{"id":21866,"date":"2026-09-01T17:21:49","date_gmt":"2026-09-01T15:21:49","guid":{"rendered":"https:\/\/benifex.com\/sv\/?p=21866"},"modified":"2026-09-01T17:44:41","modified_gmt":"2026-09-01T15:44:41","slug":"pay-transparency-fran-lonestruktur-till-fortroendekapital","status":"publish","type":"post","link":"https:\/\/benifex.com\/sv\/pay-transparency-fran-lonestruktur-till-fortroendekapital\/","title":{"rendered":"Pay transparency \u2013 fr\u00e5n l\u00f6nestruktur till f\u00f6rtroendekapital\u00a0"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\"><em>En sammanfattning fr\u00e5n samtalet med Magnus Drogell (VD, PIHR), Petra Skoglund (HR-strateg, People by Cederfeldt) och Li Lignell (Head of HR, Benifex) under Framtidens HR 2026.<\/em>&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">N\u00e4r l\u00f6netransparens blir lag r\u00e4cker det inte med nya processer och uppdaterade policydokument. Det kr\u00e4ver ett ledarskap som v\u00e5gar st\u00e5 f\u00f6r sina principer, f\u00f6rklara sina beslut och bygga en kultur d\u00e4r r\u00e4ttvisa upplevs \u2013 inte bara dokumenteras. Det var panelen \u00f6verens om under Framtidens HR:s&nbsp; l\u00f6netransparenssamtal.&nbsp;&nbsp;<\/p>\n\n\n\n<h3 id=\"h-det-har-ar-inte-en-hr-fraga-det-ar-en-affarsfraga-nbsp\" class=\"wp-block-heading\"><strong>Det h\u00e4r \u00e4r inte en HR-fr\u00e5ga \u2013 det \u00e4r en aff\u00e4rsfr\u00e5ga<\/strong>&nbsp;<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">En av de tydligaste linjerna i samtalet var att l\u00f6netransparens alltf\u00f6r ofta landar p\u00e5 fel bord. Petra Skoglund konstaterade tidigt:&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u2013 Det h\u00e4r \u00e4r inte ens en employer branding-fr\u00e5ga, det \u00e4r en aff\u00e4rsfr\u00e5ga.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Och Li Lignell h\u00f6ll med:&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u2013 Det \u00e4r inte bara HR-avdelningens ansvar att driva detta, ledningsgruppen beh\u00f6ver ta st\u00e4llning. F\u00f6rst d\u00e5 kan HR driva det. Och det \u00e4r inte heller bara en l\u00f6nefr\u00e5ga, det handlar om att vara en attraktiv arbetsgivare. Det i sin tur \u00e4r en compliance-fr\u00e5ga.\u00a0<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Utan det \u00e4gandeskapet riskerar transparensarbetet att fastna i processer och policydokument som ingen medarbetare egentligen bryr sig om. En l\u00f6nekartl\u00e4ggning i sig driver inte aff\u00e4ren fram\u00e5t, konstaterade Petra \u2013 det \u00e4r l\u00f6netransparensen som g\u00f6r att medarbetare faktiskt f\u00f6rst\u00e5r sin situation och vet vad de beh\u00f6ver g\u00f6ra f\u00f6r att utvecklas l\u00f6nem\u00e4ssigt.&nbsp;<\/p>\n\n\n\n<h3 id=\"h-fyra-steg-for-att-komma-igang-pa-riktigt-nbsp\" class=\"wp-block-heading\"><strong>Fyra steg f\u00f6r att komma ig\u00e5ng p\u00e5 riktigt<\/strong>&nbsp;<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Li Lignell delade en praktisk struktur f\u00f6r organisationer som vill g\u00e5 fr\u00e5n intention till handling: b\u00f6rja med att titta p\u00e5 vilken data ni faktiskt har, best\u00e4m sedan vilken typ av l\u00f6nestruktur ni vill anv\u00e4nda utifr\u00e5n det, kommunicera med era medarbetare \u2013 och se till att ha ledarskapet med er hela v\u00e4gen. Men, betonade Li, det f\u00e5r aldrig stanna vid en policy. Det \u00e4r kulturen som avg\u00f6r om transparensen landar.&nbsp;<\/p>\n\n\n\n<h3 id=\"h-chefer-behover-stod-inte-bara-instruktioner-nbsp\" class=\"wp-block-heading\"><strong>Chefer beh\u00f6ver st\u00f6d, inte bara instruktioner<\/strong>&nbsp;<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Magnus Drogell lyfte sanning som kan skava f\u00f6r vissa:&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u2013 M\u00e5nga medarbetare litar inte p\u00e5 att deras chef har satt deras l\u00f6n p\u00e5 ett grundligt och r\u00e4ttvist s\u00e4tt. Det \u00e4r ett f\u00f6rtroendeunderskott som ingen policy l\u00f6ser p\u00e5 egen hand. Problemet \u00e4r inte alltid ondsinta beslut \u2013 det \u00e4r chefer som inte har f\u00e5tt de verktyg och den utbildning de beh\u00f6ver f\u00f6r att hantera de h\u00e4r samtalen v\u00e4l.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Li och Petra var samst\u00e4mmiga: HR:s roll \u00e4r att g\u00f6ra chefen trygg. Att f\u00f6rklara, strukturera och h\u00e5lla i handen. Alla chefer vill lyckas och vara en bra chef \u2013 men de beh\u00f6ver rustas f\u00f6r att klara av de samtal som l\u00f6netransparens faktiskt kr\u00e4ver. Och om inte HR \u00e4r med p\u00e5 det m\u00f6tet, konstaterade Li, kanske samtalen sker \u00e4nd\u00e5 \u2013 utan all information.&nbsp;<\/p>\n\n\n\n<h3 id=\"h-transparens-avdramatiseras-och-det-ar-bra-nbsp\" class=\"wp-block-heading\"><strong>Transparens avdramatiseras \u2013 och det \u00e4r bra<\/strong>&nbsp;<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Petra betonade ocks\u00e5:&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u2013&nbsp; I l\u00e4nder som USA och Storbritannien \u00e4r l\u00f6netransparens redan en sj\u00e4lvklarhet, och jag tror att vi i Sverige \u00e4r p\u00e5 v\u00e4g dit. Det kommer bli en cykelst\u00e4llsfr\u00e5ga, odramatiskt och naturligt.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Petra menar ocks\u00e5 att det faktiskt kan bidra till att minska \u00e5lderism, eftersom det i slut\u00e4ndan blir kandidatens val om hen vill ha l\u00f6nen och jobbet eller inte. En konkret signal p\u00e5 att det redan f\u00f6r\u00e4ndras \u00e4r att organisationer som anger l\u00f6nespann i sina platsannonser f\u00e5r 30% fler svar, enligt Magnus. Att kunna prata objektivt om l\u00f6ner \u00e4r inte l\u00e4ngre en risk \u2013 det \u00e4r allts\u00e5 ett konkurrensmedel.&nbsp;<\/p>\n\n\n\n<h3 id=\"h-transparens-ar-inte-ett-hot-nbsp\" class=\"wp-block-heading\"><strong>Transparens \u00e4r inte ett hot<\/strong>&nbsp;<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Samtalet landade i en gemensam insikt om att transparens inte \u00e4r det som hotar organisationen. Det \u00e4r bristen p\u00e5 riktning som \u00e4r det verkliga hotet. De organisationer som inte tar tag i det nu riskerar att tappa f\u00f6rtroendet hos medarbetarna och i f\u00f6rl\u00e4ngningen sin attraktionskraft som arbetsgivare. Unga kandidater st\u00e4ller andra krav, delar med sig av sina erfarenheter \u00f6ppet och v\u00e4ljer bort arbetsgivare som inte v\u00e5gar st\u00e5 f\u00f6r sina principer.&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Panelen konstaterade ocks\u00e5 att Pay transparency ska ses som en m\u00f6jlighet att bygga en h\u00e5llbar och r\u00e4ttvis organisation. Men bara om arbetet drivs strategiskt, f\u00f6rankras i ledningen och oms\u00e4tts i ett ledarskap som kan st\u00e5 bakom besluten.&nbsp;&nbsp;<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Om du vill kolla p\u00e5 panelsamtalet i efterhand kan du se det <a href=\"https:\/\/benifex.swoogo.com\/framtidens-hr\/recordings\" target=\"_blank\" rel=\"noreferrer noopener\">h\u00e4r<\/a>.&nbsp;&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>En sammanfattning fr\u00e5n samtalet med Magnus Drogell (VD, PIHR), Petra Skoglund (HR-strateg, People by Cederfeldt) och Li Lignell (Head of HR, Benifex) under Framtidens HR 2026.&nbsp; N\u00e4r l\u00f6netransparens blir lag r\u00e4cker det inte med nya processer och uppdaterade policydokument. Det kr\u00e4ver ett ledarskap som v\u00e5gar st\u00e5 f\u00f6r sina principer, f\u00f6rklara sina beslut och bygga en [&hellip;]<\/p>\n","protected":false},"author":27,"featured_media":21868,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"tpl.news-post.php","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[10],"tags":[923,733],"class_list":["post-21866","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized-sv","tag-framtidens-hr","tag-lonetransparensdirektivet"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.7 (Yoast SEO v27.2) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Pay transparency \u2013 fr\u00e5n l\u00f6nestruktur till f\u00f6rtroendekapital\u00a0 - Benifex<\/title>\n<meta name=\"description\" content=\"Sammanfattning av panelsamtalet om l\u00f6netransparens under Framtidens HR 2026 med PIHR, People by Cederfeldt och Benifex. L\u00e4s mer h\u00e4r\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/benifex.com\/sv\/pay-transparency-fran-lonestruktur-till-fortroendekapital\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Pay transparency \u2013 fr\u00e5n l\u00f6nestruktur till f\u00f6rtroendekapital\u00a0\" \/>\n<meta property=\"og:description\" content=\"Sammanfattning av panelsamtalet om l\u00f6netransparens under Framtidens HR 2026 med PIHR, People by Cederfeldt och Benifex. 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