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âś” Is your approach to levels/grades robust, non-discriminatory and underpinned by an analytical job evaluation and classification methodology?
✔ Do you have clear guidance to support reward and promotion decisions that you’d be comfortable sharing with employees?
âś” What is your current gender pay gap and how can you improve to meet the EU Pay Transparency Directive?
âś” If you use performance management as a rationale for pay differentiation, how robust and consistent is your current approach?
âś” Do you have enough market data to defend potential differences based on market premiums?
âś” Could more transparency on pay for advertised roles raise concerns for existing employees?
Act now on Pay Transparency and drive results for your organization.
✔️Salary Benchmarking – Download the 2024/25 survey, Cyprus here
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