Waar gaat deze meeting over?
In this session Thijs Garritsen will walk us through Siemens’ regional approach to implementing the EU Pay Transparency Directive, covering governance, progress to date, and the practical implications for countries and HR teams.
He will discuss readiness across the core directive components—including employee and candidate rights, pay transparency, gender pay gap reporting, and joint pay assessments—along with timelines, tools, and next steps toward June 2026 compliance.
Stream:
Key take-aways:
The session highlighted how large, decentralized organizations can pragmatically approach the EU Pay Transparency Directive by combining regional structure with strong local ownership. The discussion showed that success is less about a single technical solution and more about aligning governance, data, job architecture, and narrative. A recurring theme was that pay transparency is not a one-off compliance exercise, but a multi‑year transformation that touches HR, managers, employee representatives, and employees alike.
- Hybrid governance works: A regional framework combined with country-level responsibility enables consistency without undermining local legal ownership. Regional teams provide tools, standards, and guidance, while countries execute and engage local stakeholders.
- Early adopters reduce risk: Working with a small number of countries using real data and real legislation accelerates learning, exposes hidden complexity early, and produces practical templates and processes for wider rollout.
- Data quality is decisive: Pay transparency success depends heavily on clean data, aligned definitions, and robust job architecture. Small inconsistencies can significantly distort pay gap outcomes.
- Operationalizing employee rights is complex: Scalable, automated processes for employee pay information requests are essential to ensure compliance, consistency, and manageability.
- Narrative matters as much as numbers: Manager enablement and consistent communication are critical to explaining pay gaps, job levels, and transparency choices in a credible and confident way.
