Data is going to be a key element of delivering on pay equity goals, especially when the EU Pay Transparency Directive is concerned. Tamsin Sridhara and Eva Jesmiatka use this video to discuss how calculating and reporting on pay gaps will require additional information and how objective reasoning and structure job levelling and architecture approaches will help organisations prepare.
This video will cover the following:
- The organisations covered by the directive.
- How pay gaps of at least 5% which cannot be objectively explained will be subject to detailed pay assessments.
- The guidance to remedy those pay gaps, and how back pay will also be required.
- What it means when we say pay, and how that definition could vary.
- Where software can help to make this analysis easier, both in initially assessing these gaps but also maintaining a long term view of any which are unexplained.
This video is part of a series where we explain how the EU Pay Transparency Directive will have an impact on pay equity, understanding the pay gaps, and where putting the information into the job seekers and employees hands could drive change.
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