RSA has a wide range of roles in its organisation, from high-volume roles to specialist technical roles where competition for talent is fierce. It sought a more effective way to manage pay for its diverse workforce and provide greater clarity to employees on the link between pay and progression. It also wanted to assess whether it had any equal pay risks by carrying out an equal pay audit.
We developed a unique job family and pay framework for RSA, which distinguished between the call centre roles and highly specialist actuarial roles—recognising the difference in skills/qualifications so that pay was more market-aligned. We worked closely with Unite the Union throughout the process, who were supportive of the proposed framework.
We also worked the HR team to put together a project plan and approach to an equal pay audit. We then carried out a full audit across the UK population of approximately 6,000 employees.
RSA has a job family framework in place, which provides more transparent career and salary progression and the ability to manage a variety of roles in the right way. The equal pay audit highlighted potential risks, which it could then investigate and fix.