Reward Strategy & Policy

Legal Compliance & Reporting

Change Management & Communication

Operations & Systems

Incorporate fair pay into the broader reward strategy, looking at an evidence-based, data-driven program that considers full fair pay across the organisation (and borders). Using statistical analysis, we uncover the hidden drivers of the pay gap.

If inequalities are identified, look at adjusting the financial (and non-financial) pay structures and update the relevant rewards policies, with an impact assessment both from an employer (cost) and individual perspective.

Take a proactive approach to fair pay in light of legislative changes and landmark rulings.

Be mindful of country specific differences.

Within Europe anticipate on the upcoming Pay Transparency Directive.

Ensure compliance with disclosure rules and reporting requirements, need for actionable measures and mitigate any risks.

Staying abreast.

Plan for tailor-made communication and training for both internal (HR/rewards) stakeholders and your employee population. It’s a matter of education and removing the biases embedded within our society. Decision makers and people managers will be trained to prevent unconscious bias and siloed decision-making.

In order to be successful, it is important to communicate in a transparent way about your fair pay program with the proper communication channels and tools.

In order for a fair pay program to be manageable and sustainable in the long run, it is important to examine the various in-house HR processes, technologies, and behaviors and assess how these impact decision-making related to compensation.

It is key to inject best practices and look at niche fair pay products or solutions on the market to make your fair pay program effective.