Fair Pay Leaders have closed all unjustified pay gaps and are taking appropriate actions to prevent pay gaps from reopening. As fair pay leaders, they have committed to voluntary transparency and publish their gender pay gap.

Sustainably on target

Phase 3 of the UNIVERSAL FAIR PAY CHECK® is achieved once the organization has clearly lowered the unadjusted gender pay gap, the value is between -10 and +10 percent, and monitoring shows a continuous narrowing of the organization’s internal pay gap. The objective is for the company to continue its efforts, aiming for an unadjusted gender pay gap of around zero percent.

Making successes transparent

Organizations with Universal Fair Pay Leader status show that they are actively addressing their salary structures and the processes for recruitment and promotion, reconciliation policies, and the organizational culture. Successful implementation of measures is made transparent and is effective publicity as part of strategic organizational communication.

Achieving the status of Universal Fair Pay Leader is a sustainable goal and a milestone on the way towards fair pay. Depending on the starting point, organizations need several years to close the pay gap entirely and counteract any renewed widening of the income gap over the long term.

Best practice exchange

Throughout, the organization is given advice and support on a step-by-step basis over a longer period of time. Sharing Best Practice with other companies and organizations takes place routinely, in Expertise Workshops and targeted Best Practice Insights. The process and certification of an organization are not contingent upon its size, sites, organizational form, or respective statutory obligations.

Requirements for achieving the status of UNIVERSAL FAIR PAY LEADER:

• The organization shows an unadjusted gender pay gap from +10 to -10 percent.
• By continuing to implement existing measures and developing new or adjusted measures, the organization aims to achieve an unadjusted gender pay gap of around zero percent.
• The organization engages in sharing Best Practices with other organizations.
• The organization communicates openly and ensures that its efforts in relation to fair pay, as well as the level of its gender pay gap, are transparent in internal and external communications.
• The organization continues to analyze its own pay structures on a regular basis.