{"id":15167,"date":"2025-02-27T15:53:00","date_gmt":"2025-02-27T15:53:00","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&#038;p=15167"},"modified":"2026-02-17T10:39:00","modified_gmt":"2026-02-17T10:39:00","slug":"pay-transparency-prepare-for-change","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/pay-equity\/pay-transparency-prepare-for-change\/","title":{"rendered":"Pay transparency &#8211; prepare for change"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-b5fc8583 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<p class=\"\"><a href=\"https:\/\/hrcentre.uk.brightmine.com\/authors\/justine-woolf\/167340\/\">Justine Woolf<\/a>, director of consulting at\u00a0<a href=\"https:\/\/www.innecto.com\/\" target=\"_blank\" rel=\"noreferrer noopener\">Innecto Reward Consulting<\/a>, joins the\u00a0podcast\u00a0to tell us about\u00a0pay transparency\u00a0legislation in the US and EU and why employers in the UK need to be prepared for\u00a0change\u00a0&#8211; and how their organisations can benefit by taking a proactive approach.<\/p>\n\n\n\n<p id=\"listen\" class=\"\">Listen now for actionable insights, expert analysis, and a look at what\u2019s next for HR strategy.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-rich is-provider-spotify wp-block-embed-spotify wp-embed-aspect-21-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe title=\"Spotify Embed: Pay transparency \u2013 prepare for change\" style=\"border-radius: 12px\" width=\"100%\" height=\"152\" frameborder=\"0\" allowfullscreen allow=\"autoplay; clipboard-write; encrypted-media; fullscreen; picture-in-picture\" loading=\"lazy\" src=\"https:\/\/open.spotify.com\/embed\/episode\/7aFutH06zqUt4EN9YW83u4?utm_source=oembed\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<details id=\"transcript\" class=\"wp-block-details has-secondary-blue-color has-text-color has-link-color wp-elements-e5c364c69bafde498a114110864a8909 is-layout-flow wp-block-details-is-layout-flow\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.548), 18px);\"><summary>Read the transcript<\/summary>\n<p class=\"\"><strong>Robert Shore:<\/strong> Hello, and welcome to the Brightmine podcast, formerly known as the XpertHR podcast. Brightmine is a leading provider of people data, analytics and insight, offering employment law expertise, comprehensive HR resources and reward data to meet every HR and organisational challenge and opportunity. You can find us any time of the day or night at <a href=\"\/uk\/\">www.brightmine.com<\/a>.<\/p>\n\n\n\n<p class=\"\">Hello everyone. My name is Robert Shore, and today we\u2019re going to be talking about pay transparency. To do this, I am joined by Justine Woolf, director of consulting at Innecto Reward Consulting.<\/p>\n\n\n\n<p class=\"\">Justine, hello.<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf:<\/strong> Hi Robert. Nice to be here.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> So, as I said, our subject today is pay transparency. There\u2019s a little something in the Government\u2019s Employment Rights Bill but actually the change that\u2019s coming may not be driven principally by that. There\u2019s a lot going on in other jurisdictions, and that\u2019s what Justine\u2019s going to be telling us about. So Justine, where do we begin with regard to this change?<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf:<\/strong> Okay. So just picking up on what you were saying about the Employment Rights Bill, it\u2019s obviously making progress through Parliament and it has got some reference to increasing transparency, and that\u2019s in terms of producing an equality action plan. So that will come potentially in 2026. We\u2019ll wait to see how quickly it moves through. And that will be on the end of the gender pay reporting regulations.<\/p>\n\n\n\n<p class=\"\">But it\u2019s not suggesting some of the changes that we\u2019ve seen implemented elsewhere in the world. So if we think about the US, for example, there\u2019s currently about ten states that have got pay transparency legislation, and I think it\u2019s about another thirteen who are considering it. So at the moment we\u2019ve got about 26% of the US labour market that\u2019s covered by some form of legislation.<\/p>\n\n\n\n<p class=\"\">And all of the states have got nuances in terms of what they require, in terms of their pay transparency laws. But there\u2019s sort of three broad themes. So typically, we see things around having salary history bans. So not asking for people\u2019s salary and using that as a basis to set a new salary. Employers have to provide a salary range for all the jobs that they\u2019re advertising. And they\u2019ve also got to share total compensation related to the role.<\/p>\n\n\n\n<p class=\"\">So as I said, there\u2019s nuances. Not every state is the same and some have more requirements and some have less. But the aim of the legislation, regardless of which state it\u2019s in, is to help employees feel more informed about the opportunities that they have around jobs, but also to empower them to negotiate salaries effectively because<br>that then reduces the wage disparities that we see in terms of gender or age or ethnicity and so on.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> That\u2019s what\u2019s going on in the US. But of course \u2013 and I know quite a lot of employers are interested in this \u2013 there\u2019s a lot going on in the EU as well, isn\u2019t there? There\u2019s a pay transparency directive that was passed last year. Can you tell us about that? What\u2019s included in that?<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf: <\/strong>Yeah. Well, it might be useful to explain what we mean by \u2018pay transparency\u2019. It depends on who you are and what context you\u2019re operating in, in terms of the definition. I think some people, when they hear the word \u2018pay transparency\u2019, think we\u2019ve got to share everyone\u2019s salaries with everybody. But that\u2019s not necessarily what we\u2019re talking about.<\/p>\n\n\n\n<p class=\"\">Thinking about it in a broader context, we\u2019re talking about sharing the relevant information around pay, how we determine pay, how pay decisions are made. And that ultimately promotes fairness and equity in the workplace because it empowers people to understand how their pay compares to others.<\/p>\n\n\n\n<p class=\"\">So in terms of the EU pay transparency directive, so that was passed in June 2023 and it comes into effective next year, so in 2026. So it only applies to the countries that are in the EU. So it doesn\u2019t apply here in the UK. But its aim is to ensure equal pay for equal work, and it also gives rights to employees to get more information about their pay and how it compares to peers on an average basis. So it\u2019s not saying, you know, \u2018You get paid \u00a310,000 and I get paid \u00a310,000 and I need to know that.\u2019 It\u2019s just saying, on an average basis, comparing to others doing the same or similar work, what organisations are paying.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>So it\u2019s sort of semi-transparent?<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf:<\/strong> Semi-transparent. Exactly. So going back to that, \u2018What do we mean by transparency?\u2019 it\u2019s like midway on that spectrum, I guess. But it also requires\u2026the directive requires member states to show if they\u2019ve got pay gaps what they\u2019re doing about them, and also how they\u2019re going to eliminate those gaps.<\/p>\n\n\n\n<p class=\"\">So that\u2019s the similarity, I guess, in terms of what\u2019s happening in the Employment Rights Bill that we started with.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yeah. And I think one thing that\u2019s interesting about the directive is that there is a penalty for not closing gaps as well, isn\u2019t there?<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf:<\/strong> Yes. So it talks about fines. What those look like could well vary in country to country.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Yeah. Because the implementation of EU directives is quite a complicated process, isn\u2019t it, in that the EU passes a directive; that doesn\u2019t mean to say that it\u2019s ready to be adopted in each EU member state immediately. What is current progress?<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf: <\/strong>So, the aim of the EU directive is to create consistency across all member states. So that\u2019s what the directive is there to do. But the reality is all of the member states have to transpose that directive into local legislation. And so it means that, whilst the directive has set some indicative requirements, when companies transpose that into law they have to meet those requirements but often they might<br>go beyond.<\/p>\n\n\n\n<p class=\"\">So if we think, for example, in France they\u2019ve got gender pay reporting requirements, as the directive does, but the directive talks about having requirements for employers with more than 250 employees. In France, the current legislation is based on 50 employees and above, so it\u2019s unlikely that they\u2019ll increase that requirement. So we\u2019ll see, likely, that as the countries transpose the directive into local legislation they\u2019ll actually go above and beyond the requirements, depending on what they\u2019ve got in place already. And so far we\u2019ve only seen one region of Belgium has transposed the legislation, and Sweden have given an indication of a draft. And I believe just before Christmas Poland also put a draft in for consideration. And in the information that they\u2019ve shared so far, they\u2019ve included additional requirements. So in Sweden and Belgium, for example, they\u2019ve put in a requirement for a comparison of pay progression by gender for those who have and haven\u2019t taken parental leave, and that\u2019s already in some countries\u2019 gender pay requirements already.<\/p>\n\n\n\n<p class=\"\">So we\u2019re still waiting for a lot of countries to say if they\u2019re going to be going above and beyond the requirements of the directive. But there\u2019s also still quite a lot of ambiguity about what the directive means. So for example, the directive is requiring companies to show average pay for categories of worker. We don\u2019t know what \u2018categories of worker\u2019 really means. So it could be it\u2019s a broad level, like a manager, a senior manager. Maybe you can use your grade structure, if you\u2019ve got one. Or actually, do you have to be bringing in objective job evaluation so that you can level your roles appropriately using, you know, analytical frameworks? So there\u2019s still some ambiguity around that, that we don\u2019t know about. So it will be useful when the directives are transposed to have more clarity.<\/p>\n\n\n\n<p class=\"\">But the other thing that the directive talks about is that it\u2019s asking for comparisons on pay in the broader sense of the term, so including things like pensions that are being provided, healthcare premiums, care allowances. So there\u2019s quite a lot of information potentially that employers are going to have to collate. But again, it\u2019s going to potentially vary by country to country.<\/p>\n\n\n\n<p class=\"\">So there\u2019s quite a lot of complexity to it, and there\u2019s an awful lot of ambiguity at the moment.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> 2026 is the date by which it\u2019s supposed to be adopted into national law. It\u2019s not unusual, I think, for member states to delay and defer a little beyond that, but next year potentially. What\u2019s going to happen in the UK as a result? Well, I suppose we should begin by saying what is the current position in the UK?<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf: <\/strong>The EU transparency directive doesn\u2019t apply here, obviously, because we\u2019re not in the EU. We are expecting the new legislation in the UK, which is going to require companies of 250+ employees to develop, publish and implement action plans to close their gender pay gaps, and also the new Equality, Race and Disability Bill will require mandatory disability and ethnicity gap reporting. There\u2019s still some more information to come on what exactly that\u2019s going to look like, but I think even though the directive doesn\u2019t apply here, it is putting pressure on companies to be more open about pay, particularly when they\u2019re, you know, global organisations and they\u2019re competing in a global market for talent. And we\u2019re working with a number of clients at the moment who\u2019ve got a global footprint, and they\u2019re thinking about, \u2018Okay, well bearing in mind we\u2019ve got to adhere to this legislation in the EU and also in the US, how can we create consistency across our business and have that sort of one business footprint when it comes to pay transparency?\u2019 So, there are a lot of organisations that, even though they don\u2019t have to do something, will be, you know, progressing their agendas.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> So, you think then that things will change as a result of this and if so\u2026 Well, first of all, why should leaders care?<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf:<\/strong> I think leaders need to understand that there\u2019s evidence that shows greater transparency of pay in the workplace leads to improved job satisfaction, morale. Employees are more likely to believe that they\u2019re paid fairly, which means we\u2019re more productive and, as employees, we\u2019re more engaged. And all of that boosts<br>organisations\u2019 reputations but also bottom lines, which is what leaders care about. So, I think it\u2019s really important we get our leaders on board with how they can be more open about pay with employees so that, you know, employees understand how pay works, how pay decisions are being monitored (so they have confidence that they\u2019re being fair), and also what organisations are doing to ensure pay equity.<\/p>\n\n\n\n<p class=\"\">We\u2019ve seen societal expectations changing significantly. So younger generations are far more open to sharing information about pay than, you know, when you or I started work (only five years ago, obviously!). And we know that, for example, job ads, if you put a salary on a job ad, you\u2019ll get twice as many clicks and six times as many applicants. So you know, you could be missing out on talent as an organisation if you\u2019re not being more open about your pay policies.<\/p>\n\n\n\n<p class=\"\">So I think leaders do need to recognise that the train has left the station and actually, if they want to, you know, be able to attract talent and retain talent, they\u2019re going to have to be more open about how pay works in their organisation.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> You said that greater transparency leads to employees feeling that things are fairer. Presumably that means that greater transparency means that organisations have to be fairer because I think sometimes there are things that could be published that you\u2019d find and you might think are particular unfair, actually.<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf:<\/strong> Possibly. What this does is it makes us hold a mirror up to ourselves. And I think deep down, if you\u2019re in HR, you want to be treating your employees fairly. I don\u2019t think there\u2019s ever an agenda where an HR director thinks, \u2018Oh, I want to get away with this as much as I can.\u2019 Actually, there\u2019s a morality that sits behind this.<\/p>\n\n\n\n<p class=\"\">So, I think what this is forcing us to do is go on that journey and say, you know, it\u2019s not okay to sweep this under the carpet anymore. In the same way that we\u2019ve seen various movements over the last few years that have galvanized change in society, this is the same, you know? People should be paid fairly for what they do, and they should have the ability to understand why they\u2019re paid what they are. I don\u2019t think it means everyone needs to get paid the same. Absolutely. But they need to be able to understand why they\u2019re paid what they are and what the policies are that an organisation is using.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> So from what we\u2019ve said so far, I think you might get the idea that pay transparency is really an extension of what we\u2019ve been talking about with gender pay gap and ethnicity and disability pay gap reporting. Is that right? <\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf: <\/strong>The transparency directive is focusing specifically on gender, so I guess yes, in that respect. But I think what it\u2019s doing is making us think about transparency more broadly. So I think, whilst we might be reporting on the basis of gender, actually it\u2019s the other demographics, and also the intersectionality analysis that organisations are doing to see how, you know, gender and ethnicity play out, how does age and gender play out? So, what this is doing is just giving us a toolkit to start exploring it on one particular characteristic. But actually, that shouldn\u2019t be the primary focus. We should be thinking about pay transparency across the board and how does it play out in different guises.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>And we know that a lot of organisations are already thinking about these things. I know that one thing people often say about gender pay gap reporting is that obviously there is a mechanism in place for doing this now, and that seems to work quite successfully, but actually change can be quite hard to achieve. So you sort of have the data\u2026<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf:<\/strong> Yeah.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> \u2026but you don\u2019t necessarily know how to use that, or even what sort of level of progress to expect from year to year either.<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf:<\/strong> It\u2019s really interesting, actually. So, if you think that we\u2019ve had gender pay legislation for a number of years now, there\u2019s not that many organisations that have really shifted the dial. And I think one of the reasons for that is because the structural makeup of an organisation very much affects your gender pay gap. So it doesn\u2019t necessarily mean \u2013 and this is obviously where the misconceptions come into play \u2013 that you\u2019re paying men and women significantly differently in the organisation. It\u2019s an overall view. But if you\u2019ve got a lot more women at the bottom of the organisation and more men at the top, that will significantly impact your gender pay gap.<\/p>\n\n\n\n<p class=\"\">Where organisations are making change, it\u2019s where they are changing that demographic spread in their organisation. But it doesn\u2019t necessarily happen overnight, particularly if you\u2019ve got gender segregation, you know, by particular disciplines and career types.<\/p>\n\n\n\n<p class=\"\">But it doesn\u2019t mean that you have to accept the status quo. Organisations have been making progress, particularly to bring in more females at the bottom to increase that pipeline. But what that does is, by bringing more females in at the bottom, you\u2019re having an impact on your gender pay gap. So often the number\u2019s going the wrong way, even though it\u2019s a longer-term ambition.<\/p>\n\n\n\n<p class=\"\">So, I think the gender pay gap itself is a lens. It\u2019s making us look and see, \u2018Okay, well how is pay distributed in our organisation?\u2019 But then we have to go beyond that and we have to look at, \u2018What are our recruitment policies? What\u2019s our promotion practice like? Are we giving people the same training opportunities? How are our policies being applied?\u2019 The gender pay gap regs don\u2019t ask for that information. But when you go beyond and start to understand what other factors are contributing to pay gaps, that\u2019s when we can start to move that dial a bit more.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Yeah. And of course in the Employment Rights Bill there is something about creating action plans. But again, there are no penalties attached to that at this stage, or not\u2026<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf:<\/strong> That we\u2019re aware of.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> \u2026directly. And that, I guess, is\u2026I\u2019ve often heard it said that that is the thing that might really change things. But equally there you said that, interestingly, an increase in gender pay gap might also be a sign of people beginning to prepare a pipeline that might bring about real change\u2026<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf:<\/strong> Yeah.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> \u2026in the right direction but in, I don\u2019t know, five to ten years\u2019 time.<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf: <\/strong>Exactly. But the interesting thing at the moment is there\u2019s no requirement to give a narrative behind your numbers. So although many organisations will, and they\u2019ll write reports and they\u2019ll share that on their websites, there\u2019s absolutely no requirement to do that. So, not all employees or people looking from the outside in will necessarily understand, \u2018Why is your gender pay gap the way that it is? Are you just, you know, not doing anything about it? Or\u2026\u2019 You know, so if you are putting those long-term plans in place, having the narrative and an action plan around that will help employees and future employees understand what organisations are doing to change the picture makeup in their organisation.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>There\u2019s obviously the thing that it is about pay, but it is also about trying to encourage different people to come into professionals that they\u2019ve not  traditionally done, which is a whole other question in a way. And yet obviously it is ultimately related.<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf:<\/strong> It is. I mean, it\u2019s a big societal change that needs to happen. You know, it goes back to school, it goes back to role-modelling, it goes back to, you know, job opportunities, apprenticeships, university, all of that. There\u2019s so much stereotyping that goes on in organisations generally. But it\u2019s also about work and how work is designed. If you look at organisations where they have introduced more flexible options for working for males and for females, you will see a better change in demographic makeup.<\/p>\n\n\n\n<p class=\"\">I was just listening to a podcast on the way here actually, and they were talking about care and the impact that has on the workforce, and particularly hitting women of a certain age. And it\u2019s interesting, the gender pay gap is almost non-existent below 40. And it\u2019s where, you know, families come into play or people want to have more flexibility around their work life to manage children or older generations.<\/p>\n\n\n\n<p class=\"\">So all the gender pay gap reporting and the pay transparency directive are doing is they are lifting the lid on practices that are going on in organisations. But if we really want to change the dial we\u2019ve got to make a much more fundamental shift and change the way that we design our work and the flexibility that we provide men and women to make it more equal.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> You said there at the outset that since the introduction of gender pay gap reporting in the UK, that overall the numbers have not moved very far.<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf: <\/strong>They have moved but it\u2019s a very slow trajectory.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Yeah. But actually, possibly quite a lot of other change has happened at a faster rate that is going to bring about more visible progress?<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf:<\/strong> Yeah. I think with, you know, more legislation around flexible working it\u2019s all little nudges in the right direction. But I think the challenge is always going to be, with these little nudges you\u2019re only going to move a little pace. So, you know, it takes fundamental shifts in legislation and societal expectation for things to really change the dial. I think we\u2019ve moved on significantly in the last five, ten years but, you  know, at this pace how long\u2019s it going to take us to make true change?<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> I think you have some tips that organisations might adopt, and some steps that they might take on board?<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf: <\/strong>So, if we\u2019re thinking about going on a pay transparency journey, creating more awareness for senior managers. So, let\u2019s start the conversation beyond the gender pay reporting requirements. Let\u2019s think more broadly about, \u2018What does pay transparency mean in our organisation? What\u2019s right for our organisation?\u2019 \u2018Cause it will look different from company to company in terms of how it sits with their culture. But getting your senior leaders on board with the direction of travel, and also involving them in policies and development of pay ranges, so they really understand how pay works. So I think that\u2019s one key thing that organisations can and should be doing.<\/p>\n\n\n\n<p class=\"\">I think we need to be looking more at our data. So, obviously we\u2019re going to be having requirements in the UK to look at ethnicity, disability data. So we need to start looking at what information we\u2019ve got now. Most organisations will have gaps to fill, in terms of collecting that data. I mean, there\u2019s some real questions around how we even collect disability data. It\u2019s not necessarily as binary as, \u2018Are you disabled or not?\u2019 because you might meet the criteria of being disabled but not see yourself as being disabled. I know I certainly meet the criteria but I don\u2019t believe or wouldn\u2019t classify myself as a disabled employee. So there\u2019s a lot of questions still to be answered about how we do that. But start to talk to your employees and start to collect information. Where are you going to get it from?<\/p>\n\n\n\n<p class=\"\">And then also thinking about, even if the pay transparency directive doesn\u2019t apply here, it shouldn\u2019t stop you going beyond the reporting requirements and asking, \u2018Well, if we\u2019ve got gaps, what\u2019s driving them?\u2019 So, if we\u2019ve got gaps, you know, beyond 5% or differences in the offer can we really explain them? Can we stand behind them? Can we justify them? \u2018Cause a lot of organisations will have things in place that have been in place for years. They\u2019ve never really questioned whether they\u2019re still fit for purpose. Are they still right?<\/p>\n\n\n\n<p class=\"\">Think about, on the back of that, starting to think about what an action plan might look like. Again, we don\u2019t know specifically what the guidance is going to specify. But you can start by looking at, if you\u2019ve got gaps, understanding what the reasons are, think about how you\u2019re going to address them and what actions you might need to take. And you can start to socialise that in your organisation as well.<\/p>\n\n\n\n<p class=\"\">But I think the other thing that we can do that we\u2019re not necessarily very good at is educating our managers. And obviously organisations will vary depending on how they manage pay, how they involve managers in pay decisions. There\u2019s a lot of studies that show managers either aren\u2019t educated on pay policies in organisations or don\u2019t necessarily feel like they have the confidence to talk about pay.<\/p>\n\n\n\n<p class=\"\">So, as well as getting your senior leaders on board, we also need to start educating our line managers so that they can answer some of these difficult questions. \u2018Cause they\u2019re often that first port of call. \u2018Why am I paid this? Why is so-and-so paid more than me?\u2019 And often they don\u2019t have a clue. So, starting to help them understand<br>what\u2019s the pay policy in your organisation. Start to share data with them if you can. If you\u2019re doing pay benchmarking, help them understand where it is you are benchmarking, how you\u2019re using that data. So even if you\u2019re not at the point of sharing them and saying, \u2018Oh, your finance managers are X in the market and we compare Y to the median,\u2019 at least being able to explain to them, \u2018Well, we submit into this pay survey. These are our competitors and they\u2019re in this survey so we know we\u2019re looking in the right markets for data and so on.\u2019 Just educating your managers means that they can start having those conversations with their teams as well, and it raises the overall awareness and understanding of how pay works. It\u2019s less of a dark art. And then employees will start to trust that pay is fair. And all of that builds on that sort of pay transparency journey.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>So, the word \u2018transparency\u2019 and taking that idea seriously is really a key to the process?<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf:<\/strong> I think we\u2019re on this sort of change curve. I think many people will be familiar with the K\u00fcbler-Ross change curve, and if you think about it from a pay transparency directive, we\u2019ve kind of gotten over the shock of the introduction of legislation but we\u2019re now in that dip because we\u2019re not quite sure how it\u2019s going to affect us. So really we need to start planning to think about, \u2018How do we come out the other side and move on?\u2019 And we have to take people on that journey with us. And I think as HR professionals we\u2019re probably further along in the curve than much of our organisation. So I think it\u2019s recognising where are you, in terms of the things in your mind, what you think your organisation needs to do. But I think we\u2019ve got to take our employees, our managers, our senior managers on that journey as well. So there\u2019s quite a big engagement and communication piece that sits alongside this.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> So Justine, thank you so much for introducing us to the next part of this journey towards transparency. And of course we have lots of supporting materials on the Brightmine website, and I will include links to those in the show notes. Until next time.<\/p>\n<\/details>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"speakers\">Brightmine host<\/h2>\n\n\n\n<div class=\"wp-block-group alignwide is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-thumbnail is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/01\/17154338\/Robert_Shore-150x150.webp\" alt=\"Robert Shore, HR Market Insights Editor at Brightmine\" class=\"wp-image-10115\" style=\"object-fit:cover;width:100px;height:100px\"\/><\/figure>\n\n\n\n<p class=\"has-text-align-left\"><strong>Robert Shore<\/strong><br>HR Markets Insights Editor, Brightmine<\/p>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Guest speakers<\/h3>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-full is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/01\/13144636\/speaker-avatar.webp\" alt=\"\" class=\"wp-image-14506\" style=\"object-fit:cover;width:100px;height:100px\"\/><\/figure>\n\n\n\n<p class=\"has-text-align-left\"><strong>Justine Woolf<\/strong><br>Director of Consulting, Innecto Reward Consulting<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-3 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-459ffb2a7b3dc338c93226d3be8270c8\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#listen\">Listen now<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-53b045a32da828cda288ce2a72946a2d\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#transcript\">Transcript<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-71518ad09f03d83428d3713a9cbb6f21\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#speakers\">Speakers<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Navigate HR complexity with confidence<\/h3>\n\n\n\n<p class=\"\">With Brightmine, you can build powerful people strategies, implement best practices and set your organisation up for a brighter future.<\/p>\n\n\n\n<p class=\"\">Learn how our tools, resources and automation can empower you and your team.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/uk\/solutions\/?intcmp=cta|blog|solutions|learn-more\" style=\"border-radius:25px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group lnrs-hide-block-on-mobile has-global-padding is-layout-constrained wp-container-core-group-is-layout-ad1af2a0 wp-block-group-is-layout-constrained\" style=\"margin-top:0;margin-bottom:0;padding-top:0;padding-bottom:0\">\n<hr class=\"wp-block-separator has-text-color has-secondary-gray-color has-alpha-channel-opacity has-secondary-gray-background-color has-background\" style=\"margin-top:10px;margin-bottom:10px\"\/>\n\n\n\n<p class=\"\">Read more articles:<\/p>\n\n\n\n<div class=\"wp-block-query is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"wp-block-post-template is-layout-flow wp-container-core-post-template-is-layout-ea1fff98 wp-block-post-template-is-layout-flow\"><li class=\"wp-block-post post-15519 resources type-resources status-publish has-post-thumbnail hentry category-whitepapers topic-benchmarking topic-pay-equity topic-total-rewards\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/pay-equity\/pay-transparency-how-to-make-better-pay-decisions-through-pay-grading\/\" target=\"_self\" >Pay Transparency: How to make better pay decisions through pay grading<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-15467 resources type-resources status-publish has-post-thumbnail hentry category-tools topic-benchmarking\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/benchmarking\/survey-analysis-and-benchmarking-data\/\" target=\"_self\" >Survey analysis and Benchmarking data: The complete list<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-15061 resources type-resources status-publish has-post-thumbnail hentry category-whitepapers topic-dei\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/dei\/navigate-gender-equality-action-plans-with-confidence\/\" target=\"_self\" >Navigate gender equality action plans with confidence<\/a><\/h2>\n<\/li><\/ul><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-4b7a3f7f wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-ff987909ea889423d271365a81c3357a wp-block-brightmine-resources-filter has-text-color has-primary-black-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter  editor-posts-filtered-topics \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/pay-equity\/rising-national-living-wage-drives-squeezeflation-across-uk\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/04\/01142711\/male-and-female-colleagues-discussing-pay-trends-with-laptop.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Press releases<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/pay-equity\/rising-national-living-wage-drives-squeezeflation-across-uk\/\">Rising national living wage rates drives \u2018squeezeflation\u2019 across UK pay structures<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Entry-level pay rose by 12.9% in 2024, nearly double the increase of mid-tier roles, as sustained NLW rises &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/pay-equity\/pay-transparency-how-to-make-better-pay-decisions-through-pay-grading\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/02\/25164228\/modern-open-office-team-working-at-desktops.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Whitepapers<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a 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class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Webinars<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/pay-equity\/gender-pay-gap-reporting-and-action-plans\/\">Gender pay gap reporting and action plans<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Understand UK gender pay gap reporting rules and how to build effective action plans. Expert guidance, deadlines and &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section><\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-0fd240ca wp-block-group-is-layout-constrained\" id=\"newsletter\" style=\"margin-top:0;margin-bottom:0;padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Sign up to receive expert HR insights from Brightmine<\/h2>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-ebe15cfa wp-block-group-is-layout-constrained\">\n<p class=\"has-text-align-center\">Join our community and stay updated with industry trends, 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By registering your details, you understand that your personal data will be handled according to our <a href=\"https:\/\/risk.lexisnexis.com\/group\/privacy-policy\/\" target=\"_blank\">Privacy Policy<\/a>. \n<\/p><input type=\"hidden\" name=\"client_id\" class=\"client_id\" \/><input type=\"text\" class=\"elq-itemhp-tel5\" name=\"Telephone5\" value=\"\" style=\"width:100%;\" autocomplete=\"2S0OI3\">\n\t\t<input type=\"text\" class=\"elq-itemhp-tel6\" name=\"Telephone6\" value=\"\" style=\"width:100%;\" autocomplete=\"DduwX4\">\n\t\t<input type=\"text\" class=\"elq-itemhp-tel7\" name=\"Telephone7\" value=\"\" style=\"width:100%;\" autocomplete=\"8ihsaF\"><div class=\"wpcf7-response-output\" aria-hidden=\"true\"><\/div>\n<\/form>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Explore how emerging US and EU pay\u2011transparency requirements will reshape HR strategy and what UK businesses should do today.<\/p>\n","protected":false},"author":11,"featured_media":14733,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-new-resources","categories":[19],"tags":[],"topic":[25],"class_list":["post-15167","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-podcasts","topic-pay-equity"],"_lnrs_read_more":"","yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Pay transparency - prepare for change | Brightmine<\/title>\n<meta name=\"description\" content=\"Learn how upcoming US and EU pay\u2011transparency laws impact UK employers and why proactive preparation matters in this Brightmine podcast.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/pay-equity\/pay-transparency-prepare-for-change\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Pay transparency - prepare for change | Brightmine\" \/>\n<meta property=\"og:description\" content=\"Learn how upcoming US and EU pay\u2011transparency laws impact UK employers and why proactive preparation matters in this Brightmine podcast.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/pay-equity\/pay-transparency-prepare-for-change\/\" \/>\n<meta property=\"og:site_name\" content=\"Brightmine UK\" \/>\n<meta property=\"article:modified_time\" content=\"2026-02-17T10:39:00+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/01\/19141406\/female-hr-professional-sat-with-her-mobile-phone-at-counter-in-office-breakout-area.webp\" \/>\n\t<meta property=\"og:image:width\" content=\"1200\" \/>\n\t<meta property=\"og:image:height\" content=\"627\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/webp\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:site\" content=\"@WeAreBrightmine\" \/>\n<meta name=\"twitter:label1\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data1\" content=\"61 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/pay-equity\/pay-transparency-prepare-for-change\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/pay-equity\/pay-transparency-prepare-for-change\/\"},\"author\":{\"name\":\"Liz Sables\",\"@id\":\"https:\/\/www.brightmine.com\/uk\/#\/schema\/person\/64525b3771f0fe55438e9b359052d24c\"},\"headline\":\"Pay transparency &#8211; 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