How we help

Eight ways we make pay defensible

Every service below is advisory, senior-led work — not a dashboard or a data subscription. Jump to a section, or read start to finish for the full picture of how the pieces fit together.

Rapid Pay Transparency Assessment (RPTA)

A fast, structured diagnostic of where your organisation stands against the Directive, with a prioritised, plain-language action list. The quickest way to see your exposure and your next moves.

Review Scope, duration and price to be defined with the founders before publishing.

Detail of a curved white building facade with a repeating grid of circular openings — A clear read, not a guess

Job evaluation

We evaluate and define roles against objective, gender-neutral criteria — skill, effort, responsibility, working conditions — so pay can be compared fairly and defended.

✓A consistent, criteria-based method applied across roles, not ad hoc judgement calls.
✓Output that plugs directly into job architecture and pay-range work.
✓Documentation built to withstand scrutiny, not just internal sign-off.

A building corner with identical windows repeating in uniform rows — Criteria, not opinion

Job architecture

We design or refine your job families, levels and career paths — or map onto your existing framework (IPE or similar) — to create the backbone that makes "equal value" demonstrable.

✓Clear role definitions, so "same or equal-value work" is a fact, not a debate.
✓Standardised responsibilities and defined career paths across the organisation.
✓An approach to keeping the architecture current as the organisation changes.

A staircase rising through illuminated levels, one flight at a time — Levels, not a single flat scale

Pay ranges

We build defensible, competitive salary ranges and benchmark them internally and against external market data, so your ranges hold up both commercially and legally.

✓Internal equity and external market position, reconciled in one structure.
✓Ranges that give hiring managers a defensible answer, not a guess.

Row of Amsterdam canal houses, each façade a different height — A range, not one number

Pay gap analysis

We measure your unadjusted and adjusted (corrected) gender pay gap, separate justified from unjustified differences, and pinpoint exactly where a gap needs explaining or remediation.

✓Clear separation of what's explained by objective, gender-neutral factors — and what isn't.
✓A remediation path where gaps can't be justified, not just a number.

A stepped apartment building facade, each floor offset from the one below — Measured, not guessed

Compliance reporting

We prepare the reports the law requires, and align with CSRD / ESG reporting where relevant, so filings are accurate and consistent year on year.

✓Reports built to the Directive's actual reporting cadence for your headcount tier.
✓Numbers that stay consistent between your pay-gap report and your CSRD / ESG disclosures.

An open archive drawer, densely packed with indexed record cards — A record that holds up, year after year

Advisory

Senior, tailored guidance across all of the above, plus training and education in salary setting and an EU Pay Transparency seminar.

✓Direct access to senior advisors — not a junior team running a template.
✓Manager and HR training in fair salary-setting practice.
✓An EU Pay Transparency seminar for leadership and works councils.

A spiral staircase seen from below, its steps curving upward — Perspective, not a template

M&A / due-diligence advisory

We quantify the pay-gap liability as a net-debt-style risk in a transaction (up to five years of exposure), so buyers and sellers can price it properly.

✓A defensible, quantified figure for the deal team — not a vague caveat in the report.
✓Buy-side and sell-side perspectives, led by the M&A side of our team.
✓Input into warranties, price adjustments, and remediation planning post-close.

A television tower reflected in the glass facade of another building, the two structures overlapping — Two structures, one view

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