Salary management and gender pay gap
You’ll attract and retain the best talent when you’re known for fair and benchmarked compensation.
Salary management challenges
- Inconsistent salary structures
Role type and seniority across functions may be rewarded differently - Lack of transparency
Staff are disheartened or resentful because of perceived pay inequalities - Complexity of global operations
In multi-country, multi-function organisations, it is hard to ensure parity - Inflexibility in salary models
Systems, processes and controls prevent flexible and fair rewards and timely adjustments - Manual processes and administrative burden
There is too much intervention needed, because of outdated systems and technology - Bias in pay decisions
With a lack of clear, current and comparative data, it’s difficult to ensure objectivity - Lack of predictive tools
Budgeting and planning rely too much on instinct and guesswork, resulting in sudden changes that can demotivate workers - Non-alignment with company strategy
Workers don’t act together in the pursuit of business goals because their compensation plans reward them for other activities
How we can help
With a clear and comprehensive salary management and pay equity strategy supported by best practice processes and modern technology, you can overcome these challenges and optimise the performance of your workforce.
We can help you choose, implement, and manage a technology platform with the capabilities to support these plans in your unique organisation. Our expertise ensures your salary management and gender pay gap programmes are effective, transparent, legally compliant and aligned with your organisation’s values and goals.
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