Imagine if every employee in the company feels that their contribution is not only valued appropriately but also rewarded fairly and equitably. And that engagement and good results are the norm. Such a workplace is what many employers strive to create.

A successful way to realize this vision is through the results of salary mapping. In this article, we review how salary mapping can contribute to improving the company’s profitability by ensuring that employees are fairly compensated for their work. But first, what is salary mapping?

1. What is salary mapping?

Employers with 10 or more employees have been required since January 1, 2017, to annually map, analyze, and document in writing how the salary mapping process has been conducted, as well as report its results. Remedial actions are mandatory in cases where injustices are identified.

The annual salary mapping is based on the right to equal treatment regarding salary for equal or equivalent work regardless of gender.

This right is established in the Discrimination Act (DL). The implementation of the annual salary mapping is of great importance to ensure that salaries are gender-equal and fair.

But this process is not only crucial for meeting legal requirements but is also a strategic component in building a strong and sustainable corporate culture – which in turn can have a significant impact on the company’s profitability.

Next, we will find out how salary mapping can affect profitability, both directly and indirectly, and why salary mapping pays off on multiple levels.

2. How can salary mapping affect profitability?

The company’s profitability is directly linked to its ability to attract, retain, motivate, and engage talent. A crucial aspect in this context is that the salary structure is transparent and competitive.

Since salary mapping is a method for analyzing and comparing whether salaries are market competitive and gender equal, it is also a valuable tool in ensuring fair and effective wage setting. In this way, salary mapping is not only a tool for ensuring fair wage setting but also plays a crucial role in improving the company’s profitability. This occurs through several directly and indirectly linked factors.

Direct impact on profitability

Reduced turnover: With fair wages, you reduce the risk of employees seeking employment elsewhere for better and fairer compensation. Concretely, this leads to lower costs for recruiting and training new staff while preserving valuable knowledge and experience within the organization.

Increased efficiency and productivity: When employees feel they are fairly paid for their work, their motivation and engagement increase, which has a more direct impact on efficiency and productivity. Higher levels of efficiency and productivity can translate into better quality work, goal achievement, and innovation. Overall, this contributes to the company’s overall profitability.

Attracting talent: A transparent and fair salary structure makes your company more attractive to highly qualified talent. If you are in a competitive industry, this is particularly important, as your success often depends on your ability to attract and retain highly qualified employees.

Indirect impact on profitability

Improved employer brand: Actively working with the results of salary mapping and ensuring fair wages strengthens the company’s reputation as a responsible and attractive employer. Some of the positive effects you can expect include customer loyalty and a positive corporate image, which indirectly affect sales and profitability.

Risk mitigation: By preventing wage discrimination, you reduce the risk of legal action. Legal actions often entail significant financial and reputation-related costs in both the short and long term. Salary mapping serves as a proactive tool to identify and address potential issues before they escalate and become significant.

Increased employee satisfaction: With fair wage setting and acknowledgment of your employees’ contributions, you create a culture of both openness and trust. This improves the work environment, which in turn can have a positive effect on employee well-being and their long-term commitment to the company.

Innovation and creativity: When employees feel valued and fairly compensated, they are more likely to contribute new ideas and solutions. This creates a culture characterized by innovation and creativity, which is crucial for the company’s growth and adaptability.

3. Concludingly

Salary mapping is more than just a legal requirement. It is part of the strategic process of creating long-term sustainability. And it’s about more than just meeting the legal requirement. It’s just as much about taking important steps towards creating a work environment characterized by fairness, transparency, and trust. But this not only leads to a direct impact on profitability through reduced turnover, increased productivity and efficiency, or the ability to attract top candidates, but also to indirect benefits such as a strengthened employer brand, reduced risks of legal action, and a corporate culture that cultivates innovation and creativity.

Ultimately, salary mapping is a catalyst for a more equitable, engaged, and successful company. Investing time and resources in salary mapping is investing in the company’s most valuable asset – its employees. And investing in its employees is investing in the company’s profitability.