We have a documented job architecture with grades or levels applied consistently across the organization.

Every role has a defined pay range that is used when hiring, promoting, and adjusting salaries.

We run a gender pay-gap analysis at least yearly and understand the drivers behind the results.

We can group roles of equal value and compare pay across those groups, not only job titles.

Candidates and employees are told the pay range for their role and how pay decisions are made.

When we find unexplained pay gaps we have a documented remediation plan with owners and deadlines.

Pay decisions are reviewed by more than one person and the rationale is recorded for audit.

We could produce the evidence required by the EU Pay Transparency Directive within four weeks.