Anonymous member· Global Mobility Manager, Steinbach Industrie
Asked in Pay Equity & Transparency ·
We are a UK university with around 4,200 staff. Our equal pay audit has been every three years, signed off by the director of HR and noted by the governing body. The last one took eleven months to complete, by which time the data was stale.
I am proposing we move to annual with a lighter method, and that sign-off moves to the remuneration committee. The pushback is that annual is too much work and that more senior sign-off creates more exposure, not less.
I would like to hear what cadence others run and where accountability actually sits, particularly from anyone who has changed it.
12 helpful · 1 insightful · 1 agree · 5 replies · 620 views · 2 following
Total Rewards Manager, Larkspur Manufacturing
Annual full audit, quarterly monitoring of three indicators: starting salaries, promotion increases and off-cycle adjustments, each by gender. The quarterly check is automated and takes me half a day. Sign-off is the chief people officer, reported to the board's people committee. Bank, 8,000 staff, UK and Ireland.
Benefits Manager, Steinbach Industrie
Every two years here, a Dutch public body of 3,000, and I think that is right for us. Pay is set by a collective agreement with fixed steps, so there is very little discretion to create new gaps between audits. If most of your pay moves on a spine, annual may be effort without information.
Compensation Analyst, Qasr Holdings
The exposure argument is backwards in my view. A committee that has never seen the analysis is not protected by its ignorance. Ours moved sign-off to the audit and risk committee two years ago precisely because the non-executives said they could not attest to something they had only ever been asked to note.
Elif YilmazGRS
Total Rewards Manager, Tidewater Utilities
We tried annual full audits and went back to a full one every second year with a light refresh in between. The full version includes rechecking job evaluations for a sample of roles, which is what takes the time. The model rerun is a week. Split those two and the annual burden argument mostly disappears.
People Analytics Lead, Silverline Media
