Step 4 to EU pay transparency: leading cultural change toward transparency

The EU pay transparency directive is not just a legal requirement. It represents a cultural shift that challenges organisations to rethink how they communicate, lead and engage. Across EU member states, businesses must now go beyond compliance and embed transparency into their culture.

This means fostering open dialogue about pay progression, average pay and the principle of equal pay. It also means addressing historical pay discrimination and gender pay gap disparities through collaborative action. Organisations must build employee trust, involve stakeholders and create a workplace culture that supports fairness and transparency.

This step may involve working with employee representatives, workers’ representatives and other internal stakeholders to co-create an action plan for change. In some cases, a joint pay assessment may be required to identify pay differences and support remediation.

What does cultural change toward transparency involve?

Leading cultural change requires more than updating policies. It involves:

• Creating open conversations about pay levels, pay ranges and salary information
• Sharing pay data and metrics that support fair and consistent pay decisions
• Addressing pay disparities, pay inequities and discrepancies through targeted initiatives
• Reviewing historical pay practices, salary history and pay secrecy to identify risks
• Conducting pay assessments and pay audits to support gender pay gap reporting
• Aligning job architecture, job descriptions and job levels with transparent pay structures
• Ensuring all communication reflects gender-neutral language and objective criteria
• Promoting DEI initiatives that support equal pay for equal work and work of equal value
• Building awareness through webinars, internal campaigns and leadership engagement
• Supporting career progression and fair compensation across all functions and categories of workers

This cultural shift also supports broader DEI goals and helps organisations meet reporting requirements under national law. It strengthens the employer brand, improves retention and gives businesses a competitive advantage in attracting top talent.

It also helps reduce the risk of non-compliance with the new EU directive by ensuring transparency is embedded in every aspect of the employee experience. In countries like France, where transposition of the directive is already underway, these changes are becoming urgent.

Key talent to lead cultural transformation

To drive this change, organisations need senior HR leaders and specialists who understand both strategy and people. Here are the roles to prioritise:

Chief People Officer or HR Director

These leaders set the tone for transparency across the organisation. They guide strategy, engage stakeholders and ensure that cultural change is embedded into business operations.

Skills required

• Strategic leadership and change management expertise
• Deep understanding of pay equity, DEI and employee engagement
• Ability to lead cross-functional initiatives and influence senior stakeholders

Salary expectations in Ireland

• EUR 95,000 – 160,000 annually for HR Directors
• EUR 385 – 640 daily rate for HR Directors
• EUR 120,000 – 250,000 annually for Chief People Officers
• EUR 480 – 1000 daily rate for Chief People Officers

Organisational Development Specialist or Consultant

These professionals help design and implement cultural change programmes. They work across functions to embed transparency into performance management, communication and leadership development.

Skills required

• Experience with organisational design and transformation
• Knowledge of pay transparency legislation and cultural change methodology
• Strong facilitation and stakeholder engagement skills

Salary expectations in Ireland

• EUR 65,000 – 120,000 annually depending on level and scope
• EUR 230 – 500 daily rate depending on level and scope

Employee Experience or Engagement Lead

These specialists focus on how employees perceive and interact with pay transparency initiatives. They help build trust, improve communication and ensure that change is felt across the organisation.

Skills required

• Expertise in employee engagement, internal communications and feedback systems
• Familiarity with data collection and employee sentiment analysis
• Ability to translate strategy into meaningful employee experiences

Salary expectations in Ireland

• EUR 70,000 – 110,000 annually depending on level and scope
• EUR 270 – 430 daily rate depending on level and scope

Where to find the right talent

The professionals who lead cultural change are often deeply embedded in their organisations. They understand the nuances of leadership, communication and transformation. That’s why working with a specialist HR recruitment consultancy like Frazer Jones is essential.

We have deep networks across Ireland and the European Union and we actively engage with senior HR leaders. Whether you’re hiring for a permanent role or need interim support, we can help you find the top talent to lead your transparency roadmap.

In some cases, considering an interim role is the most effective way to approach compliance with the directive. An experienced HR professional with the right skillset may only be needed for a short period while the business is made compliant. If your existing HR team is strong, long-term support may not be necessary. We’re now equipped at Frazer Jones to provide top interim talent in Ireland, helping businesses access flexible expertise exactly when they need it.

Read our article about how to hire a CHRO here

Final thoughts

Leading cultural change is the final and most transformative step in preparing for the EU pay transparency directive. It’s about more than compliance. It’s about embedding the principle of equal pay into your culture and creating a workplace where fairness, openness and trust are part of everyday life.

Need help hiring for your cultural transformation team?