Paper: Compensation culture: Is executive pay excessive? Does it matter?

Budgets are getting tighter and HR and reward leaders are somehow having to squeeze more value out of existing benefits.

Being proactive when it comes to pay transparency and related legislation changes builds trust and shows that organisations are living up to their commitments on fairness and equity.

As pay constraints continue to dictate the employment landscape, budgets are feeling the squeeze as increasingly expensive benefits are stretched to fill the gap.

Pay transparency won’t be undermined by bad data. It will be derailed by unprepared managers.

Taking steps now to set up gender pay gap actions plans will ensure employees are supported at an earlier stage and help avoid any compliance headaches down the line.

As the EU Pay Transparency Directive deadline looms, employers have time to take one last look at whether their pay decisions are objective, consistent and gender-neutral.