Active Equal Pay Management
This case study presents the implementation of the Active Equal Pay Management solution, which comprehensively addresses the challenges of fair and transparent remuneration. The project demonstrates how data analytics, process automation, and legislative compliance can be effectively combined to support organizations in monitoring, evaluating, and managing pay equality in accordance with current European directives.
October 14, 2025 ┃ 4 min read
Challenge
The client operates in an international environment with diverse HR and financial systems that have developed autonomously as a result of acquisition growth and local legislative frameworks. This situation has led to inconsistent data management methodologies, different approaches to remuneration, and limited transparency across entities. With the new European directive on equal pay, there was a need not only to harmonize processes, but also to strengthen the organization's data integrity and analytical capabilities. The primary challenges included:
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Data consolidation across entities and countries, different HR and financial systems, and the need for a unified model for comparable indicators.
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Identification and interpretation of four key types of differences – Pay Gap, Gender Gap, Market Gap, and Budget Gap – at various data levels (PIN, position, grade, job domain).
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Compliance with the legislative requirements of EU Directive 2023/970 and local reporting standards, including automated output generation.
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Evaluating budgetary impacts and modeling corrective measures with the possibility of simulating various scenarios.
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Support for the adoption of the solution by HR and financial managers with an emphasis on comprehensibility, actionability, and secure handling of sensitive data.
Solution
Aspecta designed and implemented the Active Equal Pay Management tool, which combines advanced analytics with process automation. The need for such a solution arose from the complexity of the data environment, differing local methodologies, and growing legislative requirements, which called for a unified, transparent, and auditable system for managing equal pay. The solution is built on Power BI, Power Automate, and MS SQL in the Azure environment, integrated via REST API and HR exports.
The system enables:
automated collection and processing of remuneration data from multiple sources (HR systems, payroll databases, financial plans, market benchmarks)
consolidation and aggregation of data across organizational levels and countries,
visualization of all four types of gaps (Pay, Gender, Market, Budget),
modeling measures to eliminate them with quantification of financial impacts,
export and reporting for internal and legislative purposes.
Implementation
The project was carried out in two main phases:
Pilot phase (1–2 months) – deployment of the standard model, connection to data sources, and validation of calculations.
Adaptation phase (up to 4 months) – extension to include the client's legislative and organizational specifics, creation of simulations and financial scenarios.
The solution architecture is designed for easy extensibility and scalability within the client's Azure environment. The solution can also be deployed in a hybrid architecture, where part of the data remains in on-premises systems and the analytical layer operates in the cloud, ensuring flexibility and protection of sensitive information.
Results and benefits
The tool provides management with:
Uniform monitoring of KPIs in the area of equal pay (Pay, Gender, Market, Budget gap).
The ability to model measures and simulate their financial impact.
Transparency and compliance with legislation, thereby reducing the risk of non-compliance and reputational impacts.
Fast reporting for internal needs and regulatory authorities.
Flexible architecture suitable for both cloud and hybrid environments.
In a broader context, implementing Active Equal Pay Management brings companies a significant shift towards data-driven and fair human resource management. It not only enables companies to meet their legislative obligations, but also to work strategically with remuneration data, promote an inclusive culture, and strengthen employee confidence in the transparency of internal processes. In the long term, this gives organizations not only greater efficiency and compliance, but also reputational capital and a competitive advantage in the labor market.
Conclusion
The solution Active Equal Pay Management shows that the issue of equal pay can be approached not only as a legal obligation, but also as a strategic opportunity. By linking data, processes, and analytics, an organization can gain control over its pay structures, eliminate unconscious inequalities, and boost employee trust. The case study also confirms that a systematic approach to fair pay brings measurable benefits – from more effective decision-making and risk reduction to strengthening corporate culture and reputation. Such a solution is becoming an important pillar of sustainable and transparent human capital management.
From Aspecta's perspective, this project demonstrates our approach to connecting technology with real business and social challenges. By creating a robust, scalable, and secure solution, we have confirmed our expertise in data integration, process automation, and cloud architecture implementation in environments with high personal data protection requirements. This project demonstrates that technical excellence and responsible data handling can be a driving force for positive change in the area of equal pay.
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