Brightmine Pay Equity Analytics makes sustainable progress a reality

Brightmine Suez case study graphic

Name: Sue Langdon
Title: HR Systems Analyst
Organization: SUEZ Group
Industry: Waste management and resource industry
Organization size: 5,000-10,000

The SUEZ Group is a French company in the water, waste management and resource industry committed to providing sustainable global solutions and services. To date, they have 90,000 employees worldwide, with 6,000 based in the UK.

Sue Langdon, SUEZ’s HR systems analyst, was tasked with monitoring the organization’s gender pay gap and pay gap reporting in the UK. To execute her duties with confidence, she needed a powerful pay equity analysis tool.

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The challenge

Finding a powerful pay equity analysis tool

SUEZ Group is a global organization over with 90,000 employees working across multiple business sectors. Approximately 6,000 of these employees work in the UK. With such a large workforce, SUEZ has a complex organizational structure to support its business objectives.

SUEZ was keen to improve its gender pay gap and increase the representation of women within its workforce, in line with its inclusive values.

However, with such a large workforce, Sue Langdon, an HR systems analyst, knew SUEZ needed a powerful pay equity analysis tool to be able to digest and analyze its extensive workforce data.

The results

Ensuring pay equity for all employees

SUEZ used the data from Pay Equity Analytics to monitor its gender pay gap results year-over-year.

“I had seen a demo of Pay Equity Analytics at a conference. After trialing the free version, we were so impressed that we bought the full version. We felt confident we were getting our gender pay gap reporting right with the software we received and the advice that came alongside it.”

It found that its gender pay gap actually favored women, despite being a predominantly male industry. This was because there was a higher proportion of women in the mid quartiles, clustered in higher paid administrative roles.

Using this knowledge, alongside its Women’s Network Initiative, SUEZ was able to support existing female employees further and improve current hiring and recruiting practices to become more inclusive.

As a result, SUEZ has since increased the number of women in operational and driving roles.

This meant SUEZ was able to create a fair solution for all its employees, as pay in the lower quartiles is now more balanced and the representation of women in largely male dominated roles has started to improve.

This represents SUEZ’s commitment to fair pay for its frontline workforce, which is mainly made up of men, but not at the expense of its female employees’ pay.

“Using the yearly results from Pay Equity Analytics, we have intentionally focused on fair pay for all, which means increasing hourly pay rates for our lowest paid workers. We continue to be committed to paying our lowest paid workers 10 pence above the national living wage regardless of age.”

SUEZ Group

Sue Langdon
HR Systems Analyst

“Over the years, Brightmine has continually upgraded its software. It provides lots of new features to enable companies to delve into their data and identify potential problems. For example, the ability to look at pay gaps besides gender. Our team is now in the process of using it for our ethnicity pay gap reporting.

We continue to be impressed with the upgrading of the system and the training given to help us understand the new functions available.”

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