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HR SOLUTIONS AND TOOLS TO RESPOND TO THE EU PAY TRANSPARENCY DIRECTIVE
March 30, 2026
HR SOLUTIONS AND TOOLS TO RESPOND TO THE EU PAY TRANSPARENCY DIRECTIVE
On 3 March 2026, the 'HR Innovation Talk' workshop was held, entitled "HR solutions and tools to respond to the EU Remuneration Transparency Directive", organised by the HR Innovation Observatory of the Politecnico di Milano. The meeting explored the theme of pay transparency, offering a overview of regulatory aspects and actions and practical tools to support organisations in adapting to the new provisions. The discussion was enriched by the interventions of Partner and Sponsor companies of the Observatory for share experiences and expertise gained on these issues.
The Observatory's research
La European Directive 970/2023 aims at ensuring pay equity and combating wage discrimination between men and women, through the provision of obligations for organisations, transparency and related reporting. The standard is to be acknowledged in the national legal systems of all EU Member States by 7 June 2026, the deadline is therefore approaching. Are organisations in our country ready for the new obligations?
Already last year, the HR Innovation Observatory conducted a survey to assess the readiness of organisations and the relative spread of measures aimed at compliance with the EU Directive. The data painted a picture of widespread delay: only 13% of the sample had already implemented specific measures for pay transparency, while 24% still did not consider the topic a priority. In 2026, the Observatory repeated the survey, revealing already from the first non-final data an interesting update: while on the one hand the percentage of organisations that do not consider pay transparency a priority has dropped below 10%, on the other hand the organisations that have implemented concrete measures do not exceed 20% of the total.
Looking in detail at the planned initiativesorganisations focused more on preventive analysis of the gender gap, identification of equal value jobs and revision of recruitment procedures, making them compliant with regulations. Internal communication, on the other hand, remains a critical issue: less than 20% of the sample stated that they plan information activities towards employees on the gender pay gap. With regard to organisations that have not yet taken the first steps towards adjustment, the main reason remains the willingness to wait for the dictate of the national legislator.
How will organisations have to move to comply with the legislation? What tools can support them? How can they go beyond compliance and turn it into an opportunity to rethink their organisational models? The workshop sought to answer these questions, thanks to the contributions of experts in the field.
FOCUS - TECHNOLOGY AND DATA HR: THE ROLE OF DIGITAL IN ENSURING PAY TRANSPARENCY
"Pay transparency and process digitisation HR: EU Directive 2023/970 as a lever for organisational transformation" with Alveria
Intervention by Filippo Cannavo, Head BU HRO Service & Training of Alveria.
In his opening remarks, the rapporteur highlighted one of the most complex requirements of the Directive: the need to identify and weigh all company positions in order to determine "equal value" work", as the directive applies to all roles in the organisation.
On this point, the rapporteur has introduced a terminological distinction that he considers fundamental to the correct application of the legislation: the difference between 'professional figure' and 'organisational position'.
The professional figure is a broad category, linked to skills and role; the organisational position is instead the specific unit within the organisational chart. An accountant in the Milan office and one in the Catania office share the same professional figure, but do not necessarily receive the same salary, because the geographic location is an element that objectively explains part of the salary difference. It is precisely in what cannot be explained by objective factors that the real gender pay gap lurks.
To address this complexity in a scalable manner, the speaker described an approach based on the four criteria required by the directive (skills, commitment, responsibility, working conditions) each of which is given a score. These scores, statistically processed, generate the clusters of positions of equal value on which individual salary assessments are then made, taking into account all potentially relevant factors: contract type, geographical location, role, educational qualification, performance evaluation of the last three years, seniority and budgets managed. The rapporteur pointed out that performance, while not an objective criterion in the strict sense, can be considered an 'objectifiable' criterion to the extent that it is the product of a structured and regulated process. He concluded by emphasising that the main challenge for organisations is not so much conceptual as operational and cultural: to build a new type of organisational design that makes the analysis of 'equal value' positions scalable and brings a shared and precise terminology into the corporate culture.
Source: Observer HR Innovation
CONSULTANCY, TRAINING, HR DIGITALIZATION AND CORPORATE SOLUTIONS, DISCOVER THE ALVERIA METHOD. GET READY FOR CHANGE.
On 3 March 2026, the 'HR Innovation Talk' workshop was held, entitled "HR solutions and tools to respond to the EU Remuneration Transparency Directive“, organised by the HR Innovation Observatory of the Politecnico di Milano. The meeting explored the theme of pay transparency, offering a overview of regulatory aspects and actions and practical tools to support organisations in adapting to the new provisions. The discussion was enriched by the interventions of Partner and Sponsor companies of the Observatory for share experiences and expertise gained on these issues.
The Observatory's research
La European Directive 970/2023 aims at ensuring pay equity and combating wage discrimination between men and women, through the provision of obligations for organisations, transparency and related reporting. The standard is to be acknowledged in the national legal systems of all EU Member States by 7 June 2026, the deadline is therefore approaching. Are organisations in our country ready for the new obligations?
Already last year, the HR Innovation Observatory conducted a survey to assess the readiness of organisations and the relative spread of measures aimed at compliance with the EU Directive. The data painted a picture of widespread delay: only 13% of the sample had already implemented specific measures for pay transparency, while 24% still did not consider the topic a priority. In 2026, the Observatory repeated the survey, revealing already from the first non-final data an interesting update: while on the one hand the percentage of organisations that do not consider pay transparency a priority has dropped below 10%, on the other hand the organisations that have implemented concrete measures do not exceed 20% of the total.
Looking in detail at the planned initiativesorganisations focused more on preventive analysis of the gender gap, identification of equal value jobs and revision of recruitment procedures, making them compliant with regulations. Internal communication, on the other hand, remains a critical issue: less than 20% of the sample stated that they plan information activities towards employees on the gender pay gap. With regard to organisations that have not yet taken the first steps towards adjustment, the main reason remains the willingness to wait for the dictate of the national legislator.
How will organisations have to move to comply with the legislation? What tools can support them? How can they go beyond compliance and turn it into an opportunity to rethink their organisational models? The workshop sought to answer these questions, thanks to the contributions of experts in the field.
FOCUS - TECHNOLOGY AND DATA HR: THE ROLE OF DIGITAL IN ENSURING PAY TRANSPARENCY
"Pay transparency and process digitisation HR: EU Directive 2023/970 as a lever for organisational transformation" with Alveria
Intervention by Filippo Cannavo, Head BU HRO Service & Training of Alveria.
In his opening remarks, the rapporteur highlighted one of the most complex requirements of the Directive: the need to identify and weigh all company positions in order to determine "equal value" work", as the directive applies to all roles in the organisation.
On this point, the rapporteur has introduced a terminological distinction that he considers fundamental to the correct application of the legislation: the difference between 'professional figure' and 'organisational position'. The professional figure is a broad category, linked to skills and role; the organisational position is instead the specific unit within the organisational chart. An accountant in the Milan office and one in the Catania office share the same professional figure, but do not necessarily receive the same salary, because the geographic location is an element that objectively explains part of the salary difference. It is precisely in what cannot be explained by objective factors that the real gender pay gap lurks.
To address this complexity in a scalable manner, the speaker described an approach based on the four criteria required by the directive (skills, commitment, responsibility, working conditions) each of which is given a score. These scores, statistically processed, generate the clusters of positions of equal value on which individual salary assessments are then made, taking into account all potentially relevant factors: contract type, geographical location, role, educational qualification, performance evaluation of the last three years, seniority and budgets managed. The rapporteur pointed out that performance, while not an objective criterion in the strict sense, can be considered an 'objectifiable' criterion to the extent that it is the product of a structured and regulated process. He concluded by emphasising that the main challenge for organisations is not so much conceptual as operational and cultural: to build a new type of organisational design that makes the analysis of 'equal value' positions scalable and brings a shared and precise terminology into the corporate culture.
Source: Observer HR Innovation