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Credit Union",{"dimensions":2275,"alt":2278,"copyright":5,"url":2279,"id":2280,"edit":2281},{"width":2276,"height":2277},580,226,"Logo of Navigant Credit Union.","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FaMFNn2GNHVfTO-60_navigant-logo.png?auto=format,compress","aMFNn2GNHVfTO-60",{"x":286,"y":286,"zoom":287,"background":288},"93ded636-e326-4836-8168-52555714f924",{"link_type":42},[2285,2296,2324,2369,2378,2444,2450,2458],{"variation":333,"version":334,"items":2286,"primary":2287,"id":2295,"slice_type":934,"slice_label":5},[],{"section_id":5,"content":2288,"text_size":931,"background_color":932},[2289,2292],{"type":485,"text":2290,"spans":2291,"direction":306},"A streamlined compensation system that saves hours and delivers clarity",[],{"type":291,"text":2293,"spans":2294,"direction":306},"Navigant Credit Union is Rhode Island’s longest-operating, member-owned credit union, serving over 155,000 members across 26 branches. Founded in 1915, Navigant Credit Union has grown to become the state’s largest credit union with more than $3.9 billion in assets, known for its deep community roots and commitment to integrity. With 425 employees and a growing footprint, the company needed a way to modernize its compensation processes to match its scale and strategic goals.",[],"article_text$751524be-8eb3-4cd3-a19f-718ec8240f53",{"variation":333,"version":334,"items":2297,"primary":2322,"id":2323,"slice_type":966,"slice_label":5},[2298,2305,2311,2316],{"number":2299,"sign":2300,"description":2301},3.9,"B",[2302],{"type":291,"text":2303,"spans":2304,"direction":306},"Total assets ($)",[],{"number":2306,"sign":5,"description":2307},26,[2308],{"type":291,"text":2309,"spans":2310,"direction":306},"Branches",[],{"number":2312,"sign":5,"description":2313},425,[2314],{"type":291,"text":941,"spans":2315,"direction":306},[],{"number":912,"sign":2317,"description":2318},"%",[2319],{"type":291,"text":2320,"spans":2321,"direction":306},"Bonus plan enrollment",[],{"section_id":5},"article_stats$9ae252dc-88d3-4319-840b-9449fe8b1143",{"variation":333,"version":334,"items":2325,"primary":2326,"id":2368,"slice_type":934,"slice_label":5},[],{"section_id":5,"content":2327,"text_size":931,"background_color":932},[2328,2332,2335,2338,2341,2345,2348,2356,2361,2366],{"type":485,"text":972,"spans":2329,"direction":306},[2330],{"start":286,"end":975,"type":976,"data":2331},{"label":978},{"type":980,"text":2333,"spans":2334,"direction":306},"Outgrowing ad hoc compensation processes",[],{"type":291,"text":2336,"spans":2337,"direction":306},"Navigant Credit Union’s compensation program had historically operated without a formal structure, relying on spreadsheets, individual discretion, and a highly manual process. As the organization scaled, this approach became unsustainable. The introduction of new state regulations around pay transparency and pay equity in Rhode Island added further urgency, requiring consistent pay practices and clear documentation of compensation decisions.",[],{"type":291,"text":2339,"spans":2340,"direction":306},"Merit increases were budgeted but not guided by a structured matrix, and bonus decisions were loosely based on employee level and manager discretion. The organization needed a solution that could deliver structure, compliance, and efficiency—while supporting a transition to performance-based pay.",[],{"type":485,"text":1021,"spans":2342,"direction":306},[2343],{"start":286,"end":1024,"type":976,"data":2344},{"label":1026},{"type":980,"text":2346,"spans":2347,"direction":306},"Automating compensation with beqom’s TCM solution",[],{"type":291,"text":2349,"spans":2350,"direction":306},"Navigant Credit Union selected beqom for its ability to manage compensation and performance within a single, integrated platform. The immediate implementation focused on beqom’s Total Compensation Management (TCM) solution, with a successful rollout starting in November 2024 and both the bonus and merit processes completed by March 2025.",[2351],{"start":2352,"end":2353,"type":301,"data":2354},170,222,{"link_type":303,"url":2355,"target":305},"https:\u002F\u002Fwww.beqom.com\u002Fproducts\u002Fpay-management",{"type":291,"text":2357,"spans":2358,"direction":306},"For the bonus program, beqom enabled the company to execute its formalized plan driven by measurable outcomes. The plan combines corporate and individual performance metrics, including two key indicators for organizational performance, alongside individual employee goals and performance ratings. Employees are evaluated on a 1–5 scale across behavioral (“job essence”), functional (“job function”) competencies, and individual performance goals, ensuring a fair and structured assessment process that directly informs bonus calculations.",[2359],{"start":1024,"end":2360,"type":297},21,{"type":291,"text":2362,"spans":2363,"direction":306},"On the merit increase side, beqom replaced the traditional spreadsheet approach with a more dynamic, manager-friendly system. While Navigant Credit Union is working toward implementing a formal merit matrix to further standardize pay practices as the organization grows, for the 2025 merit cycle, the company provided managers with an average percentage increase for their teams. Managers were expected to stay within this budget, and with beqom’s system, they could easily track their team’s available budget pool, see how much had been allocated, and manage distributions in real time.",[2364],{"start":2365,"end":2306,"type":297},7,{"type":291,"text":505,"spans":2367,"direction":306},[],"article_text$bfc7a683-7f97-456f-9103-1515c21a53aa",{"variation":333,"version":334,"items":2370,"primary":2371,"id":2377,"slice_type":1102,"slice_label":5},[],{"section_id":5,"quote":2372,"description":2373},"The automation and flexibility offered by beqom will be crucial in helping us streamline what has historically been a highly manual process.",[2374],{"type":291,"text":2375,"spans":2376,"direction":306},"Lori Jordan, Senior Vice President, Director of People & Talent Management",[],"article_quote$70b268a2-ee61-4223-aa1b-cf6d1fa877ec",{"variation":333,"version":334,"items":2379,"primary":2380,"id":2443,"slice_type":934,"slice_label":5},[],{"section_id":5,"content":2381,"text_size":931,"background_color":932},[2382,2385,2388,2391,2394,2397,2400,2403,2407,2410,2413,2417,2422,2426,2430,2435,2440],{"type":291,"text":2383,"spans":2384,"direction":306},"With beqom, managers can now:",[],{"type":1062,"text":2386,"spans":2387,"direction":306},"See individual employees’ compensation histories,",[],{"type":1062,"text":2389,"spans":2390,"direction":306},"View their team’s total available merit budget,",[],{"type":1062,"text":2392,"spans":2393,"direction":306},"Allocate raises per employee in real time,",[],{"type":1062,"text":2395,"spans":2396,"direction":306},"Monitor budget usage and remaining balance, and",[],{"type":1062,"text":2398,"spans":2399,"direction":306},"Route decisions through an automated approval workflow.",[],{"type":291,"text":2401,"spans":2402,"direction":306},"This intuitive experience removed the need for manual calculations and eliminated back-and-forth Excel file sharing between HR, managers, and senior executives.",[],{"type":485,"text":1051,"spans":2404,"direction":306},[2405],{"start":286,"end":1024,"type":976,"data":2406},{"label":1026},{"type":980,"text":2408,"spans":2409,"direction":306},"Greater efficiency, transparency, and strategic impact",[],{"type":291,"text":2411,"spans":2412,"direction":306},"Since implementing beqom’s TCM solution, Navigant Credit Union has achieved notable improvements across its compensation processes, including:",[],{"type":1062,"text":2414,"spans":2415,"direction":306},"Time savings: Merit and bonus cycles that previously required hours of manual input now take managers just minutes, freeing HR from spreadsheet preparation and reconciliation.",[2416],{"start":286,"end":1687,"type":297},{"type":1062,"text":2418,"spans":2419,"direction":306},"Budget control: Managers can view and manage their compensation budgets in real time, simplifying allocation decisions and increasing accountability.",[2420],{"start":286,"end":2421,"type":297},15,{"type":1062,"text":2423,"spans":2424,"direction":306},"Automation of complexity: beqom’s engine accurately calculates bonus payouts to the penny based on performance data and eligibility, reducing errors and administrative overhead.",[2425],{"start":286,"end":1574,"type":297},{"type":1062,"text":2427,"spans":2428,"direction":306},"Manager satisfaction: The system has been well received by managers owing to the intuitive interface and elimination of manual work. 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Brand","https:\u002F\u002Fbeqom-com.cdn.prismic.io\u002Fbeqom-com\u002FaCSwNSdWJ-7kSG7a_breitling-logo-1.svg","aCSwNSdWJ-7kSG7a",{"x":286,"y":286,"zoom":287,"background":288},"fc3fdec0-8979-4c9b-bab7-cd1db6b3f177",{"link_type":42},[2549,2567,2594,2661],{"variation":333,"version":334,"items":2550,"primary":2551,"id":2566,"slice_type":934,"slice_label":5},[],{"section_id":5,"content":2552,"text_size":931,"background_color":932},[2553,2556,2559],{"type":485,"text":2554,"spans":2555,"direction":306},"Enabling Breitling’s commitment to fair pay and equity",[],{"type":291,"text":2557,"spans":2558,"direction":306},"Founded in 1884, Breitling is one of the world’s oldest and most respected luxury watchmakers, known for precision engineering and Swiss craftsmanship. Beyond its timepieces, Breitling has embraced a modern workplace philosophy centered around fair pay, pay equity, and transparency. This dedication to equitable practices aligns with their mission to cultivate a strong company culture and ensure every employee feels valued and fairly compensated.",[],{"type":291,"text":2560,"spans":2561,"direction":306},"In 2023, Breitling received the prestigious Universal Fair Pay Analyst Certificate from the Fair Pay Innovation Lab (FPI), becoming the first watch company to earn such global recognition, with an adjusted gender pay gap of less than 1%. In 2025, FPI granted Breitling the Universal Fair Pay Developer Certificate, confirming that the company maintains an adjusted gender pay gap below 1% and is actively implementing targeted measures to promote pay equity. Breitling is applying this rigorous approach across its 1,956 employees in 19 markets worldwide.",[2562,2563],{"start":1798,"end":1186,"type":1428},{"start":2564,"end":2565,"type":1428},273,313,"article_text$942fb114-7eb0-47cf-9c5c-fa534f8be497",{"variation":333,"version":334,"items":2568,"primary":2592,"id":2593,"slice_type":966,"slice_label":5},[2569,2575,2581,2586],{"number":2570,"sign":5,"description":2571},2000,[2572],{"type":291,"text":2573,"spans":2574,"direction":306},"Number of global employees",[],{"number":2576,"sign":5,"description":2577},19,[2578],{"type":291,"text":2579,"spans":2580,"direction":306},"Worldwide markets",[],{"number":287,"sign":2317,"description":2582},[2583],{"type":291,"text":2584,"spans":2585,"direction":306},"Max gender pay gap",[],{"number":2587,"sign":5,"description":2588},2025,[2589],{"type":291,"text":2590,"spans":2591,"direction":306},"Year of Fair Pay certification",[],{"section_id":5},"article_stats$b3dfd54d-a8b1-4928-8173-b83007284194",{"variation":333,"version":334,"items":2595,"primary":2596,"id":2660,"slice_type":934,"slice_label":5},[],{"section_id":5,"content":2597,"text_size":931,"background_color":932},[2598,2602,2605,2608,2611,2615,2620,2626,2629,2633,2636,2639,2643,2648,2653,2657],{"type":485,"text":972,"spans":2599,"direction":306},[2600],{"start":286,"end":975,"type":976,"data":2601},{"label":978},{"type":980,"text":2603,"spans":2604,"direction":306},"Meeting global fair pay standards across diverse markets",[],{"type":291,"text":2606,"spans":2607,"direction":306},"As a multinational company with a significant global footprint, Breitling faced a growing need to ensure equitable pay across all regions, driven by both internal values and external pressures. Emerging pay equity and transparency legislation in Switzerland and the European Union placed additional urgency on the initiative, as these laws would soon require businesses to report pay data and comply with fair pay standards.",[],{"type":291,"text":2609,"spans":2610,"direction":306},"Breitling’s challenge extended beyond legal compliance, however. They were committed to embedding fair pay practices as part of their corporate identity and to set a standard in the luxury industry. As they began to consider the path forward, they recognized the complexity of harmonizing pay standards across diverse markets, each with its own compensation practices. Addressing these variables across multiple locations required a solution capable of handling the nuances of a truly global fair pay initiative.",[],{"type":485,"text":1021,"spans":2612,"direction":306},[2613],{"start":286,"end":1024,"type":976,"data":2614},{"label":1026},{"type":980,"text":2616,"spans":2617,"direction":306},"Implementing PayAnalytics by beqom to drive pay equity transformation",[2618],{"start":1687,"end":2619,"type":1428},34,{"type":291,"text":2621,"spans":2622,"direction":306},"In early 2023, Breitling partnered with PayAnalytics (now part of beqom) to tackle the intricacies of a global pay equity analysis. The implementation began in March, with most of the initial project completed by July. PayAnalytics by beqom provided Breitling with the tools and guidance to execute a thorough, data-driven analysis, enabling them to confidently assess and address pay disparities across various regions.",[2623],{"start":2624,"end":2625,"type":1428},219,240,{"type":291,"text":2627,"spans":2628,"direction":306},"Throughout the project, Breitling’s team gained valuable insights and skills, building in-house expertise to sustain their fair pay efforts independently. ",[],{"type":485,"text":1051,"spans":2630,"direction":306},[2631],{"start":286,"end":1024,"type":976,"data":2632},{"label":1026},{"type":980,"text":2634,"spans":2635,"direction":306},"Measurable impact and recognition as a fair pay leader",[],{"type":291,"text":2637,"spans":2638,"direction":306},"The implementation of PayAnalytics by beqom has resulted in significant benefits for Breitling, positioning them as a leader in fair pay within the luxury watch industry. Key outcomes include:",[],{"type":1062,"text":2640,"spans":2641,"direction":306},"Improved pay transparency and trust: Breitling’s commitment to pay equity fosters a culture of transparency, reinforcing trust between employees and leadership.",[2642],{"start":286,"end":1559,"type":297},{"type":1062,"text":2644,"spans":2645,"direction":306},"Compliance with international regulations: Breitling can confidently meet current and emerging fair pay and transparency requirements in Switzerland, the EU, and beyond.",[2646],{"start":286,"end":2647,"type":297},41,{"type":1062,"text":2649,"spans":2650,"direction":306},"Enhanced internal expertise: Breitling’s team gained valuable skills and knowledge through the project, empowering them to conduct future analyses independently.",[2651],{"start":286,"end":2652,"type":297},27,{"type":1062,"text":2654,"spans":2655,"direction":306},"Recognition as a fair pay leader: Receiving the FPI “Universal Fair Pay Developer” certification has elevated Breitling’s reputation as a forward-thinking, equitable employer.",[2656],{"start":286,"end":1564,"type":297},{"type":291,"text":2658,"spans":2659,"direction":306},"These results underscore Breitling’s dedication to building an inclusive, transparent workplace where employees feel valued and fairly compensated. As Breitling continues its journey with PayAnalytics by beqom, they are well-positioned to lead by example in the luxury industry and beyond.",[],"article_text$6481607a-5cb8-4ecd-bdb1-5fcd04c9fc6a",{"variation":333,"version":334,"items":2662,"primary":2663,"id":2669,"slice_type":1102,"slice_label":5},[],{"section_id":5,"quote":2664,"description":2665},"PayAnalytics by beqom enabled us to conduct a truly global pay equity analysis, and the exceptional support from their team was key to our success. Their guidance and expertise were invaluable throughout the entire process.",[2666],{"type":291,"text":2667,"spans":2668,"direction":306},"Nadja Sirotkina, Rewards and Performance Lead",[],"article_quote$18c71aab-d7ca-4dea-ac07-0113407fc01a","Breitling Leads Luxury Watch Industry in Pay Equity","Breitling partners with beqom to achieve \u003C1% gender pay gap globally and earn top fair pay certifications across 40 markets.",{"dimensions":2673,"alt":2510,"copyright":5,"url":2674,"id":2512,"edit":2675},{"width":280,"height":281},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FaDcMfCdWJ-7kSocc_Breitling-1-.jpg?auto=format,compress&rect=0,0,2400,1260&w=2400&h=1260",{"x":286,"y":286,"zoom":287,"background":288},"Breitling Sets a New Standard for Global Pay Equity","By partnering with beqom, Breitling achieved a \u003C1% gender pay gap, gained top fair pay certifications, and reinforced its commitment to equity worldwide.","Breitling Champions Global Pay Equity","From precision watches to precision pay, Breitling partnered with beqom to ensure fairness and transparency across 40 global markets.",{"id":2681,"uid":2682,"url":2683,"type":809,"href":2684,"tags":2685,"first_publication_date":2686,"last_publication_date":2687,"slugs":2688,"linked_documents":2690,"lang":13,"alternate_languages":2691,"data":2692},"Zi_E0BEAAEEB_Ij8","vis-success-story","\u002Fsuccess-stories\u002Fvis-success-story","https:\u002F\u002Fbeqom-com.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ahcaYREAAC0AHfi5&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22Zi_E0BEAAEEB_Ij8%22%29+%5D%5D",[],"2024-04-29T16:03:56+0000","2025-07-09T16:27:29+0000",[2689],"building-a-culture-of-gender-equality",[],[],{"title":2693,"publication_date":2694,"last_modified_date":5,"excerpt":2695,"featured_image":2699,"products":2709,"industry":2718,"client_logo":2722,"custom_link":2739,"button_label":5,"slices":2740,"meta_title":2875,"meta_description":2876,"meta_image":2877,"seo_index":308,"seo_follow":308,"og_title":5,"og_description":5,"twitter_title":5,"twitter_description":5},"VÍS Success Story","2024-12-01",[2696],{"type":291,"text":2697,"spans":2698,"direction":306},"See how VÍS Insurance eliminated its adjusted gender pay gap in just 5 years and achieved equal pay certification, while enhancing its brand image to attract qualified talent.",[],{"dimensions":2700,"alt":2701,"copyright":5,"url":2702,"id":2703,"edit":2704,"preview":2705},{"width":831,"height":832},"The VÍS logo on a red background.","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZjAKz93JpQ5PTQJl_CustomerLogo_CaseStudy_VIS.jpg?auto=format%2Ccompress&rect=0%2C0%2C2480%2C1400&w=1240&h=700","ZjAKz93JpQ5PTQJl",{"x":286,"y":286,"zoom":287,"background":288},{"dimensions":2706,"alt":5,"copyright":5,"url":2707,"id":2703,"edit":2708},{"width":839,"height":840},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZjAKz93JpQ5PTQJl_CustomerLogo_CaseStudy_VIS.jpg?auto=format%2Ccompress&rect=0%2C2%2C2480%2C1396&w=828&h=466",{"x":286,"y":843,"zoom":287,"background":288},[2710],{"product":2711},{"id":66,"type":46,"tags":2712,"lang":13,"slug":68,"first_publication_date":69,"last_publication_date":70,"uid":71,"url":72,"data":2713,"link_type":31,"key":2717,"isBroken":33},[],{"icon":2714,"uid":71,"title":1369},{"dimensions":2715,"alt":874,"copyright":5,"url":875,"id":876,"edit":2716},{"width":873,"height":852},{"x":286,"y":286,"zoom":287,"background":288},"63863c9f-6d40-46d3-b9db-c8e00c20398b",{"id":1650,"type":893,"tags":2719,"lang":13,"slug":895,"first_publication_date":1652,"last_publication_date":1652,"uid":1653,"data":2720,"link_type":31,"key":2721,"isBroken":33},[],{"title":1655},"4e632734-23b2-4553-99fa-2fbdc8d7ba02",{"id":2723,"type":903,"tags":2724,"lang":13,"slug":2725,"first_publication_date":2726,"last_publication_date":2727,"uid":2725,"data":2728,"link_type":31,"key":2738,"isBroken":33},"ZjAJHREAAHsL_b1d",[],"vis-logo","2024-04-29T20:54:56+0000","2025-03-28T00:18:08+0000",{"name":2729,"logo":2730},"VIS Logo",{"dimensions":2731,"alt":2734,"copyright":5,"url":2735,"id":2736,"edit":2737},{"width":2732,"height":2733},77,50,"Logo of VÍS Insurance company","https:\u002F\u002Fbeqom-com.cdn.prismic.io\u002Fbeqom-com\u002FZ-Xqq3dAxsiBwA3o_VIS-Iceland-Logo.svg","Z-Xqq3dAxsiBwA3o",{"x":286,"y":286,"zoom":287,"background":288},"e6b188eb-f666-4d82-8391-cc37787b0e2d",{"link_type":42},[2741,2752,2774,2789,2805,2823,2832,2843,2857],{"variation":333,"version":334,"items":2742,"primary":2743,"id":2751,"slice_type":934,"slice_label":5},[],{"section_id":5,"content":2744,"text_size":931,"background_color":932},[2745,2748],{"type":485,"text":2746,"spans":2747,"direction":306},"Building a culture of gender equality",[],{"type":291,"text":2749,"spans":2750,"direction":306},"VÍS, the largest insurance company in Iceland, has been a longstanding advocate for gender equality and equal pay within its organization. VÍS has embedded its commitment to these principles into its core operations. Dating back to its first equality and equal pay strategy in 2002, the company has consistently reviewed and updated its policies to ensure a fair and inclusive workplace.",[],"article_text$cfa231fb-fe14-47c9-b0bd-2b4558400165",{"variation":333,"version":334,"items":2753,"primary":2772,"id":2773,"slice_type":966,"slice_label":5},[2754,2760,2766],{"number":2755,"sign":5,"description":2756},2002,[2757],{"type":291,"text":2758,"spans":2759,"direction":306},"Pay equity strategy launch",[],{"number":2761,"sign":2317,"description":2762},3.5,[2763],{"type":291,"text":2764,"spans":2765,"direction":306},"Pay gap in 2016",[],{"number":2767,"sign":2317,"description":2768},0.05,[2769],{"type":291,"text":2770,"spans":2771,"direction":306},"Pay gap in 2021",[],{"section_id":5},"article_stats$cb8cab46-a46d-4536-8429-ac19b3934d17",{"variation":333,"version":334,"items":2775,"primary":2776,"id":2788,"slice_type":934,"slice_label":5},[],{"section_id":5,"content":2777,"text_size":931,"background_color":932},[2778,2782,2785],{"type":485,"text":972,"spans":2779,"direction":306},[2780],{"start":286,"end":975,"type":976,"data":2781},{"label":978},{"type":980,"text":2783,"spans":2784,"direction":306},"Achieving equal pay certification",[],{"type":291,"text":2786,"spans":2787,"direction":306},"Despite its proactive stance on gender equality, VÍS recognized the need to formalize its efforts and undergo Equal Pay Certification well ahead of it becoming mandatory by law in Iceland in 2018. The challenge lay in evaluating and rectifying any existing gender pay gaps while establishing a transparent system that upheld the company's commitment to fairness and equality.",[],"article_text$4fb3636e-6f10-49a2-abe1-5a5c9b6aa0ed",{"variation":333,"version":334,"items":2790,"primary":2791,"id":2804,"slice_type":1015,"slice_label":5},[],{"section_id":5,"image":2792,"caption":2800},{"dimensions":2793,"alt":2796,"copyright":5,"url":2797,"id":2798,"edit":2799},{"width":2794,"height":2795},2079,1856,"Adjusted Gender Pay Gap at VÍS from 2016 to 2021","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZjNvikMTzAJOCfZO_2db858aa-8bf5-4ff9-8cfb-edbe58ffec6a_VIS-1.png?auto=format,compress","ZjNvikMTzAJOCfZO",{"x":286,"y":286,"zoom":287,"background":288},[2801],{"type":291,"text":2802,"spans":2803,"direction":306},"Adjusted gender pay gap at VÍS from 2016 to 2021",[],"article_image$be8c61de-b4fc-46c3-87a0-e967d026cf2e",{"variation":333,"version":334,"items":2806,"primary":2807,"id":2822,"slice_type":934,"slice_label":5},[],{"section_id":5,"content":2808,"text_size":931,"background_color":932},[2809,2813,2816,2819],{"type":485,"text":1021,"spans":2810,"direction":306},[2811],{"start":286,"end":1024,"type":976,"data":2812},{"label":1026},{"type":980,"text":2814,"spans":2815,"direction":306},"Making pay equity a reality",[],{"type":291,"text":2817,"spans":2818,"direction":306},"Under the leadership of Anna Rós Ívarsdóttir, the Director of HR at VÍS, the company embarked on a comprehensive job evaluation process. This involved creating a robust job evaluation system in collaboration with management, ensuring that each role's value to the company's operations was accurately assessed. To prevent subjective evaluations, detailed job descriptions were incorporated, providing clarity and consistency in the assessment process.",[],{"type":291,"text":2820,"spans":2821,"direction":306},"Reflecting on this process, Anna Rós stated that \"it was essential to get the senior management buy-in and their say in which competencies are necessary for the operations. The team held meetings with managers on the existing job classification and how it served the operations. Then, to help us with the job evaluation, we in the HR department adapted it to our operations at VÍS,\" she added.",[],"article_text$21f908f1-6913-4983-b90f-ef0f5a1bcc31",{"variation":333,"version":334,"items":2824,"primary":2825,"id":2831,"slice_type":1102,"slice_label":5},[],{"section_id":5,"quote":2826,"description":2827},"I would recommend for companies to get access to powerful analytical software like PayAnalytics by beqom to measure results and get recommendations on the next steps to close the pay gap.",[2828],{"type":291,"text":2829,"spans":2830,"direction":306},"Anna Rós Ívarsdóttir, Director of HR, VÍS",[],"article_quote$d6aa35de-9dcf-42bf-81ca-8ddc59d13c8d",{"variation":333,"version":334,"items":2833,"primary":2834,"id":2842,"slice_type":934,"slice_label":5},[],{"section_id":5,"content":2835,"text_size":931,"background_color":932},[2836,2839],{"type":291,"text":2837,"spans":2838,"direction":306},"Despite the absence of available consulting services at the time, VÍS persisted in its efforts, leveraging internal expertise to develop its equal pay approach. Regular salary analyses became a cornerstone of the company's approach, conducted four times a year to identify and address any discrepancies promptly. Through transparent communication and corrective actions, VÍS ensured that its commitment to equal pay was not merely a policy but a tangible practice ingrained in its organizational culture.",[],{"type":291,"text":2840,"spans":2841,"direction":306},"For companies embarking on the pay equity journey today, Anna Rós recommends getting advice from experts. \"The other thing I would recommend for companies is to get access to powerful analytical software like PayAnalytics by beqom to measure results and get recommendations on the next steps to close the pay gap.\"",[],"article_text$5e56b8d8-96ed-42ff-8e2d-87a68f21c20d",{"variation":333,"version":334,"items":2844,"primary":2845,"id":2856,"slice_type":1015,"slice_label":5},[],{"section_id":5,"image":2846,"caption":2852},{"dimensions":2847,"alt":2848,"copyright":5,"url":2849,"id":2850,"edit":2851},{"width":2794,"height":2795},"Unadjusted Gender Pay Gap at VÍS from 2016 to 2021","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZjN3tUMTzAJOCfcZ_75afcf53-346c-433b-ab63-d5469e31e67c_VIS-3.png?auto=format,compress","ZjN3tUMTzAJOCfcZ",{"x":286,"y":286,"zoom":287,"background":288},[2853],{"type":291,"text":2854,"spans":2855,"direction":306},"Unadjusted gender pay gap at VÍS from 2016 to 2021",[],"article_image$47db40dd-e2bd-462b-acd5-ffbe849462b1",{"variation":333,"version":334,"items":2858,"primary":2859,"id":2874,"slice_type":934,"slice_label":5},[],{"section_id":5,"content":2860,"text_size":931,"background_color":932},[2861,2865,2868,2871],{"type":485,"text":1051,"spans":2862,"direction":306},[2863],{"start":286,"end":1024,"type":976,"data":2864},{"label":1026},{"type":980,"text":2866,"spans":2867,"direction":306},"Eliminating the adjusted gender pay gap in 5 years",[],{"type":291,"text":2869,"spans":2870,"direction":306},"VÍS's unwavering dedication to equal pay yielded significant results. By 2021, the company achieved a negligible adjusted gender pay gap of 0.05%, marking a substantial milestone in its pursuit of gender equality. Moreover, the unadjusted pay gap decreased from 19.3% in 2017 to 10.2% in 2021, a testament to VÍS's efforts in reshaping the gender composition of its workforce and closing existing disparities.",[],{"type":291,"text":2872,"spans":2873,"direction":306},"Furthermore, VÍS observed heightened employee loyalty and pride, fostering a positive work environment characterized by trust and transparency. As Anna Rós reflects, the company's commitment to equality not only enhanced its brand image but also attracted qualified individuals seeking an inclusive workplace.",[],"article_text$5d7e6136-dddf-4baa-9ee9-cab8bd896c47","VÍS Customer Success Story — beqom","This pay equity success story tells how VIS Insurance eliminated its adjusted gender pay gap over 5 years and achieved equal pay certification.",{},{"id":2879,"uid":2880,"url":2881,"type":809,"href":2882,"tags":2883,"first_publication_date":2884,"last_publication_date":2885,"slugs":2886,"linked_documents":2888,"lang":13,"alternate_languages":2889,"data":2890},"Zi_CQxEAAFYA_H4p","ruv-success-story","\u002Fsuccess-stories\u002Fruv-success-story","https:\u002F\u002Fbeqom-com.cdn.prismic.io\u002Fapi\u002Fv2\u002Fdocuments\u002Fsearch?ref=ahcaYREAAC0AHfi5&q=%5B%5B%3Ad+%3D+at%28document.id%2C+%22Zi_CQxEAAFYA_H4p%22%29+%5D%5D",[],"2024-04-29T15:54:28+0000","2025-07-10T13:05:43+0000",[2887],"creating-a-culture-of-diversity-equity-and-inclusion",[],[],{"title":2891,"publication_date":2892,"last_modified_date":2893,"excerpt":2894,"featured_image":2898,"products":2908,"industry":2916,"client_logo":2919,"custom_link":2925,"button_label":5,"slices":2926,"meta_title":3030,"meta_description":3031,"meta_image":3032,"seo_index":308,"seo_follow":308,"og_title":5,"og_description":5,"twitter_title":5,"twitter_description":5},"RÚV Success Story","2024-05-01","2025-07-10",[2895],{"type":291,"text":2896,"spans":2897,"direction":306},"Read how RÚV narrowed its gender pay gap and achieved Equal Pay Certification, while building an inclusive and equitable workplace.",[],{"dimensions":2899,"alt":2900,"copyright":5,"url":2901,"id":2902,"edit":2903,"preview":2904},{"width":831,"height":832},"RÚV Logo on a blue background.","https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZjAKz93JpQ5PTQJk_CustomerLogo_CaseStudy_RUV.jpg?auto=format%2Ccompress&rect=0%2C0%2C2480%2C1400&w=1240&h=700","ZjAKz93JpQ5PTQJk",{"x":286,"y":286,"zoom":287,"background":288},{"dimensions":2905,"alt":5,"copyright":5,"url":2906,"id":2902,"edit":2907},{"width":839,"height":840},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FZjAKz93JpQ5PTQJk_CustomerLogo_CaseStudy_RUV.jpg?auto=format%2Ccompress&rect=0%2C2%2C2480%2C1396&w=828&h=466",{"x":286,"y":843,"zoom":287,"background":288},[2909],{"product":2910},{"id":66,"type":46,"tags":2911,"lang":13,"slug":68,"first_publication_date":69,"last_publication_date":70,"uid":71,"url":72,"data":2912,"link_type":31,"key":1648,"isBroken":33},[],{"icon":2913,"uid":71,"title":1369},{"dimensions":2914,"alt":874,"copyright":5,"url":875,"id":876,"edit":2915},{"width":873,"height":852},{"x":286,"y":286,"zoom":287,"background":288},{"id":2052,"type":893,"tags":2917,"lang":13,"slug":895,"first_publication_date":2054,"last_publication_date":2054,"uid":2055,"data":2918,"link_type":31,"key":1656,"isBroken":33},[],{"title":2057},{"id":2059,"type":903,"tags":2920,"lang":13,"slug":2061,"first_publication_date":2062,"last_publication_date":2063,"uid":2061,"data":2921,"link_type":31,"key":2073,"isBroken":33},[],{"name":2065,"logo":2922},{"dimensions":2923,"alt":2069,"copyright":5,"url":2070,"id":2071,"edit":2924},{"width":2068,"height":1550},{"x":286,"y":286,"zoom":287,"background":288},{"link_type":42},[2927,2943,2958,2975,2995,3003,3023],{"variation":333,"version":334,"items":2928,"primary":2929,"id":1672,"slice_type":934,"slice_label":5},[],{"section_id":5,"content":2930,"text_size":931,"background_color":932},[2931,2934,2937,2940],{"type":485,"text":2932,"spans":2933,"direction":306},"Creating a culture of diversity, equity, and inclusion",[],{"type":291,"text":2935,"spans":2936,"direction":306},"RÚV, the Icelandic National Broadcasting Service, is owned by the people of Iceland and operates across television, radio, and the web, to communicate news, knowledge, culture, and arts to all citizens. ",[],{"type":291,"text":2938,"spans":2939,"direction":306},"RÚV embodies a commitment to diversity and inclusion. Its diverse and dedicated workforce is guided by a strong sense of public service, fostering an environment of creativity, innovation, and respect for diversity. RÚV actively promotes gender equality and non-discrimination, ensuring that its programming and activities reflect the diverse perspectives and voices of society. ",[],{"type":291,"text":2941,"spans":2942,"direction":306},"By fostering a flexible and inclusive working environment, RÚV attracts top talent from diverse backgrounds, enriching content and discussions for its audience.",[],{"variation":333,"version":334,"items":2944,"primary":2957,"id":1698,"slice_type":966,"slice_label":5},[2945,2951],{"number":2946,"sign":5,"description":2947},2019,[2948],{"type":291,"text":2949,"spans":2950,"direction":306},"First pay equity certification",[],{"number":2952,"sign":2317,"description":2953},0.7,[2954],{"type":291,"text":2955,"spans":2956,"direction":306},"Remaining pay gap by 2022",[],{"section_id":5},{"variation":333,"version":334,"items":2959,"primary":2960,"id":1716,"slice_type":934,"slice_label":5},[],{"section_id":5,"content":2961,"text_size":931,"background_color":932},[2962,2966,2969,2972],{"type":485,"text":972,"spans":2963,"direction":306},[2964],{"start":286,"end":975,"type":976,"data":2965},{"label":978},{"type":980,"text":2967,"spans":2968,"direction":306},"Identifying and addressing pay disparities",[],{"type":291,"text":2970,"spans":2971,"direction":306},"RÚV recognized the imperative to ensure fairness and equity within its ranks, along lines of gender, age, disability, sexuality, gender identity, and origin, in accordance with the policy of the Union of European Television Channels on focusing on diversity.",[],{"type":291,"text":2973,"spans":2974,"direction":306},"By law, all Icelandic employers with 25 employees or more must have an Equal Pay Certificate. To get certified, organizations need to establish equal pay practices. Systems for equal pay along with the results of a gender pay analysis are audited annually by accredited auditors.",[],{"variation":333,"version":334,"items":2976,"primary":2977,"id":1746,"slice_type":934,"slice_label":5},[],{"section_id":5,"content":2978,"text_size":931,"background_color":932},[2979,2983,2986,2989,2992],{"type":485,"text":1021,"spans":2980,"direction":306},[2981],{"start":286,"end":1024,"type":976,"data":2982},{"label":1026},{"type":980,"text":2984,"spans":2985,"direction":306},"Harnessing PayAnalytics by beqom for insightful analysis",[],{"type":291,"text":2987,"spans":2988,"direction":306},"RÚV embarked on a mission to dismantle pay gaps and foster an environment of inclusivity and fairness.",[],{"type":291,"text":2990,"spans":2991,"direction":306},"In their pursuit of pay equity, RÚV turned to PayAnalytics by beqom, recognizing its potential as a transformative tool. Deploying the PayAnalytics by beqom solution, RÚV conducted meticulous analyses, delving into various facets such as job roles, responsibilities, the complexity of the task, communication skills, technology skills, the job itself, and personal factors such as educational background and the level of experience in performing that job.",[],{"type":291,"text":2993,"spans":2994,"direction":306},"The software's user-friendly interface facilitated seamless integration into RÚV's processes, empowering stakeholders to navigate and interpret data effortlessly. Hildur describes the software as “very user friendly” and emphasizes its role in illuminating disparities: \"The software shows the results from analyses in graph form, thereby allowing users to see where any gaps exist at a glance.\"",[],{"variation":333,"version":334,"items":2996,"primary":2997,"id":1754,"slice_type":1102,"slice_label":5},[],{"section_id":5,"quote":2998,"description":2999},"There is a common misconception concerning equal pay suggesting that everyone should get the same wage for the same or a similar job. But matters are more complex, as some of the criteria we use for evaluating job such as job experience justify a difference in pay.",[3000],{"type":291,"text":3001,"spans":3002,"direction":306},"Hildur Sigurðardóttir, Head of Human Resources, RÚV",[],{"variation":333,"version":334,"items":3004,"primary":3005,"id":1803,"slice_type":934,"slice_label":5},[],{"section_id":5,"content":3006,"text_size":931,"background_color":932},[3007,3011,3014,3017,3020],{"type":485,"text":1051,"spans":3008,"direction":306},[3009],{"start":286,"end":1024,"type":976,"data":3010},{"label":1026},{"type":980,"text":3012,"spans":3013,"direction":306},"Achieving certification of equity and fairness",[],{"type":291,"text":3015,"spans":3016,"direction":306},"The impact of RÚV's use of PayAnalytics by beqom was profound and measurable. With each analysis, the gender pay gap steadily diminished. The latest assessment in January 2022 revealed a remarkable achievement, with the adjusted monthly wage gap reduced to a mere 0.7% in favor of men—and the gap is getting smaller and smaller. Armed with insights from the beqom solution, RÚV took decisive actions to address entrenched issues, including disparities in overtime payments.",[],{"type":291,"text":3018,"spans":3019,"direction":306},"Overall, the strategic utilization of PayAnalytics by beqom supports RÚV in the annual auditing process and exemplifies RÚV's commitment to fostering fair pay and workplace equity. ",[],{"type":291,"text":3021,"spans":3022,"direction":306},"By leveraging data-driven insights, RÚV not only narrowed the gender pay gap but also set a compelling precedent for organizations committed to building inclusive and equitable workplaces.",[],{"variation":333,"version":334,"items":3024,"primary":3025,"id":1811,"slice_type":1102,"slice_label":5},[],{"section_id":5,"quote":3026,"description":3027},"The software shows the results from analyses in graph form, thereby allowing users to see where any gaps exist at a glance.",[3028],{"type":291,"text":3001,"spans":3029,"direction":306},[],"RÚV Customer 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In 2021 the company expanded its commitment to the beqom platform, signing an Enterprise License Agreement and adding usage extensions in Long Term Incentives and Advanced Analytics.",[],{"type":485,"text":1051,"spans":4223,"direction":306},[4224],{"start":286,"end":1024,"type":976,"data":4225},{"label":1026},{"type":980,"text":4227,"spans":4228,"direction":306},"An innovative digital experience that brings efficiency, performance, and cost savings",[4229],{"start":286,"end":4230,"type":297},86,{"type":291,"text":4232,"spans":4233,"direction":306},"Using beqom’s industry-leading compensation platform and leveraging the company’s expertise in managing global compensation, the company was able to achieve its goal of delivering a world-class digital rewards platform and excellent user experience. Benefits include:",[],{"type":1062,"text":4235,"spans":4236,"direction":306},"Flexibility to manage its plans the way that it wants",[],{"type":1062,"text":4238,"spans":4239,"direction":306},"Better compensation decisions due to analytics and data insights ",[],{"type":1062,"text":4241,"spans":4242,"direction":306},"Efficient and accurate compensation planning, enabling complex models",[],{"type":1062,"text":4244,"spans":4245,"direction":306},"Compensation plans that are tailored to support talent objectives and motivate employees",[],{"type":1062,"text":4247,"spans":4248,"direction":306},"In the hands of the business user, eliminating heavy dependence on IT and SAP",[],{"type":1062,"text":4250,"spans":4251,"direction":306},"Reduced costs, by eliminating ongoing spend to SAP\u002FIT",[],{"type":1062,"text":4253,"spans":4254,"direction":306},"Self-service portal for employees to see compensation details and documents",[],{"type":1062,"text":4256,"spans":4257,"direction":306},"Simplified document management integrated with DocuSign",[],"article_text$ea9419d3-c57b-4a1d-a163-eeee0311905f",{"variation":333,"version":334,"items":4260,"primary":4261,"id":4264,"slice_type":1102,"slice_label":5},[],{"section_id":5,"quote":4262,"description":4263},"We chose beqom because of the complete flexibility of the solution. 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Its operations generate tens of billions in Euros in annual revenue and encompass a wide range of services, including parcel delivery, express shipping, freight transportation, supply chain management, and e-commerce logistics. Known for its innovation and global reach, the company places a strong emphasis on building a high-performing and people-focused culture.",[],"article_text$929b8274-24a9-486b-976c-1bf8974b9a26",{"variation":333,"version":334,"items":4335,"primary":4351,"id":4352,"slice_type":966,"slice_label":5},[4336,4341,4346],{"number":4337,"sign":5,"description":4338},220,[4339],{"type":291,"text":1217,"spans":4340,"direction":306},[],{"number":4342,"sign":952,"description":4343},80,[4344],{"type":291,"text":1924,"spans":4345,"direction":306},[],{"number":4347,"sign":5,"description":4348},500000,[4349],{"type":291,"text":941,"spans":4350,"direction":306},[],{"section_id":5},"article_stats$ea281238-edcf-4697-b7b3-741dbeaec021",{"variation":333,"version":334,"items":4354,"primary":4355,"id":4474,"slice_type":934,"slice_label":5},[],{"section_id":5,"content":4356,"text_size":931,"background_color":932},[4357,4361,4365,4368,4373,4376,4380,4383,4386,4390,4394,4401,4404,4407,4411,4414,4417,4421,4424,4427,4431,4437,4442,4445,4449,4453,4456,4459,4462,4465,4468,4471],{"type":485,"text":972,"spans":4358,"direction":306},[4359],{"start":286,"end":975,"type":976,"data":4360},{"label":978},{"type":980,"text":4362,"spans":4363,"direction":306},"Facing challenges of accuracy and compliance",[4364],{"start":286,"end":1798,"type":297},{"type":291,"text":4366,"spans":4367,"direction":306},"As part of its ongoing digital transformation of Human Resources, the company had centralized many Compensation & Benefits processes. Yet many processes still were being handled in spreadsheets, causing data challenges of accuracy, protection, and auditability. This also presented process challenges related to workflow management, scalability, and inefficiency. For example, accruals for management incentives was a huge manual process based on Excel, which was labor-intensive and expensive, and posed significant compliance risks.",[],{"type":980,"text":4369,"spans":4370,"direction":306},"Competing for talent",[4371],{"start":286,"end":4372,"type":297},20,{"type":291,"text":4374,"spans":4375,"direction":306},"At the same time, to address a competitive labor market, there was a strategic board decision to expand their Long-Term Incentives Program in order to retain people below the executive level. This meant enabling the HR team to manage LTIs for hundreds of thousands of employees. ",[],{"type":980,"text":4377,"spans":4378,"direction":306},"Facing system limitations",[4379],{"start":286,"end":1574,"type":297},{"type":291,"text":4381,"spans":4382,"direction":306},"Managing compensation in a holistic way was hampered by limited analytical capabilities and little or no ability to simulate plans and bonuses, which made it difficult for Finance to properly accrue for bonuses.",[],{"type":291,"text":4384,"spans":4385,"direction":306},"Finally, there was no platform in place that could provide a consolidated view of HR costs for all employees in over 200+ countries, limiting visibility and control.",[],{"type":485,"text":1021,"spans":4387,"direction":306},[4388],{"start":286,"end":1024,"type":976,"data":4389},{"label":1026},{"type":980,"text":4391,"spans":4392,"direction":306},"Optimizing global compensation processes with beqom",[4393],{"start":286,"end":4036,"type":297},{"type":291,"text":4395,"spans":4396,"direction":306},"To automate and optimize their global compensation processes, multiple key divisions of the company acquired beqom’s Total Compensation Management solution. Formerly manual processes for salary planning, salary reviews, bonuses, and long-term incentives now are handled on a centralized, automated platform that provides the ability to simulate, manage, and analyze all forms of compensation.",[4397],{"start":4398,"end":4399,"type":301,"data":4400},109,155,{"link_type":303,"url":2355,"target":305},{"type":291,"text":4402,"spans":4403,"direction":306},"With beqom, all the compensation data is on one unified platform, providing one version of the truth, with full transparency and auditability worldwide. A rules-based approach ensures that compensation calculations are performed consistently and accurately. Workflow drives the processes, and simulations allow for compensation planning and accruals.",[],{"type":291,"text":4405,"spans":4406,"direction":306},"HR manages the system, without needing to depend on their IT department, and now has access to powerful analytic tools.",[],{"type":980,"text":4408,"spans":4409,"direction":306},"An award-winning global shares program",[4410],{"start":286,"end":1550,"type":297},{"type":291,"text":4412,"spans":4413,"direction":306},"Prior to beqom, the company’s long-term incentives were managed in Excel, but this was not sustainable from a governance, risk, and compliance perspective, as it was a large amount of money being paid out without adequate controls and auditability. beqom enabled centralized control that was rules-driven and transparent. And beqom provided a platform that could scale for future expansion of the program.",[],{"type":291,"text":4415,"spans":4416,"direction":306},"Initially, its Performance Share Plan (PSP) was limited to several thousand top executives. Grants were made annually, with a four-year holding period, with beqom managing accruals and payouts, and handling mobility issues. Employees in countries that do not allow employee equity ownership could opt for phantom shares. beqom also provided analytics and compliance reporting.",[],{"type":980,"text":4418,"spans":4419,"direction":306},"Extending the opportunity for ownership to all employees",[4420],{"start":286,"end":3360,"type":297},{"type":291,"text":4422,"spans":4423,"direction":306},"In subsequent years, the company introduced a program to expand the reach of its share programs to attract, engage, and retain talent across a wide range of roles throughout the organization.",[],{"type":291,"text":4425,"spans":4426,"direction":306},"To scale the program to handle volumes over 100,000 employees, it adopted a decentralized administration model in beqom, whereby an automated process assigns local administrators, while maintaining centralized visibility and control. Employees can buy shares discounted by 15% or more on a quarterly basis, with no holding period.",[],{"type":980,"text":4428,"spans":4429,"direction":306},"Winning recognition for innovative LTI technology",[4430],{"start":286,"end":295,"type":297},{"type":291,"text":4432,"spans":4433,"direction":306},"This innovative “democratization” of share ownership, combined with the effective use of technology utilizing the beqom platform, was recognized by the Global Equity Organization (GEO), who awarded the firm the GEO Best Use of Technology award.",[4434],{"start":4435,"end":4436,"type":1428},211,237,{"type":291,"text":4438,"spans":4439,"direction":306},"According to GEO, “The Best Use of Technology award is granted to companies that develop and\u002For implement innovative, appropriate, and comprehensive technological solutions for share plan administration, communication, and internal project management.” ",[4440],{"start":4441,"end":1528,"type":1428},23,{"type":291,"text":4443,"spans":4444,"direction":306},"beqom automates and manages accruals and payout processes, integrating with Finance and the company’s banking solution. beqom enables modeling and simulation directly within the compensation system, to assist with planning and forecasting. As GEO stated, “By automating processes and ensuring compliance with local regulations, the system optimizes efficiency while providing a user-friendly experience for employees.”",[],{"type":485,"text":1051,"spans":4446,"direction":306},[4447],{"start":286,"end":1024,"type":976,"data":4448},{"label":1026},{"type":980,"text":4450,"spans":4451,"direction":306},"Efficiency, consistency, and transparency in compensation, in the hands of HR",[4452],{"start":286,"end":2732,"type":297},{"type":291,"text":4454,"spans":4455,"direction":306},"By utilizing beqom’s Total Compensation Management solution, this company now has:",[],{"type":1062,"text":4457,"spans":4458,"direction":306},"A global, unified total compensation platform that features efficiency, accuracy, and visibility.",[],{"type":1062,"text":4460,"spans":4461,"direction":306},"An award-winning, company-wide global shares program that serves as a competitive advantage to attract talent and engender loyalty.",[],{"type":1062,"text":4463,"spans":4464,"direction":306},"A centralized, rules-based platform that provides the controls and traceability required for compliance.",[],{"type":1062,"text":4466,"spans":4467,"direction":306},"The ability to simulate compensation plans, bonuses, LTIs, and accruals, and comprehensively analyze compensation.",[],{"type":1062,"text":4469,"spans":4470,"direction":306},"A system that can be maintained by HR, enabling flexibility and quick changes.",[],{"type":1062,"text":4472,"spans":4473,"direction":306},"A future-proof platform that can consolidate all compensation processes worldwide.",[],"article_text$d7efcc03-8aea-4eb5-a076-df9d019da5c4",{"variation":333,"version":334,"items":4476,"primary":4477,"id":4485,"slice_type":934,"slice_label":5},[],{"section_id":5,"content":4478,"text_size":2472,"background_color":364},[4479,4481],{"type":485,"text":2463,"spans":4480,"direction":306},[],{"type":291,"text":2466,"spans":4482,"direction":306},[4483],{"start":2469,"end":390,"type":301,"data":4484},{"link_type":303,"url":2471,"target":305},"article_text$2f2dd16f-a086-43ff-ab8b-e1d3341ed815","Leading Logistics Company Attracts Talent with Innovative Long-Term Incentives","This leading global company is running their salary planning, salary reviews, bonuses, and long-term incentives on beqom's centralized, compensation automated platform.",{"dimensions":4489,"alt":5,"copyright":5,"url":4490,"id":4292,"edit":4491},{"width":280,"height":281},"https:\u002F\u002Fimages.prismic.io\u002Fbeqom-com\u002FaAj8N_IqRLdaBhh-_CustomerLogo_CaseStudy_DHLAnonymous.jpg?auto=format,compress&rect=0,49,2480,1302&w=2400&h=1260",{"x":286,"y":295,"zoom":287,"background":288},"Scaling Long-Term Incentives to Attract Talent: A Global Logistics Case Study","Discover how a global logistics company modernized its compensation processes with beqom, scaling long-term incentives to over 100,000 employees and earning industry recognition for innovation in equity compensation.","How a Global Leader Scaled LTI to 100K+ Employees","Learn how a global logistics company used tech to transform compensation and win awards for innovation—modernizing LTI to attract and retain top talent with beqom.","3f9f504","All Rights Reserved"]