Salary transparency is no longer a trend, but a strong expectation, especially among younger generations entering the African labor market. Salary opacity is now a factor in disengagement and fuels the gender pay gap.
How to prepare in November 2025:
- Equity Audit: Use the performance review to audit compensations (fixed and variable salary) and compare them to evaluation results, by gender, seniority, and job level. Immediately correct inequities to start 2026 on a sound footing.
- Establish “Pay Bands”: Rather than revealing every individual salary, implement clear salary ranges for each position or hierarchical level. Communicate internally on the criteria (skills, performance, seniority) that determine where the employee sits within the range.
- Clearly Link Performance and Reward: During the performance review, the employee must easily understand how their performance level (objective achievement) directly influences their variable compensation (bonus) and their salary progression for 2026. This clarity is a powerful driver of engagement.
You can learn more by contacting us at: contact@talent2africa.com