How a Senior Manager views EU pay transparency

With the EU Pay Transparency Directive approaching, many employees across Europe are starting to think about how pay is set, communicated and structured.  

For some, these conversations are familiar. For others, the Directive opens a topic they have never fully considered before. To understand these different viewpoints, we spoke with colleagues across SD Worx.  

In Germany, we sat down with Iris Horky, who recently joined the marketing team, to hear how transparency looks from the perspective of a Senior Manager. 

Salary is only one part of a pay package, and Iris notes that benefits matter too, even if they vary by industry. 

“It would be nice to know if there are some beneficial add‑ons. But I don’t think it needs to go too deep. Not everyone would be comfortable if everyone knew what they earn to the euro.” 

She has not worked in environments with bonuses or variable pay but recognises that transparency there would also help people understand the full picture. 

Iris is honest about her comfort level, saying: “Would I feel comfortable asking for a pay increase? No.” 

“Where I come from, you are responsible for your wages yourself and you have to be very good at negotiating. If you negotiate badly at the start, bad luck.” 

Despite this, she does not worry about transparency itself: “I wouldn’t mind if everyone knew what I earned, but I understand not everyone feels like that.” 

For Iris, the ideal approach is simple. “Not everyone would be comfortable with all details. But some wage ranges, the so‑called high stacks, would be amazing and enough.” 

Talking about pay also makes her feel recognised: “It makes me feel seen as an employee. That is great.” 

Interested in learning more? Explore our pay transparency resources here.