Here are some scenarios to consider:

Scenario #1 - There are significant differences in pay between employees with similar job responsibilities and qualifications. Example: Pat has a similar job title to you and has similar relevant work experience and a similar performance history. AND you find out Pat has a significantly higher base salary than you. This might be unfair pay. It needs to be researched by HR.

Scenario #2 – You haven’t received promotions or pay increases despite receiving performance ratings of Meets Expectations or Exceeds Expectations. AND your employer offers a promotion or pay increase to a coworker, Sam, despite you having consistently better performance than Sam. This may be unfair pay. HR needs to research this more.

Scenario #3 – Your pay is lower than industry standards. If your pay is significantly lower than the average/median pay for your job or industry, then this may be unfair pay. HR needs to investigate this and do some benchmarking to external market data.

Note that unfair pay is not necessarily discrimination.

Discrimination is treating someone differently based on personal characteristics such as race, gender, age, religious views, sexual orientation, disability, etc.

What is an example of unfair pay without discrimination?

Example: The employer may use a flawed job evaluation system that results in unequal pay for the same or similar work.

If you work in HR and these scenarios make you anxious or worried, we should talk.

If you are an employee in one of these situations, proceed with caution.

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Source: Cilenti & Cooper