Pay Transparency and Equity

Pay equity and transparency is the employer’s openly sharing information regarding job salaries and organizational pay ranges. This means employees have access to information about what others are being paid for similar roles and the criteria used to determine compensation. Pay transparency is often seen as a way to promote fairness and reduce pay discrimination within organizations. It also helps employees understand how to advance their careers and earn higher salaries. However, the level of transparency can depend on the organization, culture, industry, and legal requirements.

The dilemma for companies is the current workforce questions and complaints regarding individual pay equity. Employee morale issues may ensue when some employees discover they are being paid at the low end or below a posted range. Moreover, potential pay equity lawsuits when employees believe pay differentials within the organization are due to protected characteristics such as race, ethnicity, or sex.

The challenge for multi-state employers is that they must comply with each state they have employees. To add more complexity to pay transparency laws is the hybrid or remote workforce. If you have a remote employee living in one of the states with transparency laws or in some states, if the work CAN BE performed in the state, you must comply with that state.

DAS HR Consulting will help you determine the following:

1. Your Compensation Philosophy, Strategy and Processes, and Procedures
2. Understand Trends in Pay Transparency and Equity
3. Know Your Legal Obligations, Federal, State, and Local
4. Measure and Analyze Pay Gaps
5. Conduct Remediation Process/Cost
6. Review with Stakeholders potential changes
7. Implement and communicate changes to the compensation structure.

If you or your organization has questions about pay equity issues, contact us for a complimentary consultation.