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There is currently a proliferation of statistical analyses that measure the “pay gap.”

Successful transitions likely require: ;Building a robust quota program with clear guiding principles and an affiliated methodology;; ;Conducting thorough pay impact analyses ; and,; ;Implementing comprehensive change management practices.; Organizations that invest in these foundational elements consistently report smoother transitions and better outcomes.

“This pressure consists of seeking these organizations to conduct analyses as well as to disclose [the results from] them,” he said.

CAP, while arguably more complex to calculate for individual companies, will have several advantages in pay and performance analyses that use peer data: Ease of collection: Straightforward to collect from peer disclosures;Comparability: Consistent calculation methodologies allow for comparability across companies;Transparency: Shareholders and other external observers have access to the same underlying data; WTW recommends that companies start to collect CAP data for compensation peer groups and understand how the information could fit into existing frameworks for assessing alignment of pay and performance.

Workspan: Women and people of color make up about half of Walmart’s employees in the U.S. and the company’s pay equity analyses now confirm that women are paid 1:1 (dollar for dollar) of men, and that people of color are paid 1:1 (dollar for dollar) of white associates.

Taking Action Is Increasingly Necessary Closing the raw gender pay gap is a main driver for conducting internal pay equity analyses, said Sue Holloway, a compensation content director at WorldatWork.

Recognition is an ongoing aspect of performance management that requires regular participation, feedback and maintenance.

They’re actually very low maintenance.

.; ;Pension Benefit Guaranty Corporation (PBGC), which was created by the Employee Retirement Income Security Act of 1974 (ERISA) to encourage the continuation and maintenance of voluntary private defined benefit pension plans, provide timely and uninterrupted payment of pension benefits, and monitor pension insurance premiums.; ;Securities and Exchange Commission (SEC), which requires public companies to disclose how much they pay their executives, and how that pay relates to corporate financial performance.; ;Social Security Administration (SSA), which assigns Social Security numbers and administers retirement, disability insurance and other benefit programs.; So, in a nutshell, the administration’s moves as well as Wilcox’s court case put significant legal standards and regulatory power under the microscope.

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