Week 1 · 5 days
Discoverythe baseline
Diagnose where you actually stand.
Day-by-day plan unlocked after enrollment.
Program 01 · 20 working days
Close the gap. Show your work.
A 20-day program to move from suspected disparity to a defensible, transparent pay architecture aligned with the EU Pay Transparency Directive.
Designed for leaders, managers, and HR specialists. The program helps you build a professional identity grounded in care for workplace communication and social responsibility as an employer.
What pay equity & transparency mean — explainer with sources →
Main goal
Eliminate unexplained pay gaps and give every employee a clear, defensible answer to the question: how is my pay decided?
20 working days · per organization
What it covers
Description
Use AI assistance only for your own organization's work, through company-licensed tools such as M365 Copilot with your employer's licence. Before using an AI assistant, confirm that your company’s licence and data-processing terms allow that tool to handle this information. Do not paste personal or confidential employee data into external or consumer AI services.
This program helps leaders understand whether pay differences are explainable, defensible, and fair using your own payroll and role data. It separates visible pay gaps from the structural causes underneath — role design, job leveling, hiring offers, bonuses, and manager discretion.
You will build objective criteria for how jobs are valued and how salary bands are set, giving managers a consistent way to explain decisions. The process identifies outliers and models the cost and sequencing of adjustments so pay equity becomes a planned investment, not a surprise.
The final output is a pay-equity dashboard, a remediation plan, and a governance rhythm for ongoing review. It is especially useful before reporting cycles, restructuring, rapid growth, or the introduction of new job architecture.
Key benefits
Outcomes
- ✓Auditable pay-gap analysis across gender, role, and tenure
- ✓Job architecture mapped to objective, gender-neutral criteria
- ✓Manager toolkit for transparent pay conversations
- ✓Reporting pack ready for ESRS S1 disclosure
Self-assessment
Where do you stand today?
Eight short questions, about two minutes. Answers stay in your browser — nothing is sent to us. Use the summary to see which parts of the program to prioritise.
01
We have a documented job architecture with grades or levels applied consistently across the organisation.
02
Every role has a defined pay range that is used when hiring, promoting, and adjusting salaries.
03
We run a gender pay-gap analysis at least yearly and understand the drivers behind the results.
04
We can group roles of equal value and compare pay across those groups, not only job titles.
05
Candidates and employees are told the pay range for their role and how pay decisions are made.
06
When we find unexplained pay gaps we have a documented remediation plan with owners and deadlines.
07
Pay decisions are reviewed by more than one person and the rationale is recorded for audit.
08
We could produce the evidence required by the EU Pay Transparency Directive within four weeks.
0 / 8 answered
Compliance & Information Security
EU social responsibility, by design.
Every program is mapped to the European standards your auditors, regulators, and works councils already recognise — so the work you do here becomes evidence of ethical leadership and social responsibility.
CSRD / ESRS S1
Own-workforce disclosure
The program maps to the social pillar of the EU Sustainability Reporting Standards, so participation becomes evidence for your annual report.
EU 2023/970
Pay Transparency Directive
Methodology aligned with the directive's joint pay-assessment and equal-pay-for-equal-work obligations ahead of the 2026 deadline.
GDPR
No personal data required
We never ingest employee, payroll, or HR records. You stay the controller of your own data — the only commitment is to follow the program.
ISO 27001 aligned
Information security
EU-hosted infrastructure, encryption in transit and at rest, role-based access, row-level security, and a tamper-evident audit log.
OECD Guidelines
Ethical leadership
Grounded in OECD responsible-business-conduct principles and EU equal-treatment directives across hiring, promotion, and pay.
Shared responsibility
You stay in control
Poem Work supplies the framework, training, and standards mapping. Your organisation decides what to apply and retains all operational data.
Four weeks · twenty days
The plan
← Swipe through the weeks →
Week 1 · 5 days
Discoverythe baseline
Diagnose where you actually stand.
Day-by-day plan unlocked after enrollment.
Week 2 · 5 days
Architecturethe framework
Build the structural backbone.
Day-by-day plan unlocked after enrollment.
Week 3 · 5 days
Remediationthe fix
Decide, fund, and sequence corrections.
Day-by-day plan unlocked after enrollment.
Week 4 · 5 days
Transparencythe rollout
Communicate, document, and disclose.
Day-by-day plan unlocked after enrollment.
Enrollment
€4,900per organization