Part of our Excel for Reward Masterclass series: click here for more details about the seven afternoon sessions.
Date: 1 April 2025
Time: 1pm to 3pm (UK)
Duration: 2 hours including five-minute break at approx. 2pm
Venue: Your PC
‘Starting pay often sets the course for employees’ pay throughout their careers. Getting pay right from the start is critical for any new job, whether it involves a new hire, promotion or transfer.’ – Mariann Madden and Lindsay Wiggins in ‘A Tipping Point for Pay Transparency’, The Journal of Total Rewards, Third Quarter 2023, (WorldatWork).
It’s never been more important to position pay correctly. That’s because of the tranche of pay transparency legislation that has been – and is continuing to be enacted – all over the world. The EU Pay Transparency directive is by far the most significant legislation ever to be published around pay transparency. It is going to demand of companies unprecedented openness around pay with both new and existing employees.
Among the 38 OECD countries, just over half require employers in the private sector to analyse and report gender pay gaps.
Meanwhile, just under half the states in the US require or are considering disclosure of pay ranges to job seekers. As many as 29 states also have some prohibition on using prior salary to justify pay disparity. Many large organisations across corporate Amercia don’t want to be reactive, and do things differently in different states. So they have decided to be transparent throughout their operations. If you’re going to be transparent externally, then you have to be transparent internally as well. And if you’re going to tell a story, make sure it’s a good story.
The way in which you position people in the range has to be defensible. You need to be able to explain why their salary is positioned at this point within the range
As beqom’s Tanya Jansen puts it: ‘Instead of avoiding pay transparency, employers should focus on fostering it proactively instead of reactively to current legislation. After all, since a state or region’s pay transparency laws are bound to change over time, adjusting pay practices proactively can help them feel more authentic to employees.’ (‘Organizations Should Move Past Skirting Pay Transparency Legislation’, Workspan Daily, 28 September 2022.)
In this masterclass, Dianne will:
As Dianne explains:
‘We are going to create a pay range zone calculator that positions staff appropriately in the range based on five different employee criteria – using individual employee factors, not job factors. We’ll use generic criteria categories, but these can be adjusted for each organisation. But you have to decide what your own organisation values and what do you want to pay for.’
The calculator template that Dianne demonstrates will be available free of charge to all masterclass delegates. You will also be provided with detailed instructions for replication of all functions demonstrated.
Please note: course participants need to be using Microsoft 365, as Dianne uses numerous dynamic array formulas to create the model and undertake the analyses.
Per masterclass: GBP £195 + VAT per delegate. Attend all seven masterclasses: GBP £1150 + VAT per delegate.
Dianne is the founding member of Auld Compensation Consulting, operating out of Cape Town, South Africa. Her consulting work around the world covers all areas of total rewards, including reward strategy, base pay management, job evaluation, pay structuring, incentive design and sales compensation. She has developed and taught Excel and rewards courses in Africa, the Middle East, Asia, Europe, and the United States.
As a WorldatWork faculty member, Dianne teaches the GRP reward qualification courses in Southern Africa. She is the author of Dianne Auld’s Excel Tips, 3rd edition. Dianne has developed and recorded several e-learning products for WorldatWork, including Excel Skills, Advanced Excel Skills and Pay Structures. She is an honorary life member of the South African Reward Association (SARA) and an accredited Master Reward Specialist.
Live streamed from Dianne's office in Cape Town, via Zoom
1pm to 3pm / 4pm (UK)
Dianne suggests that you don’t try to follow along with her demo on your computer. She will proceed at a reasonably smart pace and you might get lost. Just watch and take notes if desired.
You will have access to a video of the masterclass for 90 days from the date of the masterclass so that you can replay at your leisure and practise the steps.
Attendees will be provided with detailed instructions for replication of the functions demonstrated by Dianne after the masterclass.
This Excel training requires you use a Windows PC laptop (not Mac) with Microsoft365.
Part of our Excel for Reward Masterclass series: click here for more details about the seven afternoon sessions.
‘Starting pay often sets the course for employees’ pay throughout their careers. Getting pay right from the start is critical for any new job, whether it involves a new hire, promotion or transfer.’ – Mariann Madden and Lindsay Wiggins in ‘A Tipping Point for Pay Transparency’, The Journal of Total Rewards, Third Quarter 2023, (WorldatWork).
It’s never been more important to position pay correctly. That’s because of the tranche of pay transparency legislation that has been – and is continuing to be enacted – all over the world. The EU Pay Transparency directive is by far the most significant legislation ever to be published around pay transparency. It is going to demand of companies unprecedented openness around pay with both new and existing employees.
Among the 38 OECD countries, just over half require employers in the private sector to analyse and report gender pay gaps.
Meanwhile, just under half the states in the US require or are considering disclosure of pay ranges to job seekers. As many as 29 states also have some prohibition on using prior salary to justify pay disparity. Many large organisations across corporate Amercia don’t want to be reactive, and do things differently in different states. So they have decided to be transparent throughout their operations. If you’re going to be transparent externally, then you have to be transparent internally as well. And if you’re going to tell a story, make sure it’s a good story.
The way in which you position people in the range has to be defensible. You need to be able to explain why their salary is positioned at this point within the range
As beqom’s Tanya Jansen puts it: ‘Instead of avoiding pay transparency, employers should focus on fostering it proactively instead of reactively to current legislation. After all, since a state or region’s pay transparency laws are bound to change over time, adjusting pay practices proactively can help them feel more authentic to employees.’ (‘Organizations Should Move Past Skirting Pay Transparency Legislation’, Workspan Daily, 28 September 2022.)
In this masterclass, Dianne will:
As Dianne explains:
‘We are going to create a pay range zone calculator that positions staff appropriately in the range based on five different employee criteria – using individual employee factors, not job factors. We’ll use generic criteria categories, but these can be adjusted for each organisation. But you have to decide what your own organisation values and what do you want to pay for.’
The calculator template that Dianne demonstrates will be available free of charge to all masterclass delegates. You will also be provided with detailed instructions for replication of all functions demonstrated.
Please note: course participants need to be using Microsoft 365, as Dianne uses numerous dynamic array formulas to create the model and undertake the analyses.
Please read our terms and conditions carefully as they contain important information.
Please note: while regular reference is made on the programme to employment law issues, the tutor is not an employment lawyer and so commentary in this area is indicative and suggestive. For specific actions in your own employer you should refer to specific employment law advice.