intercom chat in the app or through our support [email protected].

Once connected, data can be synced automatically on a schedule you define.

After your data is imported, Evenpay will create organization units and job levels based on the values in your file. You'll want to review and refine these to make sure they reflect how your organization actually works.

Go to Positions in the main navigation. Here you'll find:

If your job levels weren't in your import file, or if they don't yet follow a consistent structure, this is the right moment to define them. Evenpay also supports building a full job architecture from scratch — see the Job Architecture guide for more detail.

Next, go to Employees in the main navigation. Here you'll find:

If the employee is missing Overview related elements, double check your import file and retry the import by updating the employees by employee ID.

If the employee is missing Compensation related elements, navigate to Settings, and Compensation.

The pay philosophy tells Evenpay which factors your organization uses to determine pay — and therefore which factors should be used to explain (and separate from) the pay gap.

Go to Settings → Pay Factors and enable the factors that apply to your organization. The selectable Pay Factors include by default:

Only enable factors that genuinely drive pay decisions in your organization. Including factors that aren't actual pay criteria can skew your adjusted gap results.

Note: Gender is never included as a pay factor — it's only used to compare outcomes between groups. For in depth knowledge on the Pay Gap calculation methodology, navigate to How Pay Gap Analysis Works in Evenpay.

Before running your first pay equity analysis, take a few minutes to sanity-check your data. Go to Employees and look for:

The more complete your data, the more accurate and useful your results will be. Small gaps in data coverage are normal — just be aware of them when reading your results.

Once your data is in order, navigate to Pay Equity and Overview to start a new analysis session.

For a detailed explanation of how to read the results, see How Pay Gap Analysis Works in Evenpay.

Evenpay works best when your data reflects your current organization. We recommend updating your data:

If you've set up an integration, data syncs automatically. If you're using file imports, re-import your updated file following the same steps above. Evenpay will update existing records and add new ones.

What file formats does Evenpay accept for import?

Evenpay accepts CSV files. Make sure your file has a header row and one employee per row for Employee Import, and a one job/role per row for Position Import.

We don't have a formal job level structure yet. Can we still use Evenpay?

Yes. You can import your data with job titles only, and then build your job level structure inside Evenpay. However, having a clear job level structure significantly improves the quality of your pay equity analysis. See the Job Architecture guide for help setting one up.

What happens if some employees are missing salary data?

Employees with zero or missing salary are automatically excluded from the pay equity analysis. They'll still appear in the employee list and you'll see a note about how many were excluded when you run the analysis.

Can I import data from our HRIS directly?

Yes. Evenpay supports integrations with common HR and payroll systems. Go to Settings → Integrations to connect your system. Once connected, you can sync data automatically without manual exports. If you do not see your preferred integration in the list, or require assistance setting it up, reach out to our support via in-app chat or [email protected].

How often should we update our data?

We recommend updating after each salary review cycle and whenever headcount changes occur. If you're using an integration, this happens automatically. If you're using file imports, plan a re-import after each major people or compensation change.

Our data has some gaps — missing experience values, no education data. Is the analysis still valid?

Yes. Evenpay automatically disables factors that have too much missing data and tells you which factors were excluded. Your results will clearly indicate the data coverage for each factor used. The analysis is still valid — just be aware of which factors were included when interpreting your results.