Step-by-step plan: how to prepare
Pay transparency requires a structured approach. The steps below help you gain targeted insight and design your remuneration policy to be future proof.
Bring salary data together
Start with insight. Collect all relevant remuneration information such as salaries, bonus structures, secondary benefits, job titles and existing job groups. The aim is to create a complete and reliable overview of the current situation.
Analyse pay differences
Examine whether pay differences exist between men and women within comparable roles. In doing so, look not only at individual salaries, but especially at patterns within job groups, departments and organisational layers.
Assess job evaluation
Ensure that roles are described, evaluated and classified in a consistent way. Clear job groups are essential to be able to explain differences.
Record remuneration criteria
Determine which factors play a role in remuneration decisions, such as experience, responsibilities, performance or relevant expertise. Clear criteria ensure more consistency and make remuneration decisions easier to explain.
Strengthen documentation
Record important decisions, such as performance assessments, salary changes and promotions. This makes decisions explainable and prevents discussions afterwards.
Set up reporting
Prepare for reporting obligations. Consider data flows, responsibilities and the setup of analyses and dashboards.
Increase awareness
Ensure that managers and HR professionals understand what is changing and what role they play. Consistent decision-making starts with knowledge and conscious action.
Monitor and adjust
Pay transparency is not a one-off exercise. Evaluate periodically and adjust where necessary, so that the policy continues to align with legislation and organisational objectives.
From insight to action
The EU Pay Transparency Directive requires more than adjusting policy. It requires insight, structure and substantiation of remuneration decisions.
Organisations that start working on this now create calm and overview. They reduce risks and at the same time strengthen their position as a transparent and reliable employer. The question is therefore not whether you should act, but when and how targeted you do so.
Do you want to know where your organisation stands and which steps are needed? Or get started immediately with analysis and implementation? The specialists at Grant Thornton are happy to help you tackle this in a practical and future-proof way.
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