{"version":"1.0","type":"rich","provider_name":"Acast","provider_url":"https://acast.com","height":250,"width":700,"html":"<iframe src=\"https://embed.acast.com/$/6635a580b7ee620013820864/68a342b4411aa254d3d84ac7?\" frameBorder=\"0\" width=\"700\" height=\"250\"></iframe>","title":"Beyond Compliance: CSRD and Pay Equity in People Analytics","thumbnail_width":200,"thumbnail_height":200,"thumbnail_url":"https://open-images.acast.com/shows/6635a580b7ee620013820864/1755529666019-566afeaa-4a54-440f-b827-e70e639ab8aa.jpeg?height=200","description":"<p>This interview explores how a multinational people analytics function is operationalising CSRD and the EU Pay Transparency Directive – not as a tick-box exercise, but as a durable pay-equity capability. It covers defining pay beyond base, bonus and LTI by including taxable and in-kind benefits; why deep partnership with Payroll and Comp &amp; Ben matters; and how a robust global job architecture enables apples-to-apples comparisons across countries. We also address transparency and privacy, methods for measuring and remediating gaps, and where AI can accelerate work with the right guardrails. Take away a practical blueprint – data, processes and governance – to meet mandates and strengthen trust.</p><p><br></p><p><strong>Topics covered:</strong></p><p><br></p><ul><li>CSRD versus EU Pay Transparency – complementary purpose, scope and depth; organisation lens versus associate lens; a layered analytics approach that serves both.</li><li>Defining the pay universe – cash, bonus, equity and in-kind or taxable benefits; methods to monetise benefits for analysis and reporting.</li><li>Data sources and quality – joining HRIS with payroll; field-level definitions, taxability codes, controls and stewardship to create a complete pay dataset.</li><li>Global comparability – using job architecture as the backbone; normalising for local market factors; handling small populations and exceptions.</li><li>Transparency, privacy and process – pay ranges, candidate and employee communications; PII safeguards; case management, escalation and audit readiness.</li><li>Analytical workflow – segmentation, matched comparisons and control variables; identifying gaps, setting remediation logic and reporting to leaders.</li><li>AI enablement – human-in-the-loop guardrails, assessing bias versus accuracy, evaluation metrics (e.g. confusion matrices), documentation and monitoring.</li></ul><p><br></p><p><strong>Outcomes:</strong></p><p><br></p><ul><li>Separate and align CSRD and EU Pay Transparency requirements while designing one integrated fair-pay capability.</li><li>Identify the critical fields, sources and quality checks to build a complete pay dataset, including benefits and taxability, across countries.</li><li>Apply a robust job architecture to ensure apples-to-apples comparisons and fair remediation globally.</li><li>Design transparency and privacy controls that build trust without exposing personally identifiable information.</li><li>Run a defensible pay-gap analysis and convert findings into remediation plans and board-ready reporting.</li><li>Use AI safely as decision support – establish human oversight, bias checks and clear model documentation.</li><li>Set a 2028 roadmap that turns compliance momentum into a lasting fair-pay programme with cross-functional ownership.</li></ul><p><br></p><p><a href=\"https://www.linkedin.com/in/ashish-pant-76ab4812/\" rel=\"noopener noreferrer\" target=\"_blank\">Connect with Ashish Pant</a></p><p><a href=\"https://www.linkedin.com/in/dan-riley-57b9431/\" rel=\"noopener noreferrer\" target=\"_blank\">Connect with Dan Riley</a></p><p><br></p><p>Find more sessions on driving business outcomes with people data on <a href=\"https://www.peopleanalyticsworld.com/paworld365\" rel=\"noopener noreferrer\" target=\"_blank\">PAWorld365</a>.</p>","author_name":"People Analytics World"}