How we work

Rigour in the analysis.
Clarity at every step.

A collaborative audit process designed to make the work understandable, the assumptions visible, and the findings useful.

Scope & align

Define the questions, employee populations, compensation measures, and decisions the work needs to support. Agree responsibilities and a delivery plan.

OUTPUTAn agreed scope and data request.

Validate the data

Review completeness, consistency, and relevant workforce attributes. Resolve material issues before analysis and document remaining limitations.

OUTPUTA data quality assessment and analysis-ready dataset.

Analyse & investigate

Explore pay distributions and comparable groups. Where suitable, use statistical modelling to test relevant factors and examine unexplained patterns.

OUTPUTContextual findings with clear assumptions and limitations.

Review & interpret

Discuss findings with your team. Test interpretations against organisational context and investigate specific areas without losing sight of broader patterns.

OUTPUTA shared understanding of what the evidence supports.

Plan & monitor

Evaluate options and priorities. Agree practical actions, ownership, and a repeatable approach to measuring progress over time.

OUTPUTAn actionable roadmap and monitoring recommendations.

Thoughtful by design

Sensitive data.
Considered handling.

Agree the practical safeguards before employee information is shared.

Purposeful data collection

Request the fields needed for the agreed analysis and use pseudonymous identifiers where practical.

Agreed access and retention

Define approved transfer methods, authorised recipients, and retention arrangements within the engagement.

Careful interpretation

Consider small group sizes, model uncertainty, and the risk of identifying individuals in reported results.

Before we begin

Your audit questions, answered.

What information does an audit need?

Typically, compensation measures and relevant employee attributes such as role, level, location, and working hours. The final request depends on your scope. We discuss sensitive demographic fields and their appropriate use before collection.

How long does an audit take?

The timeline depends on data readiness, workforce complexity, and the depth of analysis. A delivery schedule and review milestones are agreed as part of scoping.

Does an unexplained difference prove discrimination?

No. Statistical findings identify patterns for further investigation. They need to be interpreted alongside data limitations, organisational context, and relevant professional advice.

Can an audit support legal or reporting requirements?

An audit can provide evidence for your internal decision-making and reporting discussions. Requirements vary by jurisdiction. Agree the scope with your legal advisers where legal conclusions or formal reporting obligations are involved.

A clearer picture starts here

Let’s talk about
your pay decisions.

Tell us what you need to understand.
We’ll help you frame the right audit.

Discuss your audit

Rigour in the analysis.Clarity at every step.