Searching Workplace Equity on page 41

Finally, the widespread availability of pay information, combined with institutional demands that organizations conduct periodic pay equity audits, also places greater pressure on firms to communicate pay structures, ranges, practices, and opportunities as a means to improve pay equity.

For WorldatWork Members Using Analytics to Fully Assess and Close the Pay Gap , Journal of Total Rewards article;Pay Inequity: Past, Present and Future , Journal of Total Rewards article;Getting Serious About Gender Gaps — Assessing Pay Equity in New Zealand , Workspan Magazine article;Examining the Progress on Pay Equity , Workspan Magazine article; Reuse Permission A complete pay equity analysis (done with legal counsel to establish privilege and including a regression analysis ) is a must to understand where gender pay inequity shows up in an organization.

We’ve also spoken to companies that would only issue such a grant to equity recipients already receiving performance-based equity.

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Fifty-four percent of Whites owned a retirement account versus 37% of Blacks and 28.3% of Hispanics; These kinds of discrepancies can erode a culture of inclusion and belonging in the workplace, as one segment of the employee population may be under far more pressure and stress than another — resulting in disengagement and low morale.

For instance, pay equity is certainly an ongoing concern for organizations but internal pay equity only tells part of the story.

This benefit signals to employees that the company values their well-being, making it an attractive workplace feature.

It’s important for practitioners to verify any salary range suggested by AI, to ensure that the range is something the employer can afford and does not cause internal equity issues.

When making these key decisions, it is best to take a holistic approach that balances market factors, a company’s strategic initiatives and existing internal pay equity and structure.

THEN, PAY WAS LINKED TO STOCK PRICES The second performance pay solution was to pay executives in corporate equity, preferably leveraged in the form of stock options.