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JÄMIX® – gender equality,
A gender equality index built on nine key figures, on a 0–100 scale. Trade good intentions for hard numbers.
Standardised definitions since 1996 · Developed together with Sweden’s then Equal Opportunities Ombudsman (JämO) · Part of Heartpace
Internal measures are not enough when you need to show that pay and opportunity are fairly distributed. Without an external yardstick, it comes down to one account against another.
JÄMIX® measures your gender equality objectively and compares you against Swedish employers. You get a finished, verified figure — and nine key figures that show where it comes from.
expressed as a number between 0 and 100.
when salaries are reviewed.
for the sustainability report, collected the same way every year.
JÄMIX® is built on nine key figures:
You report salaries, job roles, management team composition, and parental leave on Nyckeltalsinstitutet's definitions, as every participating organisation does.
The nine key figures are weighted together into an index between 0 and 100.
Your score is set against Swedish employers, so you can see where the unjustified differences are.
Beyond the index’s nine, you receive a set of supplementary key figures in the gender equality area, which put the score in context.
“We're very proud of the progress we've made on gender equality. The fact that we continue to have equal pay between men and women shows that our long-term work pays off. With 125 employees and 26 nationalities, we see diversity as a strength. Through stable processes for fair conditions and continuous work on gender equality, we can see that our efforts make a real difference.”
Alexandra Berg
Head of People+ Sweden, Giesecke+Devrient Mobile Security Sweden AB
A way of turning gender equality into a comparable number instead of a description. JÄMIX® weighs nine key figures on pay, career, working hours, and parenthood into an index between 0 and 100, and sets it against Swedish employers — so the answer to “how are we doing?” is a figure with a yardstick behind it.
The nine: occupational groups, management team, equal access to management careers, pay, long-term sick leave, parenthood, working hours, permanent employment, and active equality work — all broken down by gender.
A pay audit checks compliance. JÄMIX® is a strategic index for the whole organisation’s gender equality.
As evidence, yes — but the figures need recalculating. The standard covering HR is ESRS S1, and it has its own definitions: the pay gap, for instance, must be reported as a mean including other remuneration, whereas JÄMIX measures the median difference in base pay. What JÄMIX gives you is a multi-year series on definitions that have not changed since 1996, which is the part of the reporting that is genuinely hard to reconstruct after the fact.
Sweden. The database has been built on Swedish organisations since 1996.
Compare your organisation with the industry, and turn your HR data into results you can show.
