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Pay Equity in the Age of Technology: Navigating the New Landscape

September 10, 2020

In the past, employees were discouraged from discussing their salaries and compensation. Today, that discretion is harder to maintain as a new generation of tools and employees are providing increased transparency. Crowdsourced compensation data is easily found online and has substantially increased in volume over the past three years, and younger employees are more likely to share pay details with their colleagues and peers. This has fostered a new environment where talking about pay at work is not uncommon. What’s more, there are also growing legal considerations around pay transparency.

So, what is an organization to do to address these changes and this move toward more transparency? This session will provide a comprehensive overview of issues and solutions from several perspectives. The analytical perspective is often about understanding risks, root causes and solutions. The legal perspective is often about shaping a story that minimizes exposure risk. The compensation perspective is often about deciding how to implement pay transparency and pay fairness in the long run. Diagnosis of the current situation is one thing — but it is equally important to understand and address the deeper implications of pay equity and fairness.

A team of consultants and HR Practitioners will discuss all these perspectives with the goal of highlighting broader change management implications surrounding pay transparency and pay equity, including:

  • What can you do to tighten up and properly document your job architecture?
  • How can you implement tighter compensation guidelines in a time when your hiring managers ask for more flexibility?
  • How can you balance internal fairness concerns with external pay pressures?
  • What is the best way to communicate Pay Equity results internally and perhaps even externally? And why would you even do that?
  • There are budget implications when it comes to fixing pay gaps: How to gain stakeholder support? What to do if there just isn’t enough money?
  • Can you navigate pay adjustment conversations successfully? How? Who should you talk to?
  • Is there a good/easy way to balance pay strategy concerns with legal concerns?

Leveraging insights from 100+ recent pay equity analyses and first-hand experience dealing with these problems in house, Stefan Gaertner of Aon with Nick Rettenmyer of Tableau will present trends and practices from organizations that are “getting it right.” These include utilizing research and data, determining what “things” you are paying for, and identifying opportunities to better align what you are paying for with what you think you should be paying for.

While technology and information-sharing have changed the landscape around pay equity, taking certain steps to address issues before they arise is easier for companies to do than they may realize. Attendees will walk away with this session empowered to address pay equity in a lasting way for their organizations.

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Prices are subject to change without notice. All sales are nonrefundable. Access to the live event is limited to the first 1000 participants, so be sure to log on up to 15 minutes prior to the event start time. The live event includes access to playback. Playback and the on-demand webinar are available two business days following the live event, and you can access them for 90 days. If you order the on-demand webinar after the live event, your 90-day access begins the day of order.

HRCI credits will only be granted for attending the live webinar event. On-demand webinars do not qualify for HRCI credit. You may receive a certificate of completion for watching an on-demand webinar. Please contact Customer Experience Team at 877-951-9191 (United States and Canada) or +1 480-951-9191 (Outside US) or email to request this certificate. You'll receive it in two to four weeks via email.


Stefan Gaertner

Partner and Global Lead for People Analytics | Aon

Stefan Gaertner is a Partner with Aon, leading people analytics globally. He consults with a variety of organizations on topics related to Workforce Analytics including Pay Equity/Transparency, Strategic Workforce Planning, Predictive Analytics, and the design of corporate workforce analytics groups.

Stefan is a leading Human Capital Strategy and Business Analytics expert (Consulting, Corporate, Academia) who helped organizations tell their story through hard facts and analytics for almost 20 years. He has served a broad client base of large and small organizations across industries including Tech, Life Sciences, Finance, Health, Entertainment, Oil & Gas, and Retail.

Stefan holds a PhD in Human Resource Management from Georgia State University and an MBA equivalent degree from the University of Paderborn/Germany. In October 2019, he authored the cover story on Pay Equity in workspan magazine.


Nick Rettenmyer

Former VP/Head of Total Rewards at Tableau Software | Tableau Software

Nick is a Total Rewards executive with experience at some of the world’s most recognizable brands including Microsoft, Nike, Bristol-Myers Squibb, and Tableau Software, where he currently leads Total Rewards and HR Operations.

Nick joined Tableau from Nike where, as the VP of Total Rewards Consulting, he led a global team focused on championing Nike’s Total Rewards strategy by designing and delivering innovative, business-aligned programs in support of Nike’s ambitious talent and performance goals.

While at Microsoft, Nick was a key leader in their move away from performance ratings, with direct ownership of the strategic approach to delivering rewards without ratings and development of a cutting-edge Total Rewards Portal for employees globally.

A frequent presenter in the US and internationally, Nick earned a B.S. in Marketing from the University of South Florida and an M.B.A. from the University of Texas at Austin – Red McCombs School of Business.