Pay Equity

Remediation

Once your pay equity analyses have been completed, the next task is to fix any issues that are not defensible. CompAnalyst^® Pay Equity Suite helps develop a thorough remediation plan that best fits your organization’s compensation philosophy and resource constraints.

Schedule a Consult Pay Equity Trial

Model Salary Adjustments

Develop remediation strategies for fair internal equity outcomes, and model pay changes to understand the most appropriate distribution for salary adjustments.

Evaluate Budget Impact

Develop a strategy for making pay changes based on your organization’s risk tolerance, culture, and budget. Understand the cost implications to close pay gaps and where this spend should be targeted to have maximum impact.

Develop Communication Plan 

It is critical to communicate pay equity changes transparently and develop consistent messaging that manages employee and stakeholder expectations, while minimizing risk and disruption. We will help you develop your communication plan, provide you employee-facing tools to effectively present pay, train managers on how to speak with employees, and help you sustain this communication plan.

Insights You Need to Get It Right

The latest research, expert advice, and compensation best practices all in one place.

white paper

The Plunkett Pay Equity Framework

webinar

Closing the Pay Gap: Why Pay Equity Matters

deeper dive

How To Fight for Pay Equity and Transparency

podcast

Hannah Dannecker – Empowering Women in a Male-Dominated Industry

See More Resources

Frequently Asked Questions

What Is Pay Equity?

How we define pay equity has evolved over recent years. Pay equity today ensures equal compensation for comparable roles, emphasizing internal fairness, external competitiveness, and clear, transparent communication. From the employee perspective, we're seeing them view pay equity through a broader lens. Yes, employees want to know that they are being paid fairly, but now they also want assurances that everyone else in their company is paid fairly, too.

How Does Equity Pay Work?

Pay equity processes ensure employees are compensated fairly based on the value of their work, regardless of factors like gender, race, or other personal characteristics. This involves assessing roles for comparable responsibilities, skills, and qualifications, conducting regular pay audits to identify disparities, and aligning compensation with job market standards. Transparent pay communication and consistent reviews help maintain fairness and compliance with pay equity laws.

How to Do a Pay Equity Analysis?

To conduct a pay equity analysis, start by defining the scope, collecting employee data (job titles, pay rates, and demographics), and grouping comparable roles. Analyze pay gaps using statistical methods, investigate causes, and address unjustified disparities through adjustments and policy changes. Learn how you can easily and effectively do this with CompAnalyst Pay Equity Suite.

Why Is Pay Equity Important?

Paying equitably and fairly offers both ethical and business advantages. Fairly compensated employees tend to be more productive and innovative, while employers who prioritize pay equity foster an environment that attracts and retains top talent. In recent years pay equity and pay transparency have become the law.

What Should Be Included in a Pay Equity Audit?

A pay equity audit should include employee data, job classifications, current compensation policies, a detailed analysis of pay gaps, a root cause analysis, an action plan for improvement, and a compliance review to ensure adherence to legal standards.

How Big Is the Gender Pay Gap?

On average, in the U.S., women make 83 cents for every dollar men earn. The gender wealth gap is even worse, as women have only 32% of the wealth men have accumulated.