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    There is too much intervention needed, because of outdated systems and technology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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