About us
Your pay gap isn’t just a number—it’s a mirror of your culture. Let’s fix what it reflects.
Are you:
- Tired of your pay gap stubbornly refusing to budge?
- Frustrated by scrutiny from employees, investors, and regulators
- Overwhelmed by not knowing where to start—or how to make progress stick?
You’re not alone. And the good news? It doesn’t have to be this way.
I’m Michelle Gyimah, a Pay Gaps Strategist and ESG equity advisor who helps organisations move beyond compliance to create real, lasting change.
I don’t just analyse disparities—I solve them by tackling root causes in your data, culture, and processes.
Why pay equity needs a strategist (not just a statistician)
Your overall pay gap figure is the tip of the iceberg. The real drivers—promotion biases, bonus disparities, inconsistent job leveling—hide beneath the surface.
That’s where I come in. With 15+ years in HR, DEI, and ESG, I blend data rigor with cultural change to help you:
✅ Decode your data to uncover hidden inequities (no more "we pay fairly—we just can’t prove it").
✅ Build a culture of fairness where pay and progression decisions are transparent and merit-based.
✅ Equip your leaders to communicate pay equity confidently—to employees and investors.
✅ Embed equity into your ESG strategy so your DEI efforts boost—not blur—your sustainability goals.
Why organisations trust me
I speak data and people
Former DEI lead turned pay equity specialist.
I translate numbers into actionable stories—no jargon, no paralysis.
I fix systems, not symptoms
No quick fixes. I audit your hiring, promotions, career progression and bonuses—because gaps start here.
Focus on sustainable processes (not one-off salary adjustments).
I bridge pay gaps + ESG
Help you align pay equity with CSRD, SASB, and SDG 5 reporting.
Turn DEI metrics into investor-friendly ESG narratives.
My belief: Fair pay is a business imperative
"Your employees don’t want promises—they want proof. Your investors don’t want buzzwords—they want data. Let’s give them both."
Clients I’ve helped:
- FTSE 100 firms reducing gender pay gaps ahead of regulatory deadlines.
- Startups building equitable pay foundations before scaling.
- ESG teams weaving pay equity into sustainability reports.
Let’s show your commitment—not just state it.
Your people are watching. They care about action, not just intent.
