There are many ways and means to certify pay strategies and achieve recognition for Fair Pay. But until now, none of today’s auditing procedures fully covered the entire range of possibilities. What’s more frustrating is the fact that even companies with the very best of intentions find they’re unable to demonstrate their compliance. Yet all this certification chaos can be ended in three simple steps.
All over the world, there are many different ways for companies and organizations to have their pay strategies reviewed and their Fair Pay efforts recognized. But until now, there is no single certification to cover all aspects of non-discriminatory pay structures.
This certification chaos is particularly inconvenient for those who are really working hard to ensure Fair Pay for all employees at all their sites worldwide, regardless of the local legal situation and the associated audit procedures, the size of the company, or the form of organization. In short, a pay system that is fair for everyone, especially for those companies operating in different countries and subject to divergent national pay laws, or for organizations that voluntarily seek to go far beyond legal obligations with the very best of intentions. It’s often so difficult to map success.
Achieving zero in three phases: the Universal Fair Pay Check
The UNIVERSAL FAIR PAY CHECK annihilates the gap by distilling the world’s best legislative enactments into a single process, leveraging the pay analyses from Switzerland, the standardization process from Iceland, and the transparency initiative from the United Kingdom.
The aim of the award process is to close all organizational pay gaps and implement equality and equal opportunities for all employees in three phases:
- ANALYZE YOUR POSITION
- DEVELOP YOUR MEASURES
- LEAD BY EXAMPLE
How long these phases take depends on the starting position, but they require various interlinked measures as well as regular monitoring. Organizations are guided and supported by the FPI in analyzing their pay data, implementing Fair Pay, and adopting suitable measures across all three phases, with progress or regression reviewed annually. The award of accreditation up to Universal Fair Pay Leader also takes place annually.
Throughout the process, the focus is on best practice exchange. From the outset, companies and organizations are encouraged to share their experiences and challenges in expertise workshops and swap information on the best tools and procedures – from analysis and identification to closure of all pay gaps.
This is why the Universal Fair Pay Check is both a bellwether and compass on the path to implementing non-discriminatory pay structures.