The methodology was designed for medium to large organizations and in order to see the full impact of the analysis, sufficient underlying data is required. Therefore, 200 employees per country of operation is needed for an organization to be eligible for EDGE Certification. If your organization has fewer employees, please get in touch to discuss options.
Organizations are at different maturity levels in their gender and intersectional equity efforts. As they implement impactful actions and see clear indicators that those initiatives are creating change, they will move from one level to the next. In the re-certification process, the impact of those actions is assessed and if the audit by the third-party certification body confirms that the organization meets the standards set by EDGE Certified Foundation, they move to another level.
Pursuing gender and intersectional equity in an organization is an ongoing process. The certification system is designed to help organizations develop along that journey and to give a 360-degree overview of the current reality. By requiring a re-certification after two years, the organization has time to implement the action plan and should see impact. The re-certification requirement ensures that the certification signals the current status of gender and intersectional equity in the organization and is not a one-off achievement. It also demonstrates an organization’s ongoing commitment to the pursuit of gender and intersectional equity.
The EDGE Certification is structured as an independent third-party certification system to ensure impartiality. An approved third-party Certification Body issues EDGE Certificates. These are global audit firms specializing in certification and auditing. The certification bodies are trained and accredited by the EDGE Certified Foundation. Certification firms currently approved to issue EDGE Certificates include Intertek, FLOCERT and SGS.
The EDGE Certified Foundation is the guardian of the Assessment Methodology and the EDGE Standard; accredits, approves and trains the independent Certification Body auditors and Scheme Managers; oversees the quality, consistency and robustness of Certification Body performance; and oversees the use of the EDGE Seals, labels and logos by certified organizations.
On average organizations need spend 5-7 working days effectively to gather the data which is necessary for the analysis.
The timeframe depends mainly on the pace an organization can adopt. On average it takes 3 months for an organization for be ready to be independently verified in view of its EDGE Certification.
The preparation for certification conducted on a country-by-country basis and the corresponding fee which depends on the numbers of countries involved as well as the country total headcount. Please contact us to receive specific details for your organization.
Organizations can choose any of the EDGE accredited certification body which are currently Intertek, FLOCERT and SGS.
After you have chosen your preferred Certification Body, together you will plan the audit schedule, a desktop review will be conducted remotely by the auditor, followed by an onsite visit to verify the inputs and outputs of the tool based on objective evidence supplied by your organization. Subject to the results of the audit, the Certification Body completes an audit report and issues your EDGE Certificate.
Including the planning, remote desktop review, the onsite visit, reporting and certification granting, but depending on the complexity of organizations, a Certification Body may quote anything between 4-7 working days. An onsite visit may be a single day or more, again depending on the complexity of the organization.
UPDATE: as COVID-19 has severely restricted the possibility to travel and face-to-face meetings, the entire audit can now be done remotely and there is no need for an onsite visit.
Equal pay for equivalent work is the principle according to which individuals who perform jobs that require substantially equal skill, effort and responsibility, and that are performed under similar working conditions within the same organization, should receive the same renumeration. EDGE Certification assesses how this principle is applied by measuring both the effectiveness of an organization’s policies and practices to ensure equal pay for equivalent work for men and women as well as if there is any pay gap which cannot be explained by any other factors than gender.
The full validation letters from the following universities can be found here:
As of July 1st, 2020, Swiss legislation on equal pay requires that organizations with more than 100 employees conduct an analysis of gender pay equity by June 30th, 2021, verified by an independent body by June 30th, 2022. Companies are free to select a specific method of analysis provided it is scientific and in accordance with the law.
The EDGE Gender Pay Gap Analysis Methodology is a scientific, legally compliant method to investigate gender pay equity in the workplace. Using a linear regression model with Ordinary Least Squares, the EDGE methodology measures whether an organization has an Unexplained Gender Pay Gap, a pay gap that cannot be explained by any other factors than gender. It covers all employees in an organization and includes both salary (base salary) and pay (base salary plus bonuses and other cash benefits), which are measured against the following objective and non-discriminatory explanatory variables:
The methodology defines the acceptable threshold for the Unexplained Gender Pay Gap to be met based on the number of explanatory variables included in the analysis. For the EDGE standard regression analysis, the Unexplained Gender Pay Gap should fall between +5% or -5%. In the case of a customized regression analysis, these tolerance thresholds are reduced.
The scientific and legal compliance of the EDGE methodology was validated by an external party.
The full validation letters from the following universities can be found here:
For more information on the legislation, please refer to the following link: https://www.bj.admin.ch/bj/fr/home/staat/gesetzgebung/lohngleichheit.html
EDGEplus is a solution launched in September 2020 as a deepening of EDGE Certification. While EDGE Certification looks at men and women as two homogenous groups, EDGEplus looks at men and women as diversified groups and measures the intersectionality between gender and other aspects of diversity namely: race/ethnicity, gender identity, working with a disability, LGBTQ+, nationality and age. Therefore, EDGEplus is the perfect solution for an organization to begin structuring the conversation and data collection process around intersectional equity.
EDGE looks at men and women as two homogenous groups, whereas EDGEplus looks at men and women as diversified groups in terms of race/ethnicity, sexual identity, sexual orientation, age, working with a disability and nationality.
EDGEplus is an optional add-on to the EDGE assessment and does not replace it. EDGEplus offers EDGE Certified organizations and organizations in the process of becoming EDGE Certified additional possibilities to measure the intersectionality of gender and race/ethnicity, sexual identity, sexual orientation, age, working with a disability and nationality by leveraging EDGE’s 3-pronged assessment approach – triangulating statistical data, policies and practices and employees’ experience.
When deciding to pursue EDGEplus, EDGE Certified organizations, organizations in the process of becoming EDGE Certified or organizations that are interested in EDGE Certification have the choice to deepen the EDGE analysis by selecting for each of its countries of operation:
EDGEplus is a highly personalized journey for an organization, i.e. it will involve a tailored assessment by country to take into consideration specific priorities, legal requirements, and the availability of the data.
With EDGEplus, an organization publicly states that it is committed to analyzing intersectional equity.
EDGEplus allows organizations to create a highly personalized assessment that is specific to their priorities. Given the field of intersectionality and gender equity is complex and evolving, this methodology does not yet specify standards or thresholds that must be achieved. The methodology has been designed to put organizations on an accelerated path by focusing only on what is relevant and necessary to assess their current situation and structure their progress.