Featured blog posts

This article serves as a comprehensive guide to help employers navigate the upcoming changes and prepare effectively for the new pay transparency landscape in Poland.

How can we make decisions that are fair, equitable and effective… when the concept of equity itself is difficult to define?

In this article, we’ll share some concrete actions employers can take to break down the systemic, cultural and practical barriers that keep women earning less than men.

In this article, we’ll discuss the many problems with relying on ‘potential’ for decisions about employee pay and progression — especially in the context of the upcoming EU Pay Transparency Directive.

The fact is, evaluating performance is already something of an art form. Trying to translate those evaluations into pay increases? That’s when things get really complicated.

Read on to learn how a strong job architecture will be key to compliance with pay transparency legislation.

In this article, we’ll argue that compensation is too important a function to be handled by a one-size-fits-all solution like an HRIS.

Is the United States ahead of Europe when it comes to pay transparency?

With major changes on the horizon for our field (pay transparency, of course), particularly in compensation management, we, too, will soon need to embrace the challenge of reinvention.

In this article, we’re breaking down how certain hiring practices can worsen pay equity within an organisation. Read on for five unfair hiring practices to leave behind in the fight for fair and ethical compensation.

In this article, we’ll dive into the differences between pay equity and the gender pay gap and explore how they interplay with each other. We’ll also touch briefly on how the EU Pay Transparency Directive will have an impact on both issues.

If you’ve ever been part of an organisation-wide compensation review, you’ll know… they can also be a bit of a nightmare. In this article, we’ll discuss seven ways Figures can make the process (much) easier for you and your team.