It's time to make pay equity central to pay strategy

Pay equity must be managed continuously

Pay equity is often perceived as a project that begins with an audit to measure potential pay gaps between employees. Pay disparities between workers doing the same job must be defensibly tied to compensable factors—experience, skills, location, responsibilities—not race, gender, or other protected classes. However, it is better to think of pay equity as an ongoing strategic program to attract, retain, and engage talent that ensures fair pay through continuous monitoring. Because organizations are always changing, pay equity needs to be assessed with:

• Every hire
• Every pay raise
• Every promotion
• Every change to the organization

Dive deep into pay equity analysis

With Payscale’s compensation management software and supplemental services, you gain secure access to a continuum of pay equity analytical tools that can be configured specifically to the needs of your organization, including both a library of flexible standard reports and customizable dashboards integrated natively with Tableau.

• Measure uncontrolled and controlled pay gaps by gender and race
• Conduct multivariant regression analysis for all dimensions that impact pay
• Predict the budgets required for remediation of salaries where pay gaps are found
• Build custom, refreshable dashboards to monitor your progress
• Generate reports that demonstrate legal compliance to pay equity

Monitor pay equity continuously

With Payscale’s pay equity software, you can track insights on pay equity trends within your organization so you can identify key areas of risk, understand where pay gaps are explained by non-monetary factors, and track remedial actions and progress toward pay equity where they aren’t.

• Monitor controlled and uncontrolled pay gaps
• Quickly check whether pay is fair comparatively across cohorts
• Model increases required for remediation at the employee level
• Model total budgets required for remediation across groups
• Assess the impact of pay raises on pay equity as part of compensation planning
• Generate EEO1 Component 2 Reporting (U.S)