Challenge

Pure DC initially approached our reward team with a request to validate their salary benchmarking market data that was being used to support the annual pay review process. As the project progressed, and our relationship with them developed, other requirements for support were raised including:

• Gender pay gap reporting
• Benefits review
• Enhancing pay review tools
• Inputting into the annual calibration documentation

Solution

Firstly, we addressed their initial request by conducting a new round of benchmarking and educating them around the process. This included everything from initial mapping of survey data to calibration and educating stakeholders.

We then completed a light-touch gender pay gap analysis—explaining how Pure DC compared to similar organisations and recommending steps to narrow any gaps. After this, we were asked to complete an enhanced analysis exploring root causes of gaps in greater detail and providing recommendations to mitigate these risks. Our reward team presented a branded, business-ready report which was particularly valuable for a client with limited time and resources.

We then presented recommendations to improve the tools Pure DC were using internally to make decisions for pay increases and carry out calibrations. We added functionality that aligned with how the process was typically carried out.

Outcomes

After working with our reward team, Pure DC were:

• Confident in our robust approach to analysing reward data and used this to inform their annual performance review process.
• Able to use our benefits recommendations that enabled them to operate in line with the market. 
• Comfortable that they had found a reward partner in 3R Strategy that was flexible and could work with them quickly and urgently when there was significant time pressure around the annual performance review and calibration outputs.