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gradar is a founding member of the Pay Transparency Alliance (PTA), a European coalition focused on supporting organisations through the structural, analytical and cultural changes introduced by the EU Pay Transparency Directive.
The Alliance brings together complementary expertise across job evaluation, compensation, data, legal interpretation and HR systems to support transparent, objective and explainable pay practices.
The EU Pay Transparency Directive represents a fundamental shift in how organisations must approach pay. Transparency is no longer voluntary; it is a legal requirement grounded in:
The principle of equal pay for equal work or work of equal value
The use of objective, gender-neutral criteria
Clear rights to information for workers
Structured reporting and justification of pay differences
The Pay Transparency Alliance exists to help organisations understand and operationalise these requirements in a practical, structured way.
The Pay Transparency Alliance is a network of organisations and experts committed to advancing fair pay through:
Structured job architecture and job evaluation
Transparent pay-setting and pay progression practices
Consistent analysis of pay outcomes
Clear, explainable communication with workers and stakeholders
Rather than offering a single tool or methodology, the Alliance reflects the reality of pay transparency under the Directive: no single system can address every requirement in isolation.
Each Alliance member contributes distinct expertise. gradar’s role is focused on the structural and analytical foundations required by the Directive.
gradar provides an analytical, point-factor-based job evaluation framework using gender-neutral criteria. This supports consistent definitions of work of equal value across roles, job families and organisational units.
Clear job levels, job families and career paths provide the structure needed to group roles into categories of workers for comparison, reporting and communication.
Structured pay bands aligned with job value support transparent pay-setting and progression practices, including the provision of pay ranges prior to employment.
Pay outcomes can be analysed by evaluated job data rather than job titles alone, supporting identification and assessment of gender pay differences in line with Directive requirements, including the 5% threshold for further assessment.
The Pay Transparency Alliance brings together expertise across all key dimensions of pay transparency, including:
Job evaluation and job architecture
Compensation analysis and salary setting
Gender pay gap analysis
Market and benchmark data
HRIS and data integration
Legal interpretation and advisory support
Education and guidance
This ecosystem reflects the Directive’s emphasis on methodology, consistency and explainability, rather than one-off calculations.
Guidelines, directives & best practices for achieving pay transparency.
Reporting, pay equity analysis & gender pay gap tools - all in one place.
Through its role in the Pay Transparency Alliance, gradar contributes to a broader effort to help organisations build sustainable, evidence-based pay practices - grounded in clear job structures, objective evaluation and consistent analysis.
Job evaluation
Compensation
Pay transparency