Fair pay is the key to equal opportunities for all people – no matter where they come from, who they love or what they believe in.
At the Fair Pay Innovation Lab (FPI), we advise companies and show possible solutions how to implement a pay system that is fair for all employees: Those who ensure neutral, objective and stereotype-free structures leave no room for discrimination. In this way, income gaps such as the gender pay gap, age gaps or ethnicity gaps can be closed, and a renewed divergence of wage gaps prevented.
The UNIVERSAL FAIR PAY CHECK is a certification process is to close all internal pay gaps in an organization in three phases, and to offer equality and equal opportunities for all employees. Thereby, the Universal Fair Pay Check unites the b...
The UNIVERSAL FAIR PAY CHECK is a certification process is to close all internal pay gaps in an organization in three phases, and to offer equality and equal opportunities for all employees. Thereby, the Universal Fair Pay Check unites the best statutory initiatives in the world to form a single method: the pay analyses from Switzerland, the standardization process from Iceland and the transparency initiative from Great Britain.
In the first stage of the process, companies and organizations analyze their pay structures and review their pay gaps. In the second stage, companies close their unexplained pay gap and develop measures to close their pay gaps entirely. In the final stage, organizations demonstrate a thorough understanding of their gaps, challenges and drive down the unadjusted pay gap below 10 percent.
Throughout the whole process, the focus is on sharing best practice: right from the start, companies and organizations share their experiences and challenges in expertise workshops, and discuss suitable tools and methods, from analysis through to closing all pay gaps.
ANALYZE your position – DEVELOP your measures – LEAD by example
The FPI engages with major corporations, SMEs, and micro-businesses alike, as a way of collecting evidence concerning fair pay, transparent salary schemes, and/or participatory management. We are interested in hearing not only positive anecdotes of corporate practices, but less successful attempts as well. All relevant information is then compiled in a database, which we then share with stakeholders in the labor market. We aim to circulate as much related knowledge as possible, to encourage collaborative innovation, and to learn from our and others’ mistakes.
To develop new ideas and sound out innovative potential, we bring all the actors in the labor market to the table, extending invitations to experts and decision-makers from the fields of industry, commerce, academia, and politics to share their views with the broader goal of triggering new debates including controversial ones. Each Fair Pay Management Circle focuses on a different topic; for example, “Implementation of the law on transparency of pay,” or “Fair pay as employer branding”.
FAIR PAY GLOBAL FORUM
The FPI annually hosts the Fair Pay Global Forum as well as the Fair Pay Political Roundtable as parallel events during the Commission on the Status of Women in New York and addresses how to translate fair pay into practice. The Fair Pay Global Forum gather representatives from companies, trade unions, NGOs, governments, and international organizations to exchange ideas and hands-on strategies on how to achieve fair pay for all. The Fair Pay Political Roundtable addresses policymakers to share their latest legal developments best practices to enforce the right to fair pay.
The FPI is honored to be a member of such a dynamic and ambitious coalition of organizations and states. As the sharing of knowledge and best practices is the foundation of our work, we deeply value the opportunity to mutually broaden our international networks. This will enable us to continue to...
The FPI is honored to be a member of such a dynamic and ambitious coalition of organizations and states. As the sharing of knowledge and best practices is the foundation of our work, we deeply value the opportunity to mutually broaden our international networks. This will enable us to continue to provide more comprehensive and detailed advice to policymakers, companies, and other actors connected to the labor market. We are firmly convinced that a collective approach will lead to the achievement of fair pay for all.