PwC study: Remuneration in the public sector must become more transparent
PwC has once again published its study on executive remuneration in the public sector. The size of revenue is identified as one of the main factors for the amount of remuneration. This year's study focuses in particular on the organisation of company pension schemes.
In order to compete for talent, remuneration is a decisive factor for publicly owned companies. This is the conclusion reached by the auditing and consulting firm PwC Germany (PwC) in this year's study on remuneration in public companies in 2024 - management and executive board. The current survey covers 165 companies for the 2023 remuneration year, analysing target and actual direct remuneration, the proportion of variable remuneration and other fringe benefits. Two factors in particular are important for the level of remuneration: the function within the management board and the size of revenue. "Communication within the company should not end with the topic of remuneration," says Petra Raspels, Partner and Co-Lead Workforce Transformation at PwC Germany. "On the one hand, transparency strengthens internal employee loyalty, and on the other, companies with a suitable remuneration system are more attractive to external specialists."
From Petra Raspels, Arne Ferbeck, Jörn Grey and Carolina Jahn
Navigating equal opportunities and equal pay: the DEI Readiness Assessment
The importance of Diversity, Equity & Inclusion (DEI) is more important than ever. When social justice and equal opportunities are among the decisive factors for corporate success, it is essential to address these issues.
In PwC's 27th Global CEO Survey, 30% of CEOs stated that without a change of course, their company will no longer be sustainable in the next ten years. In addition, the new Corporate Sustainability Reporting Directive (CSRD) brings with it further regulatory requirements. Companies are now obliged to report comprehensively on social elements as part of their sustainability strategy. In particular, the CSRD requires detailed disclosures on the measures that companies take to promote diversity and equality. The various methods of the DEI Readiness Assessment can be used to fulfil these regulatory requirements and social expectations. These methods support you in achieving sustainable cultural change and in positioning yourself as a pioneer in DEI.
The DEI Readiness Assessment is a structured process consisting of three key steps, which are analyzed in more detail below. In the first step, the status quo analysis, existing successes and challenges are recorded, and clear goals are defined. This is followed by a salary analysis using the Equal Pay Analyzer to uncover gender-specific pay gaps and optimize pay equity. In addition, the Inclusion Survey provides valuable insights into the perspective of employees to promote an inclusive corporate culture.
From Petra Raspels, Carolina Jahn and Laetitia Arndt
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