Your assessment result
Thank you for completing the Pay Transparency Maturity Diagnostic.
Based on your answers, we have mapped your organisation's readiness for the EU Pay Transparency Directive across the four operational domains that will determine your compliance position.
Your strategic priorities
Where to focus next
Discovery & Diagnosis. Your journey starts here. We recommend reading our introductory articles on pay transparency to master the legal implications of the EU Directive and, with our assistance, conducting a professional Gap Analysis to identify and prioritise your immediate risks & actions.
Technical Optimisation. You have solid bases, but the domino effect of this directive requires deep structural work. Look at your category scores and our roadmap to identify your gaps. We help you move to the next level through Technical Training on job classifications and Project Management support to standardise your internal processes.
Final Compliance Check. You are in a strong position, but even a small oversight can lead to significant liability. We recommend a Final Audit & Validation to ensure everything is in order for June 7th.
By domain
Where you stand, across the four pillars
Each pillar is an independent driver of your compliance position. A strength in one area does not compensate for a weakness in another — the Directive evaluates each on its own merits.
Domain 01
Organisational complexity & governance
Starting the journey. Your organisational structure is developing, with varied legacy contracts and varied pay logic. This lack of uniformity makes it difficult to detect systemic bias, leaving you vulnerable to claims that cannot be easily defended across different entities.
Moving forward. You have successfully begun the process of unifying your teams and fostering an open culture within the company. “Hidden” inconsistencies between departments remain a major risk. Without formalised “equal value” groups divided by gender, you lack the legal framework required to justify pay differences between seemingly different roles.
Leading the way. You possess a highly unified structure where benefits are standardised and results are shared openly. Your focus is now on continuous risk analysis to maintain your high standards.
Domain 02
Job architecture & classification
Building clarity. Role documentation is currently flexible. Under the Directive, the burden of proof shifts to the employer. Without written, objective criteria for every role, you have no legal basis to justify pay levels in court.
Defending with confidence. You have a solid foundation of job descriptions and can justify most pay differences. Insufficiently defined roles prevent you from defending pay gaps with precision, risking significant penalties if you cannot respond to employee information requests within mandatory deadlines.
Excellence in role standards. Every role has detailed criteria ready for immediate disclosure to employees or regulators. The job is now to ensure the company remains compliant with the directive and with the average pay level of work of the same value.
Domain 03
HR processes & recruitment
Creating your rules. Many decisions are currently individualised. Relying on past salary history or individual bargaining is now a high-risk practice that can be used as evidence of systemic pay discrimination.
Standardising success. You have formal processes, but subjective elements may still exist in promotions or bonuses. Any lack of transparency in how rewards are calculated can lead to “equal pay for equal work” challenges that are difficult to refute without a clear, mathematical framework.
Excellent standards. Your HR processes are already standardised and transparent. The focus is now to certify that all practices are 100% neutral, effectively protecting the firm from the threat of costly group-action lawsuits and severe penalties of the Directive.
Domain 04
Data insights & analytics
Centralising your data. Your payroll data is available across different systems. This lack of centralisation makes it impossible to detect systemic bias, leaving you vulnerable to discrimination claims that are undefendable across different entities.
Automating your system. You have a foundation, but gap analysis still requires significant manual work. Manual reporting is prone to error and too slow to meet the Directive's transparency requirements, potentially leading to fines for failing to provide accurate data to employees or authorities.
Excellent data tracking. You are able to generate reliable analyses in real-time. Integrating all benefits and bonuses into an automated system allows you to identify and close gaps before they become public liabilities, keeping you ahead of the Directive.
Next step
Turn your results into a concrete compliance plan.
A BDO advisor will reach out to discuss your specific situation, the directive's implications for your structure, and the most direct path to a defensible compliance position.