OCTOBER - NOVEMBER 2025HR TECH OUTLOOK8In My OpinionBUILDING TRUST THROUGH PAY EQUITY AND OPPORTUNITYEva Jesmiatka, Senior Director Work, Rewards & Careers and Europe Lead on Pay & Career Equity, WTWByLeading Work, Rewards & Careers in EuropeIn my day-to-day client-facing role, I partner with my clients on their reward and talent agenda to enable them to attract, retain and engage their talent. I have a specific focus on pay equity and transparency, and I support my clients in becoming confident that they are delivering pay equity in their organization, ensure that they maintain pay equity and help them become more transparent on pay. The latter point in particular is a big focus since many of my clients have a need to become more transparent on pay when the EU Pay Transparency Directive comes into force. Within WTW, I lead our European Pay and Career Equity community. This community consists of reward, benefits, communication and change management experts who are all deeply focused on the pay equity and transparency agenda. Bringing these areas of expertise together allows us to bring our latest thinking to our clients when we help them progress on pay equity and transparency. Aligning Equity in Pay and OpportunityThere are some common fundamentals that underpin the delivery of pay equity and career equity. Being confident in pay equity requires having clarity on what is classified as work of equal value and having clarity on how pay is managed and how pay decisions are made in the organization. We often find that when organizations have pay gaps, this may not be the result of (unconscious) bias, but rather the result of not having robust job levelling and Eva Jesmiatka is a senior Consultant and Pay Equity and Transparency SME, specializing in reward and talent projects. With expertise in pay equity, DEI, total rewards strategy, and talent management, she drives impactful transformations with strong client focus and stakeholder management skills.Eva Jesmiatka
< Page 7 | Page 9 >