Annie Caley-Renn

Paying a living wage isn’t just ethical, it’s smart business. Discover 10 reasons why more companies are making the shift in 2025 and beyond.

Learn how to write gender-neutral job ads, and why it matters for better hiring, DEI outcomes, and compliance with the EU Pay Transparency Directive.

We’ve put together this article to help you keep track of the new rules as they emerge in each one of the EU’s 27 member states — we’ll keep it updated as we learn about new legislation.

The simple answer is, it’s different for everyone. The right approach for your organisation depends on your industry, company size, culture, strategy and more. Keep reading for help finding the sweet spot for your business. 

It’s a straightforward tool that can help you cut through the noise and understand what’s really driving pay at your organisation. Read on to find out what you need to know.

In this article, we'll explore how these intersecting identities shape pay equity, and why a one-size-fits-all approach isn’t enough to tackle pay discrimination. 

With the EU Pay Transparency Directive just around the corner, fair and equitable compensation has never been more important. Keep reading to the end to find out how job evaluation can help you meet the directive's demands. 

In this article, we’ll break down three common approaches to global compensation, explore the pros and cons of each, and help you decide what’s right for your business.

In this article, we’ll walk through some of the most common types of performance rating scales companies use to evaluate employees. We’ll also explore the process of creating a scale that encourages fairness and paves the way for equitable and transparent compensation. 

In this article, we’ll discuss why relying on job titles alone is not enough to comply with the directive, and what employers should do instead. 

If this is new territory for you, don’t worry: this article covers everything you need to know about salary transparency for jobseekers, including what you’ll need to share, when to share it and how to stay compliant. 

With a merit matrix, employees who are currently positioned towards the bottom of their salary band will receive larger percentage increases than those who are already at the top, helping to close pay gaps and standardise pay across the organisation.