How to write a fairer, more equitable pay policy

The many factors to address in designing a pay system for your organisation. 

Section 1:

Why do we need radical pay policies?

An overview of different approaches to pay, from flat pay structures to needs-based pay.

Section 2:

What does the law say?

The laws you need to be aware of when designing a pay system, from minimum wage and equal pay legislation, to discrimination and protected disclosures. 

Section 3:

What’s wrong with standard pay policies?

How common pay practices risk entrenching privilege and inequality.

• Pay secrecy: Why a lack of transparency can lead to bias in pay systems.
• Performance-related pay: Why performance-related pay often embeds inequality.

Section 4:

Collectively designing pay policies

Power, privilege and conversations about pay: We consider why talking about money triggers discomfort in people and risks centering the voices of those with the most power and privilege.

Section 5:

What to include in a pay policy

We conclude with a series of prompt questions to help you design a pay system that takes account of:

• Fairness: From legally-fair to equitable systems that meet needs.
• Transparency: Ensuring everyone understands the pay system
• Objective criteria: Why differential pay systems need to be based on objective criteria.
• Affordability: Designing within your organisation’s financial limits.
• Benefits: Why cash is not the only way to offer valuable support. 
• Pay reviews: Why regular reviews are needed.