In this Human Capital Insight episode of the On Aon podcast, Aon leaders discuss how organizations are taking pay transparency from a regulatory requirement to a leadership priority. Drawing on findings from Aon's 2026 Pay Transparency Pulse 2 Study, they explore why trusted transparency depends on strong data foundations, clear governance and confident decision-making. The conversation examines how leaders can strengthen employee trust, equip managers for more effective conversations and create a scalable approach that supports workforce confidence and long-term growth.
Key Takeaways:
- Pay transparency is becoming a test of organizational leadership. Organizations are focused on demonstrating that pay decisions are consistent, explainable and supported by strong governance.
- Connected workforce data creates confidence and insight. Bringing together job architecture, pay programs, performance information and workforce data gives leaders a stronger foundation for decision-making .
- Manager capability is critical to successful execution. Organizations that stay ahead are equipping managers with the tools, guidance and confidence needed to navigate pay conversations and reinforce trust at scale.
Experts in this episode:
- Laura Wanlass, Governance/ESG Practice Leader, Talent Solutions, North America, Aon
- Steve Guyer, Partner, Head of Rewards and Workforce Advisory, Aon
- Anthony Poole, Partner and Industry Sector Leader, Human Capital, Aon
Key Moments:
(3:20) How the EU Pay Transparency Directive is accelerating action globally and why leaders need a framework that balances consistency with flexibility.
(7:25) Why confidence should be tested through execution, and how organizations can evaluate whether their pay transparency programs are delivering as intended.
(21:35) The priorities leaders should focus on now, from strengthening data foundations and governance to improving the employee experience.
Soundbites:
Laura Wanlass:
“It's clear from the second pulse survey that organizations have moved beyond debating whether to act. And the question really is now whether their data, their governance, managers, and decision processes can support transparency consistently and credibly.”
Steve Guyer:
“I think at the end of the day, disclosure is the outcome, not the starting point. Trusted transparency rests on strong foundations, consistent decisions, and the evidence that the process works.”
Anthony Poole:
“When we talk about our phrase of trusted transparency, employees have to trust both the data and the process behind paying decisions. So the organizations need to build trust when they can provide consistent explanations supported by reliable data, good governance and manager capability.”
Key Resources:
2026 Pay Transparency Pulse 2 Study
