1H1

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1H1 has embedded gender pay equity as a core principle in its services, methodologies, and advocacy. Below are key highlights of their policies, good practices, projects, and advocacy initiatives aimed at closing the gender pay gap:

Policies & Frameworks
•    1H1 Fair Pay Framework: A comprehensive and structured approach that is based on principles of applied justice and perceived fairness. It ensures transparent, equitable pay structures through evidence-based analysis and customised compensation strategies, fully compliant with increasing legal initiatives such as EU directives but also going beyond compliance and turning  pay data into a strategic advantage.
•    Alignment with Legal and Ethical Standards: 1H1 ensures all compensation policies are transparent, unbiased, and compliant with both local and international regulations related to gender equality and pay equity.
Good Practices & Projects
•    Development of Gender-Pay Analysis Dashboards: 1H1 has implemented advanced analytics tools to track pay equity across organisations, allowing real-time monitoring and decision-making for more equitable outcomes.
•    Case Study – Multi-country Pay Transparency Project: Implemented in European countries, 1H1 created centralised platforms for salary and labor cost transparency, enabling benchmarking and data-driven pay adjustments aimed at eliminating inequalities.
Client feedback emphasised: "Tools for finding the 'right' salary for existing staff & new hires enable an environment that stands for justice , transparency and competitiveness."
Salary Review Digitalisation: 1H1 replaced manual salary review systems with digitized, real-time solutions, empowering HR and leadership to make fair and informed salary decisions, with increased manager buy-in and employee acceptance (99% in one project ). 1H1 has a proven track record of delivering projects across diverse industries, including Financial Services, Technology, and Manufacturing.
More details here: Helvetia Success Story
Advocacy Initiatives & Recognition
•    Public Presentations on Fair Pay: 1H1 has presented their Fair Pay practices and tools at high-profile events establishing thought leadership in fair pay and gender equity.
•    Research-Driven Insights: Their approaches are grounded in peer-reviewed research from Harvard Business Review, McKinsey Quarterly, and MIT Sloan, ensuring rigorous, evidence-based practices for addressing gender pay gaps.
Commitment to Equality
•    1H1 is explicitly committed to bridging the gender pay gap and promoting equality in all aspects of people performance and reward management.
“Commitment to eliminating gender pay gaps and fostering equality in all aspects of reward management.” – 1H1 Presentation (2025)
•    Technology for Equity: By leveraging technology and analytics, 1H1 empowers organisations to embed fairness into processes, ensuring long-term, sustainable pay equity outcomes.
 

EPIC (Equal Pay International Coalition) can be highly relevant to 1H1 in the following ways:

• Strategic Alignment: 1H1’s mission to advance fair pay, close gender pay gaps and make organisations use their pay practices as strategic advantage aligns directly with EPIC’s goals of promoting gender equality in pay on a global scale.
• Partnership, Visibility, and Influence: Engaging with EPIC would provide 1H1 with enhanced visibility, credibility, and recognition as a leader in fair pay practices, particularly in international and public-sector contexts. Participation in EPIC can also open partnership opportunities with OECD, UN Women, ILO, and other like-minded entities, expanding 1H1’s influence and client base.
• Support for Public Sector Engagement and Funding Opportunities: The EPIC label or affiliation can serve as a quality mark, reinforcing 1H1’s commitment to gender equality and potentially facilitating access to grants or projects with public institutions and organisations that uphold the same values.
• Policy Engagement and Knowledge Sharing: EPIC offers a platform for sharing 1H1’s best practices, tools, and success stories, while also providing access to latest research, policy updates, and collaborative initiatives on pay equity, thereby enriching 1H1’s evidence-based services.