Achieving Pay Equity: How Analytics Has Evolved To Support True Progress?

Achieving Pay Equity: How Analytics has Evolved to Support True Progress. Our When Women Thrive research, initiated in 2014, shows that organizations engaging in rigorous pay equity review, based on statistical analysis, are more successful in building diverse representation.

How is pay equity achieved?

Pay equity is achieved when the reference rate for the female job class is at least equal to that of the male job class of equal or comparable value. Employees who exhibit exceptional performance would be paid above the reference rate. An employer’s merit system must be gender neutral.

What is a pay equity analysis?

A standard pay equity analysis compares pay for similar work – that is, it accounts for legitimate factors that are intended to drive differences in pay, such as experience, location, and role, before calculating an all‑else‑equal “adjusted” pay gap between women and men or between people of color and Whites.

What is support pay equity?

A: Pay equity is a means of eliminating sex and race discrimination in the wage-setting system. Many women and people of color are still segregated into a small number of jobs such as clerical, service workers, nurses and teachers.

How do you ensure internal pay equity?

Achieving internal equity. To create fair pay, you compare employees who do similar jobs for your company. You should consider the tasks your employees do. If two employees perform similar tasks, they should earn similar wages.

How do you perform a pay equity analysis?

To successfully perform a pay audit or pay equity analysis within your organization, follow these seven steps:

  1. Plan early and plan well.
  2. Research your pay policies.
  3. Gather the data.
  4. Compare the work of employees with similar positions.
  5. Analyze the data.
  6. Assess whether pay differences are legally justified.
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Why is pay equity important?

Why should pay equity matter to employers? “By ensuring employees are paid equitably, employers can increase efficiency, creativity and productivity by helping to attract the best employees, reduce turnover and increase commitment to the organization,” says Cheryl Pinarchick, an attorney with Fisher Phillips in Boston.

How important is pay to employees?

Boost Employee Loyalty When employees are being paid well and are happy, they’re likely to stay with the company. Proper compensation is one factor why employees remain with employers. Loyalty means that business owners don’t need to continue to spend time, money and energy on recruiting new candidates.

What is an equity payment?

More Definitions of Equity Payment Equity Payment any distribution of earnings or capital to any Owner, or any redemption of stock or other ownership interests, either directly or indirectly, whether in cash or property or in obligations of the Borrower.

What is pay equity and why is it important?

Pay equity is a method of eliminating gender and race discrimination when establishing and maintaining wages. Still today, many workers are separated into various jobs which are historically underpaid because of their gender or race.

How can we ensure pay cultures are equitable?

5 Ways To Ensure Your Organization Offers Equitable Wages

  1. Promote from within.
  2. Use compensation market data to make better decisions.
  3. Don’t underestimate the value of nurses.
  4. Educate about gender bias and frame it as a business issue.
  5. Offer more flexible schedules.

How do you promote internal and external equity?

How Companies Are Addressing External and Internal Pay Equity

  1. Leverage market data to establish externally competitive pay ranges.
  2. Use analytics to ensure pay is internally equitable.
  3. Build a culture of pay transparency to foster a positive perception of compensation decisions in the organization.
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What is more important internal pay equity or external pay equity?

Both internal and external equity warrant consideration; one is not more important than the other. Both should be considered when determining and maintaining a pay strategy that supports the organization’s strategy.

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