Job evaluation and pay mapping
Pay transparency. For real.
blueprnt brings role evaluation, pay mapping and follow-up together in one tool. You get a basis that shows how pay is set and why it differs.
The film shows: Same work. Different pay. Two bars where women's pay is 9.5 percent lower. Can you explain it? 01 Evaluate: every role is rated criterion by criterion and lands on level 6. 02 Compare: like is compared with like, and the gap between the averages is measured. 03 Act: actions are followed up and the pay gap closes year by year. One place for pay mapping, job architecture, action plans and all of it. blueprnt. Pay transparency. For real.
Where things stand
The pay gap is standing still, and expectations are rising
- 4.4%
- difference remains when occupation, sector, education, working hours and age are equal
- Medlingsinstitutet 2025. Unexplained is not the same as unjustified.
- 82%
- want employers to show pay ranges in the job advert itself
- Norstat for Deel, May 2026, 1,005 respondents
- No upper limit
- on compensation for pay discrimination under the EU directive
- Directive (EU) 2023/970, Article 16(4)
How blueprnt works
01 · Evaluate
Evaluate every role.
Choose 6 to 8 of 22 criteria from the library. Each role is rated one criterion at a time, and the model computes its level, never by hand.
Framework02 · Compare
Compare like for like.
Women and men doing equal work or work of equal value are compared group by group. Every difference is explained by objective reasons, such as experience or the market, or becomes an action.
Pay mapping03 · Act
Close the gaps.
Differences without objective reasons become actions with an owner, a date and a cost. The next pay mapping starts from last year's actions, so you can see the gap actually closing.
Pay mapping
Want to see how it works for you?
We show you blueprnt with your own questions and walk you through how to get started.
Or email us at hello@blueprnt.se