Think back to the beginning of the pandemic…parents took on roles as teachers, caretakers and much more in addition to their full-time jobs. Further, countless articles suggest that women took on the bulk of those responsibilities and, despite the additional duties in and out of the home, industry data still indicates that women earn 85% of what a man makes. Many companies pride themselves on being inclusive but fail to create total inclusivity through gender-based pay equity.
The idea of pay equity has been around for years but the big question is…How do we combat discrepancies and work toward closing the pay gap? With the help of your leadership team, you can work to close the pay gap. When creating an action plan with your team, keep these in mind to help you become a more inclusive workforce.
Conduct internal and industry audits. By utilizing people data to benchmark pay and demographic data, HR teams get a much deeper understanding of their currently salary snapshot as it relates to gender, location and age. Technologies such as predictive people analytics can even provide aggregate data from other employers the technology serves. Additionally, being able to drill down on turnover rates by key demographics can show where some managers may need additional training if churn is not in line with other departments or focused on a certain demographic. Finally, predictive people analytics allows people professionals to “test” what could work such as a raise’s role on retention. HR Leaders are ready to invest in the technology this year, in fact 40 percent say they are planning to invest in HR analytics in 2023.
Set goals.Once benchmarking is accurate and successful, it does not good without showing patterns of improvements (hopefully). Pay equity goals will not only need to be set but also tracked such as with quarterly business reviews. Project “ambassadors” can be responsible for keeping the goals on track and for proper steps to take and reporting of the progress.
Eliminate unconscious biases: What the previous steps suggest is important, but organizations will be no better for them without employee and manager training. There are so many resources available for identifying and eliminating unconscious biases. Not only does this help leaders close the pay gap but it also improves the employee experience, as trainings is one of the top ways to keep employees engaged according to a recent survey of full-time employees.
Continue to be flexible. We’re now fully in the post-pandemic life and as a workforce we’ve truly changed the way we work. Many remote roles have transformed into a hybrid role to some capacity. Or those that return to fully in office offer the option of an occasional remote setting. Regardless of where employees work there’s a common theme with many companies now: flexibility. The newfound flexibility for many employees brings us closer to closing the pay gap and opens opportunities for women to grow in their career regardless of their home life.Many HR Leaders continue to enforce this flexibility to promote a better work-life balance (48 percent).
Begin at hiring: Revisiting job postings and removing requirements such as college degrees or certifications can eliminate some of the reasons for pay gaps especially for people of color. Additionally, recruiters have found success in asking candidates about their experience rather than education and not harping on employment gaps. As of now, 40 percent of companies are not addressing pay gaps between genders and/or race. Those that are addressing it are doing so by leading with pay transparency, it remains the top way to address the pay gap within the organization at 53 percent. With Pay Transparency laws become more widespread, many companies are starting to follow suit and put page ranges within a job description and avoid asking about past salaries.
The Bottom Line
Keeping top talent is the biggest stressor this year for HR Leaders. By addressing the pay gap and establishing these best practices, your company can turn pay equity from a trend to a reality, and in turn help with retaining those top employees regardless of their gender.
Those shadow giants in the distance in Elden Ring Nightreign are over 2 miles tall—almost as big as the Erdtree—and nobody even mentions them in the game
MMORPG Lord Nine: Infinite Class выпустят в Юго-Восточной Азии 31 июля
The Expanse RPG's developers are 'humbled' by comparisons to BioWare's heyday, but don't expect it to be a straight Mass Effect clone: 'We make our story a little bit differently'
I've swapped modern live service games for a browser game that's been running since 2009
