Moving forward

Last week, I shared my pay transparency scale and I wanted to add some thoughts about how to move towards Level 6 which (in the scale) is intended to be the minimum requirement to meet the EU Pay Transparency Directive.

There are no shortcuts in the process unfortunately and it could take time depending on the number of compensation-skeletons you have (in the closet) and the nervousness of your leadership team.

• Document your pay structures, job levels, pay progression and other pay decision processes. ?
• Undertake analysis of where your pay gaps are, paying attention to the unadjusted (ie not related to gender neutral factors, such as location, work-related skills) gaps. ?If you do have these, you might consider addressing them financially.
• Ensure alignment across HR policies so there is no secondary impact on pay from other HR areas. ?
• Consider how you make pay decisions and your pay structure to your employees and line managers and document this in your Pay Policy. ?
• Keep reviewing pay audit outcomes to ensure continuing or improved compliance.

There are other points such as ensuring your workload post-implementation is minimised; supporting line managers with recruitment decisions; preparing gender pay gap reports and meeting the Right to Information requirements. I am very happy to explain more if you’re interested.

In other news.

Firstly, I am delighted to be speaking later today with Oana Iordachescu and Fair Dialogues on Fairness in Compensation and Benefits at global scale. Please join us if you can.

Secondly, it’s time to evolve…

I started the Pay Transparency newsletter (almost) a year ago, to share my compensation knowledge and support companies move forward on this complex topic.?

Since then, the EU pay transparency directive has been written into European law and the clock is running down for those employers impacted.?

However, I have realised that the LinkedIn Newsletter is a tired format. It has so many restrictions, including not being able to add external links without the post being affected.

Plus there is so much Newsletter overload on the platform already.

So…?

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From 3 April, I will be sending out the Pay Transparency newsletter via email.

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By signing up you will continue to receive all the rich content, covering:?

• Case studies;
• Academic insights;
• Guidance Notes for preparing for the Directive;
• Country updates, including progress towards country implementation;
• News round-ups;
• Links to other relevant and worth-reading materials;

?Plus?

• AMA (ask me anything)

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By signing up you will be the first to receive the Newsletter.? The material will not be re-posted onto LinkedIn.

?If you want to prepare for the Directive or implement pay transparency in your organisation, then sign up. Link in comments <sigh>.

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Lastly, I’ve also written up the notes into an easy-to-follow tabulated form. It’s a practical summary of the Directive and took hours of reading to prepare (either that, or I am a slow reader!). It’s designed to take the pain out of reading the Directive. Link also in comments <sigh> .

? Merities Consulting LLC. All rights reserved.