Most organisations are becoming more transparent without becoming more fair. FPPI measures both — and shows you exactly where the gap is.
The founding thesis
Fairness and transparency aren't the same thing. Most organisations measure neither. The ones that master both — in step with each other — earn the right to call themselves Fair Pay Practice employers.
01
Pay equity and pay visibility are distinct organisational capabilities. Conflating them creates risk. Separating them — and measuring both — creates clarity.
02
An organisation that leads on transparency but lags on fairness is in Exposure Risk. One that's fair but opaque is leaving trust on the table. The gap between them is what FPPI measures.
03
Pay transparency legislation is accelerating globally. Organisations that build both dimensions now will be positioned to lead. Those that don't will be exposed.
The assessment model
Fair pay isn't one thing you have or don't. FPPI reads it as a structure — where each layer rests on the one beneath it.
Who it's for
FPPI is designed for employers at any scale — from Series A startups navigating their first structured pay review, to established enterprises building trust at scale.
HR & Reward Leaders
Understand your fairness and transparency maturity as two dimensions that must develop together — with a precise gap analysis and sequenced priorities to act on.
CHROs & People Directors
FPPI gives you the evidence to make the case internally and the roadmap to make progress. A benchmark and a board-ready narrative — not a judgment.
CEOs & Boards
Pay trust is a governance issue. FPPI tells you whether your organisation is building it or eroding it — and what the risk looks like if you're not measuring it.
How it works
Complete 48 questions across 9 facets of pay practice. No preparation needed — the assessment is designed to surface what you know and flag what you don't.
Receive your Fairness Score, Transparency Score, maturity level, and quadrant placement — with an evidence confidence rating that tells you how much weight to give each result.
Get a sequenced action plan — Critical, Recommended, and Optimisation priorities — with a 12-month horizon designed around your specific position in the matrix.
Insights & case studies
Case Study
A Series B fintech used FPPI's priority framework to address three critical governance gaps before a key funding round.
Read more about the scale-up case studyInsight
Publishing salary ranges without the underlying architecture to support them is the definition of Exposure Risk. Here's what the data shows.
Read more about pay transparency legislation riskGuide
Most founding teams make three pay decisions that become hard to unwind. This guide covers what they are and how to avoid them.
Read more about building scalable pay structuresIn partnership with
Measure Fairness. Build Trust.
The FPPI self-assessment takes under 30 minutes and gives you an immediate, evidence-based view of your pay practice maturity.
No account required. Results available immediately.