Searching Workplace Equity on page 30

Setting the Tone This latest executive order is another indicator that the federal government is taking pay equity seriously, setting the tone for the rest of the nation when it comes to implementing similar pay equity laws, said Shardé Skahan, partner, labor and employment at Seyfarth Shaw LLP.

;Increase the use of time-based equity.

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If the employer does not have a publicly accessible website, according to Littler’s analysis, the British Columbia regulations indicate it must make a copy of the report available to its employees in at least “one conspicuous place in each of its workplaces and make a copy available to any member of the public who requests one.”

Now that there’s a heightened awareness of gender and racial inequality in the workplace, organizations can no longer afford not to invest in digital reward systems that provide complete transparency, which is often the biggest business expense.

In the meantime, employers should understand what factors are driving the gender pay gap in order to create a more equitable workplace.

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With growing awareness about the vital importance of creating more inclusive workplaces, organizations are deepening their understanding of what offering GENDER-AFFIRMING health and medical benefits can mean to employees — and how to ensure equitable access.

“Companies that do not have pay equity processes in place need to move to implement those processes,” said Brian Levine, a partner and pay equity leader at Merit Analytics Group, an HR services firm.

Webinar : A Path to Disclosure: Embedding Pay Equity into Your Sustainability Reporting The rule — which was similarly proposed in 2016 and ultimately failed — would require all employers subject to EEO-1 reporting to supplement the demographic data they already report with data on pay and hours worked, broken down by gender, race and ethnicity, and job category.