Margret and Henrike discuss why companies always become unsure after the first attempt - because they are afraid of the results of the pay analysis. Often, they want to keep their fair pay efforts a secret at the beginning. But what exactly are they insecure about? And how can they be made less concerned about the analysis?
What happens when an employer can’t adequately explain why an employee’s pay is what it is? Or what if their explanation is based on “the old way” of doing things? In this coffee talk, Margrét and Henrike discuss pay bands, pay philosophy, the EU pay transparency directive, and how to minimize confusion while trying to close the gender pay gap.
In this coffee talk with Henrike von Platen and Dietmar Knoess of the PUMA group, we hear about both the pleasant surprise and the challenges in PUMA’s journey into fair pay leadership.
It’s intuitive that a gender pay gap would leave women feeling less than satisfied in the workplace. But according to Sana Zafar, our coffee talk guest, the real effect is more nuanced. Pay gaps lead to lower satisfaction among both women and men, but through different mechanisms.
University of Iceland Researcher Thora Christiansen has been looking into why, despite Iceland’s intensive work on pay equity, there are still so few female CEOs. In this coffee talk, Thora joins Margrét to talk about her research into this problem—and a few possible solutions.
