beqom’s latest workplace survey offers a roadmap for employers to meet evolving employee expectations and succeed in the year ahead.
NYON, SWITZERLAND—beqom, provider of a purpose-built compensation platform that helps organizations thrive by unlocking the full potential of their talent, has released its 2025 Compensation and Culture Report: Addressing Transparency, Flexibility, and Diversity. This timely report highlights actionable opportunities for employers to address pressing workforce priorities and drive meaningful change in today’s competitive talent landscape.
Based on a survey of 1,878 employees across the US and UK, the report sheds light on key challenges and opportunities for employers. These include inflation-driven financial strain, the demand for flexibility, the need for fair and transparent pay practices, and the importance of a thoughtful approach to diversity, equity, and inclusion (DEI).
As employers enter a pivotal year for redefining workplace culture, the findings highlight actionable opportunities to enhance employee engagement, build trust, and foster loyalty.
"The HR tech industry stands at a transformative moment. With emerging regulations and AI-driven innovations, we have an unprecedented opportunity to drive fairness, transparency, and strategic workforce management, says Lars Pedersen, beqom CEO. “At beqom, our mission goes beyond compliance; we aim to empower organizations to create more equitable, engaging compensation practices that truly support their most valuable asset – their people."
Key Findings
Transparency and Fair Pay Build Trust—but Employers Are Falling Short:
Only 54% of employees believe they are paid fairly, with women expressing even lower confidence (49%) compared to men (59%).
A striking 62% of employees said they don’t know how their total compensation is calculated, and 46% cited a lack of transparency around pay as a top issue.
In the US, 58% of employees report their employer does not share gender pay gap information, compared to just 34% in the UK.
Flexibility Is Non-Negotiable:
72% of employees said more flexible working hours would convince them to switch jobs, while 52% would leave for an employer with no in-office mandate.
45% of employees have caregiving responsibilities, with 30% of these workers considering leaving the workforce due to caregiving challenges.
Employees Want Fairness and Transparency in their Pay:
32% of employees said new hires at their company are being paid more than experienced, tenured employees, highlighting concerns over pay compression.
39% believe their company’s pay rates are below industry norms, and 47% identified wage stagnation as a key concern.
Only 49% of employees reported that their salaries were adjusted to match inflation in 2024, with US employees seeing even lower rates (40%).
DEI Remains an Employee Priority, but Employer Action Is Lagging:
Employees overwhelmingly support initiatives like equal opportunities for career growth (78%) and fostering inclusive leadership (67%).
56% of employees said their employer shared DEI goals, but only 38% received updates on progress in 2024.
Opportunities for Employers
The results point to critical opportunities for organizations to align their strategies with employee expectations and create thriving, resilient workplaces:
Address Pay Fairness and Transparency: Employees want clarity around compensation. By adopting pay transparency tools and conducting pay equity audits, employers can rebuild trust and help employees better understand the value of their total rewards.
Embrace Flexibility: With nearly half of employees balancing caregiving responsibilities, offering flexible working hours, remote work options, or caregiving benefits can significantly improve retention and engagement.
Leverage Innovation to Address Pay Equity: Only 5% of companies are using advanced technologies like AI to evaluate pay gaps. Employers that embrace these tools can lead the way in addressing inequities and positioning themselves as forward-thinking, transparent organizations.
Shape DEI Efforts to Reflect Employee and Business Needs: Despite strong employee support for DEI, these initiatives face increased political and corporate scrutiny. Companies should tailor their approach carefully, aligning efforts with employee expectations and organizational goals while fostering trust through measurable progress updates.
The report makes it evident that in a post-pandemic world, flexibility is no longer a perk for workers, but an expectation. Employers who adapt will cultivate stronger engagement and loyalty from their workforce. Employees also are eager for employers to take bold steps on pay transparency and equity. The organizations that meet these expectations will not only build trust but also gain a competitive advantage in attracting and retaining top talent
To discover the complete findings of beqom’s 2025 Compensation and Culture Report, download the full report.
About the Survey: This survey, conducted in November 2024, polled 1,878 employees across the US and UK to understand their perspectives on key topics such as total compensation, work-life balance, pay transparency, diversity, equity, and inclusion (DE&I), and the impact of inflation on employee satisfaction. Respondent data was segmented by gender and age group: Gen Z (18–27), Millennials (28–43), Gen X (44–59), and Boomers (60–78).
About beqom: beqom is a purpose-built compensation platform that intuitively gives employers the power to realize compensation’s full potential from end to end, every day. beqom helps the world's leading enterprises leverage their talent through complete, equitable, and transparent performance and rewards. With unified data, complete pay management solutions, and AI-powered pay intelligence, beqom enables companies to comply with regulatory requirements, optimize compensation decisions, and achieve better business results.
