Time management
No two workdays are the same, and it’s helpful to have an overview of what you’re working on each day. We’ve created a time tracking template you can customize and use however you like. Download it for free here.
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EPISODE 10 | Live | December 3
Equal Pay in the Nordic Countries: Where do we stand, and how are you doing?
If you have more than 50 employees, you must conduct a survey of pay and involuntary part-time work at least every other year. This requirement is already in effect today, regardless of what happens with the EU Pay Transparency Directive.
This time, Silje is joined by Lars Kolberg from The Equality and Anti-Discrimination Ombud. Together, they’ll go over what’s currently in effect, what’s coming up, and how to handle this without creating a mess in Excel.
Equal Pay: Is it coming, or is it already in effect?
The short answer is both. The Equality and Anti-Discrimination Act already requires employers to actively work toward gender equality and mandates that larger companies conduct gender-based pay surveys. The EU directive tightens these requirements, but it has not yet been incorporated into the EEA Agreement, and there is no Norwegian timeline. However, if you have, for example, between 20 and 50 employees, the obligation applies if either party in the workplace requests it. In that case, waiting for Brussels won’t help much.
In this episode, we discuss
We’re fortunate to have Lars Kolberg with us, who walks us through what all of this actually means for Nordic employers:
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The rules that apply today, including the duty to take action and report, and the four steps: investigate, analyze, implement measures, and evaluate
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Who is required to assess wages and involuntary part-time work, and how often
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Where things most often go wrong, and what Lars observes when companies put this into practice
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Why it pays to do it right—from building trust when employees ask about pay to avoiding a rush when new rules take effect
And yes, Silje shows how we handle it in Huma
The salary data is already in Huma. That means the assessment becomes a report you open, rather than a project you dread.
- Pay groups for similar and equivalent work, based on skills, responsibility, effort, and working conditions
- AI suggestions for how job titles can be grouped, which you review before saving
- The Equal Pay Report: average and median pay gaps per group, with groups exceeding 5% flagged
- AI analyzes the information in Huma so you receive a complete report with recommendations for action
Who is this for?
General managers, HR managers, and finance managers in companies with 20 or more employees. And anyone else who’s been tasked with conducting a pay survey and is wondering where to start.
When is the episode?📅 When: December 3, at 11 a.m. |
About Silje and her guest
Silje Sommerstad Johansen:
Silje works in Customer Success at Huma and is the host of Silje’s Corner. She helps our customers get the most out of Huma and knows exactly where the shoe pinches.
Jonathan “Jono” Ekström:
Jono is one of Huma’s co-founders; he works on the product team and leads UX design. He’s also known as Mr. Huma and has modeled for absolutely every merchandise collection we’ve ever created.
Lars Kolberg:
Lars is the Director of Labor Affairs in the Guidance Department at the Equality and Anti-Discrimination Ombudsman (LDO). The Ombudsman provides guidance on the Equality and Anti-Discrimination Act and is a driving force for equality in the workplace. Lars leads a distinctive double life as both a high-profile civil servant and an uncompromising country musician.