Bring high levels of transparency to our workforce just as much as we embed this into our business model.

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What do we do?

Transparent Salary grid

As we treat our customers with transparency, the same principle translates into our work environment. Luko counts with an open salary grid to all employees that evolves over-time according to different levels of ownership and experience levels.

Here is our current grid.

Equity for all

All employees have the right to share Luko’s ownership through our BSPCE policy. This is directly aligned with our ambition to move mountains, requesting that our teams not only act as owners, but they, in fact, get to own a piece of Luko. To date, 13% of the company's shares are available to employees.

Compensation is linked to performance

We operate with clear and shared objectives using the OKR methodology. Besides these collective guidelines, each individual has its set objectives with their managers. The individual progress is bi-annually assessed by the 360° reviews which consider both the performance but also the embodiment of our values within our employees journey.

What are the results so far?

Compensation and benefits.png

What’s the plan tomorrow?

Based on the outcomes of our compensation policy, we have identified 2 axis of improvement:

<aside> <img src="https://s3-us-west-2.amazonaws.com/secure.notion-static.com/f65c68dd-a637-4ca1-a74c-0172e2de28d1/bullet.png" alt="https://s3-us-west-2.amazonaws.com/secure.notion-static.com/f65c68dd-a637-4ca1-a74c-0172e2de28d1/bullet.png" width="40px" /> Salary Grid Geography Evolution As we expand our salary grid, will also need to adapt to different factors such as geography distribution. Our goal is to be at or above market practices covering our non-border policy without compromising the 5 fold ratio between the highest and lowest paid employee.

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