How pay transparency is reshaping reward and benefits at Symphony

Lucinda Davis, director of employee experience at Symphony Communications, says the company plans to publish salary ranges for all employees as part of its commitment to diversity, equity, inclusion and belonging.

 

As a scale-up in the technology sector, our focus is on growth.

Our HR team is concentrating on infrastructure and technology – getting better data and insights about our workforce that we can use for better decision-making.

Symphony has 450 employees and a heavy emphasis on diversity, equity, inclusion and belonging (DEIB) and ESG-related activity. We have employee resource groups, a return to work programme, a speaker series and external partnerships to address inclusion and barriers to accessibility, for example. We’re diversifying our talent supply through intern and apprenticeship programmes, and through partnerships with external organisations focused on removing barriers to accessibility.

Pay transparency is reshaping our reward and benefits strategy. This year, we plan to publish salary ranges for all employees, globally. And this will link to our DEIB strategy. We are passionate that this is driven not by legislation but our ethos that it is the right thing to do.

We are conscious of having honest conversations with employees internally and candidates about what it is like to be here and what drives our business.