My team and I like helping employers determine if there are root cause issues causing inequities in pay. We look at the employee lifecycle to determine what processes could be causing the issues.

(1) How you determine the starting pay rate for a new hire (LOTS of pay equity issues found later are caused by not setting starting base pay off at the right level)

(2) Your pay decision-making processes for annual merit increases, off-cycle pay changes, and promotions

(3) Where you use discretion in bonus payouts, commissions, overtime pay opportunities, spot awards, and other cash and benefits related rewards

(4) How you assess employee potential and performance

(5) Your termination processes and severance payouts

If a pay equity audit is on your list of goals for this year, we should talk.

Be sure to include in your pay equity project a well thought out communications plan so all your stakeholders are considered. –What do they care about and why?

You can lead your industry in your approach and communications related to pay equity or you can be viewed as lagging behind your competition.

Your Board of Directors, Executive Leadership Team, people managers, employees, customers, and investors are watching to see if your actions are aligned to your words.

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