Frequently asked questions

Many organisations try—but internal audits often miss hidden biases in promotions, bonuses, or job leveling. Without statistical rigor (like regression analysis), you might ‘fix’ gaps in one area while unknowingly creating them elsewhere. My approach combines advanced data diagnostics with cultural assessments to ensure solutions are comprehensive, compliant, and sustainable—not just quick fixes.

Pay gaps directly impact key ESG metrics:

• Social (S): Gender/ethnicity pay equity aligns with GRI, SASB, and CSRD disclosures.
• Governance (G): Transparent pay practices reduce litigation risk and meet investor demands.
• SDGs: Ties to UN Sustainable Development Goal 5 (Gender Equality).

I’ll help you quantify and communicate these connections in your ESG reports—turning compliance into a competitive advantage.

Salary adjustments are a small part of the solution. Persistent gaps often stem from:

• Promotion disparities (e.g., men advancing faster than women with similar qualifications).
• Bonus/equity allocation biases (e.g., discretionary awards favoring certain groups).
• Hiring inequities (e.g., negotiating gaps for new hires).

I’ll audit your entire employee lifecycle to pinpoint where gaps are regenerating— at the source.

My Pay gap snapshot audit delivers actionable insights in 2–3 weeks. A full diagnostic *(including ESG alignment and remediation planning) typically takes 4–8 weeks. Timelines are depend on your data readiness—but I guide you through every step to avoid delays.

Pro tip: Start early if you’re facing regulatory deadlines (like EU Pay Transparency Directive reporting).

Finding gaps is better than ignoring them—proactively addressing disparities reduces legal and reputational risk. My process includes:

• Privileged attorney-client reviews (optional) to protect sensitive findings.
• Phased remediation plans to fix gaps sustainably (no knee-jerk adjustments).
• Communication strategies to frame progress transparently without inviting lawsuits.

Remember: Investors and employees reward honesty—if paired with action.