The Sysarb Way — How we make our customer succeed

‍The Sysarb Way: Our process to Pay Transparency

‍The Sysarb Way is a structured, five-step approach designed to help organizations achieve pay equity and transparency. By leveraging our expertise and proven methodologies, we guide you through the complex pay equity and transparency landscape, ensuring a smooth transition to a transparent and fair compensation system.

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‍Step 1: Structure

The first step in The Sysarb Way is to organize and assess all relevant aspects of the organization's pay structure to facilitate an effective pay equity analysis and enable a smooth transition to Pay Transparency. Key areas of focus include:

• Job Architecture: Evaluating the existence and condition of a structured job architecture.
• Performance Management Systems: Assessing the presence and accessibility of performance management data.
• Salary Policy and Criteria: Review the clarity, relevance, and comprehensibility of existing salary policies and criteria for managers and employees.
• Pay Ranges: Ensuring up-to-date pay ranges are in place.
• Market Salary Data: Analyzing how the organization utilizes market salary data.
• Legal Requirements: Understanding and adhering to local legal requirements in the countries of operation.

This step identifies strengths and weaknesses, helps our customers prioritize areas for improvement, and establishes a structured plan to prepare for subsequent stages of the Pay Transparency journey.

Sysarb provides comprehensive support in organizing and prioritizing the current situation. We assist in establishing robust job architectures, creating clear salary policies and criteria, defining pay ranges, and providing essential market salary data. Our goal is to ensure that all foundational aspects are solidly in place to support your journey towards Pay Transparency.

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Step 2: Analyze

‍In the Analyze phase, Sysarb leverages its extensive experience and proven methodologies to conduct thorough pay equity analyses. Pay Equity is embedded in our DNA, and our systematic approach enables pay gaps to be identified and analyzed according to best practices. Key focus areas in this phase include:

• Systematic Pay Gap Analysis: Using industry-best practices to uncover and assess pay disparities.
• Compliance Monitoring: Keeping abreast of global legislative landscapes to enable local compliance.
• Regulatory Guidance: Providing expert advice on adapting to the EU Pay Transparency Directive (PTD) and other relevant regulations.
• Detailed Reporting: Creating necessary reports for compliance with local and international regulatory bodies.

Our team provides expert guidance on adapting to the EU Pay Transparency Directive (PTD) and other local regulations, ensuring compliance, and creating the necessary reports for regulatory bodies.

In this phase, we also translates insights from the pay equity analysis into actionable strategies. This involves allocating resources optimally based on the analysis results and the available budget. Key components of this phase include:

• Updating Pay Bands: Regularly revising pay bands to reflect market realities.
• Utilizing Market Data: Making informed pay decisions using robust market data.
• Resource Allocation: Optimally distributing resources to address pay disparities.
• Implementing Active Measures: In jurisdictions requiring legal compliance, active steps are taken to prevent discrimination.

Sysarb’s extensive experience and proven methodologies support clients in all these areas, ensuring effective and compliant resource optimization.

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Step 3: Involve

‍The Involve phase is designed to effectively communicate the structures, policies, pay gaps, and action plans to various stakeholders, including employees, managers, Talent Acquisition teams, authorities, unions, and the public. We focus on:

• Transparent Communication: Helping organizations meet transparency requirements with clear and accessible information.
• Stakeholder Engagement: Ensuring all relevant parties are informed and involved in the pay-setting process.
• Tailored Visuals: Providing customized visual aids to enhance understanding.
• Cultural Shift Facilitation: Enabling the cultural and knowledge shifts necessary for embracing pay transparency.

Sysarb assists clients in meeting transparency and accountability requirements while facilitating the cultural and knowledge shifts necessary to embrace pay transparency. Our tailored communication strategies enable all stakeholders to understand and engage with the pay-setting processes.

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Step 4: Manage

‍The final step, Manage, focuses on decentralizing salary-setting ownership and empowering managers to set equitable salaries from the outset. This proactive approach prevents pay gaps from arising. Key elements of this step include:

• Manager Empowerment: Providing tools and knowledge to managers for effective salary setting.
• Decentralized Ownership: Ensuring that salary-setting responsibilities are distributed across the organization.
• E-Learning and Training: Offering tailored educational programs for HR, managers, and unions.
• Continuous Support: Providing ongoing guidance and support to enable sustained pay equity.

Sysarb provides tailored e-learning, digital, and classroom education programs designed for different stakeholders, including HR, managers, and unions, to enable comprehensive understanding and effective implementation.

By following The Sysarb Way, organizations can achieve a structured, compliant, and transparent approach to pay equity. Our comprehensive support at every step enables clients to be well-prepared to meet the demands of pay transparency and foster a fair and equitable workplace.