Here’s what we discussed:

HR leaders are under increasing pressure from all angles — regulators, employees, and shareholders — to be able to explain whether they pay, promote, and assess employees fairly and consistently. These demands pose significant brand, financial, and compliance risk at a time when companies are looking to reduce costs.

Additionally, prospective and current employees love transparency. By embracing transparency proactively and leveraging purpose-built technology, companies can flip challenges of transparency into opportunities to build trust, improve culture, and drive the bottom line..

In this roundtable discussion we talked through the importance of staying ahead of legislative changes and reporting requirements across the globe that make pay transparency a requirement. In fact, how you pay and advance employees is now on full display. And that means you’re exposed: “one scorecard listing, one new piece of legislation, or one TikTok away from losing control of your brand narrative”, as one Total Rewards leader recently described it.

This discussion would have helped bring clarity into the steps proactive organizations are taking to answer questions like these:

• Are you ready to explain your pay to employees/the board/investors/the public?
• Are you ready to get pay spend right?
• Are you ready for public pay gap reporting?