"Since its inception, the organisation has treated its employees equally, regardless of gender, age, race, nationality, or other characteristics. As a result, this attitude is also reflected in the remuneration system, which is based on the employee’s competence, experience, and skills. The award confirms that the organisation's values, which have been upheld since its inception, not only create an appropriate culture and bring benefits in direct operations, but are also visible, valued, and thus contribute to change in society as a whole," says Rūta Daly, Senior Remuneration and Benefits Consultant for Lithuania at Danske Bank.
"Through years of research and market observation, we have noticed that organisations, living and working by the principles of equity and fairness, and integrating them into day-to-day activities, that serve both business objectives and employee well-being, are the best at ensuring fair pay. Specially designed policies or strategies to reduce gaps rarely work and even have the opposite effect: those organisations find it more difficult to provide fair and non-discriminatory pay for all employees," says Povilas Blusius, Remuneration Consultant at Baltic Salary Survey.

Danske Bank Lithuania has taken part in the Fair Pay Awards for three years in a row. For the second year in a row, the organisation is among the top five winners in the category of large companies with more than 500 employees. Danske Bank has been able to maintain its position among the winners despite the increasing number of companies taking part in the study and the changes, such as optimization, enhancement of the remuneration and bonus systems that have been implemented by other participating contestants. Furthermore, Danske Bank continues to provide training, introducing and incorporating new tools to educate and support managers whose payment decisions may be influenced by an unconscious bias in favor of individuals who share certain identity traits.

In the Baltic Salary Survey, companies are rated according to four main criteria:

  1. the homogeneity of remuneration, which measures the range of base pay for the same positions, i.e., the difference between the lowest and highest paid employees;
  2. the market standards, which evaluate the proportion of employees whose pay is below the lower market standard;
  3. the gender pay gap in the same positions, i.e., the difference between the gender weighted remuneration for the same positions; and
  4. the gender balance in the company’s management.