Readying for the the Growing Transparency Laws and Delivering on Your Pay Equity Goals

It was 2012 when I first introduced inclusion of pay information in job postings and bans on salary histories as essential steps to achieving pay equity. As of 2022, we have seen 45+ laws and and executive orders banning and restricting questions on salary history and 8 laws requiring employers to share pay information with job candidates and employees. More are coming. Such fast adoption is requiring organizations to rethink their common hiring, promotion, and compensation practices.

 

At the same time, you are probably one of the growing portion of employers who embrace Diversity, Equity, Inclusion, and Justice (DEIJ) efforts.  You probably have some employee resource groups (ERGs), a statement on your website, host events, training on unconscious bias, and show support on social media.

 

Auditing the compensation of your employees will show the impact of problems.  You can adjust their pay today and you will be right back to inequitable pay with each new hire, promotion, bonus, and raise. Auditing the hiring, promotion, and compensation processes will show you the source of the problems.  Research has confirmed the one question of asking about previous pay salary decreased women job changers’ starting pay by 8% and Black job changers’ starting pay by 13%. That’s just one of fifteen common steps in the processes that are creating inequity in compensation.  EPN services will help you find the inequities and fix the processes keeping you from achieving your goal.

 

Pay Audit

Thinking your pay is equitable is one thing.  Confirming that it is or discovering where there is room for improvement is another.  An audit is the best way to know where you are in meeting today’s focus on equitable pay among all your employees.  And it is a must step in preparing for the new laws requiring pay be included in job postings.  Audits will find areas for adjustments and include market research to determine appropriate pay ranges for jobs.

 

Pay Process Audit and Recommendations

Hiring, promotion, and compensation processes are core to the EPN Pay Process Audit.  Using experience and the latest research, Pay Process Audits will find the steps within your current processes that would benefit from adjusting.  Such adjustments will prevent previous inequities candidates experienced from perpetuating at your organization while also creating checks and balances for potential threats within your organization.  This protects your company from unnecessary liability while improving the career and contribution potential of the underrepresented demographics in leadership and uncover roadblocks to pay equity.  Included in the review are the documented and informal procedures of:

audit picture

  • Job description creation
  • Recruitment efforts including diversity programs
  • Applicant review
  • Interview process
  • Candidate review
  • Compensation package determination
  • Negotiation process
  • Performance review

A detailed  report of the vulnerabilities discovered and proposals on eliminating, adding, and altering every vulnerable step discovered within your hiring, promotion, and compensation processes to minimize bias and maximize equity, diversity, and inclusion.

 

Consultations begins with a kick off meeting with key personnel.  At the end of the process you will have another onsite meeting  to review the recommendations in the final report.  The report will give actionable recommendations that will range from immediate no-cost self implementation changes to more long-term process checks and balances.

 

Process Improvement Implementation

Some of the advice in the Pay Process Audit will be easily done based on the detailed instructions in the report delivered. You may decide to outsource or have additional guidance in the implementation of other recommendations.  Implementation will be customized to your needs.

 

Training for Corporate Leadership, Human Resources, and Diversity and Inclusion Professionals

Learn to look at your hiring, promotion, and compensation processes in a whole new light.  Find the hidden vulnerabilities that are preventing you from achieving your desired goals of equal pay and representation in leadership.  The training will review your current processes for:

  • Job description creation
  • Recruitment efforts including diversity programs
  • Applicant review
  • Interview process
  • Candidate review
  • Compensation package determination
  • Negotiation process
  • Performance review

By the end of the training, you and your team will know how to identify and adjust the hurdles uncovered in your processes.

 

Contact EPN for to discuss your needs.

 

Comment (1)

  • Compensation| September 26, 2022

    […] In interviews, don’t ask for previous pay or for pay expectations.  […]

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