Understanding the difference between compensation data and payroll data is critical for organizations aiming to achieve pay equity and meet pay transparency reporting requirements. However, many organizations mistakenly believe that payroll data can be used for remediating pay inequities. This session will clarify why that approach is problematic and how conducting pay equity analysis using compensation data ensures that pay inequities are remedied, and downstream pay gap reports based on payroll data are free from unexplained pay inequities.
Payroll data is inherently backward looking, reflecting past payouts to employees. Once payments to employees have been made and pay gap reports have been prepared, it is not possible to go back and change these historical payments. Thus, addressing pay gaps requires a pay equity analysis using current compensation data which provides the structured, standardized information needed to identify and address pay inequities. Attendees will learn how to use compensation data to conduct a thorough pay equity analysis and how this proactive step ensures that subsequent pay gap reports — based on payroll data — do not reveal unlawful pay inequities or trigger regulatory scrutiny.
This session will also highlight the importance of submitting pay gap reports with contextual narratives that explain the progress made toward pay equity. While pay transparency laws require reporting, submitting raw data without context can expose organizations to risk. Attendees will gain insights into how a structured approach to pay equity analysis results in clean reports that reflect fair pay practices.
By the end of this webinar, participants will have a clear understanding of:
- The key differences between compensation data and payroll data.
- Why payroll data should never be used for remediating pay inequities.
- How to proactively address pay inequities through compensation data analysis before submitting pay gap reports.
- The role of contextual narratives in minimizing risk and providing clarity to employees, regulators, and the public.
- Actionable insights to improve pay reporting processes and promote workplace equity.
This educational session will focus on providing practical solutions and takeaways, empowering HR, compensation, and compliance professionals to better address the complexities of pay equity and pay gap reporting.
Gail Greenfield is an eminent pay equity expert with Trusaic who serves as Executive Vice President of Pay Equity and Total Rewards Strategy and Solutions.
With over 20 years of experience, she specializes in developing data-driven strategies to promote workplace diversity, equity, and inclusion. Gail's career includes roles at Oracle and Warner Brothers Discovery, and she has a rich history at Mercer, where she testified before Congress on diversity and inclusion.
Her insights on pay equity have been featured in major media outlets, and she is a respected speaker at industry events. Gail holds a PhD in economics from Claremont Graduate University and a bachelor's degree in business economics.
Alessandro is a People Analytics professional with 20 years experience with data and technology across multiple sectors, including IT, Telecoms, Finance. Alessandro joined Aon as Associate Partner, People Analytics for UK and EMEA and specializes in developing advanced analytical solutions to support the people strategy of clients.
Prior to joining Aon, Alessandro built and led the People Analytics function in Vodafone focusing on supporting HR and the business making data-driven decisions.
Alessandro holds a PhD in Computer Science from the University of Bologna (Italy).
Denise Williams is a seasoned HR professional with expertise in HR compliance, risk management, and global regulatory adherence. As Senior HR Compliance Program Manager at Workday, Inc., she manages global HR compliance efforts, ensuring alignment with federal, state, and local regulations.
With prior leadership roles in HR compliance at Koch Industries and Georgia-Pacific, Denise has a proven track record of driving process improvements and mitigating employment risk. Her strategic approach has led to the successful execution of compliance initiatives across multiple regions.
Denise holds an MBA in Human Resources and a Bachelor’s degree in Psychology from Louisiana State University.
