I have been thinking quite a bit recently about pay fairness, and more specifically about how organisations arrive at the decisions of what people are paid.
I reflect on this through the lens of a reward professional, having spent over a decade advising small and mid-sized businesses on what is often one of the most emotive and complex subjects in the workplace – remuneration.
What has become increasingly clear to me is that we tend to speak about pay as though it is a structured and deliberate outcome, when in many cases, continues to be shaped by a series of judgements that are not always fully visible.
Everyone has a view on what they should be paid, and organisations, in turn, develop their own ways of determining what feels appropriate. But when you pause and look more closely, much of this is less defined than we might expect. It is not always a system in the truest sense. At times, it is a form of guesswork, even if well-intentioned.
That distinction matters.
From a business perspective, issues of pay are rarely just about the numbers themselves, but rather about the governance, the systems, and the communication that sit behind those numbers.
Over time, I have come to see three areas that tend to shape this more than anything else.
1. The Underlying People Philosophy
The first is what I would describe as a people philosophy – the underlying view an organisation holds about its employees. Not the version that is written in values statements, but the one that reveals itself through decisions.
This reflects whether employees are seen primarily as a means to deliver a product or service, or whether they are regarded as the very reason that product or service has value in the first place.
The distinction can appear subtle in language, but it is significant in practice.
Where organisations lean towards the latter, there is usually a more deliberate effort to understand role complexity, to track how roles evolve over time and to ensure that pay reflects not just output, but contribution and responsibility. There is also a greater openness in conversation – a willingness to explain decisions, to revisit them, and, at times, to be challenged.
Where the former view dominates, decisions tend to be more fixed, more transactional, and less open to interrogation. Not necessarily out of intent, but because the underlying assumption about the role of people in the organisation is different.
2. The Remuneration Philosophy
The second area that tends to follow is the remuneration philosophy itself. Often described as a set of principles that guide how employees are paid, rewarded, and recognised, it is frequently reduced in practice to a positioning statement against the market.
In reality, it extends much further than that.
It reflects how an organisation interprets fairness, how it manages discretion, how consistently it applies its own rules, and how clearly it is able to articulate those decisions when they are questioned.
This is where a level of ambiguity often exists.
Not because organisations do not care about fairness, but because these principles are not always fully defined or consistently embedded in decision-making. As a result, what appears to be a structured approach can, in practice, rely more heavily on interpretation.
3. The Governance of Pay
The third area is the governance of pay which, in many ways, brings the first two to life. This is where decisions are located.
Who makes them, at what level, and with what information.
It reflects the degree of visibility managers have over remuneration, the extent to which they can influence outcomes at recruitment, promotion, or adjustment and the clarity with which these processes are communicated across the organisation.
Where governance is well defined, communication tends to be more consistent and more deliberate. Where it is not, communication often becomes uneven, and in many cases, is replaced by informal interpretation.
This is typically where speculation begins to emerge, and over time, where trust starts to shift.
When Guesswork Becomes a Risk
All of this is isn’t only about doing right by employees, although that should be reason enough. It also begins to show up in more tangible ways.
Organisations experience increased retention risk among high performers, greater difficulty attracting talent in competitive markets, and lower levels of engagement where employees cannot clearly see the connection between their contribution and their reward.
What is often overlooked is that many of the operational tools organisations rely on job profiling, job evaluation, salary banding, and performance-linked pay are not the root of the issue.
They are responses.
And where they are not anchored in a clearly defined philosophy and governance structure, they tend to reinforce inconsistency rather than resolve it.
Moving Beyond “What Feels Right”
This raises a more fundamental question. Not whether a remuneration policy exists, but whether it is clearly articulated, consistently applied, and genuinely understood.
The most difficult position for any organisation to defend is one where decisions feel right, but cannot be fully explained.
Behind that sense of “what feels right” is often an assumption that has not been tested.
And behind that assumption is an employee trying to understand how their value has been determined. Over time, organisations that move away from this do not necessarily do so by making better individual decisions. They do so by building systems that make decisions clearer, more consistent, and more explainable.
Because fairness, in practice, is not something that can be assumed. It is something that needs to be structured.
And, importantly, something that can be shown.
1 Comment
What an interesting read. Thank you for sharing.