Spain's pay register and audit: what our non-Spanish headquarters kept getting wrong

I look after rewards for the Spanish entity of a French-owned automotive supplier, about 1,250 employees in Navarre and Catalonia. We have kept a pay register and done the pay audit as part of our equality plan for some years, and each year I have the same three conversations with group headquarters.

One: the register shows means and medians by sex for each pay component, not just total pay, so the shift premium and the attendance bonus are each visible. Two: the job valuation behind it has to be agreed with the workers' representatives, so the group's global levelling cannot simply be dropped in. Three: a difference of 25% or more in any group needs a written justification.

Group colleagues assume their global dashboard covers it. It does not.