Spotlight on equal pay: What your peers are doing to prevent a Google situation
Employers are well aware pay discrepancies between genders could come back to haunt them. As a result, many are taking proactive steps to make sure they prevent or address any problems before it’s too late.
A recent WorldatWork report revealed that 60% of HR pros currently monitor their processes for pay equity issues. What’s more, 43% of HR pros spent more time on equal pay issues this year than they did the previous
The report also identified the various steps employers were currently using to address pay equity.
From regular analysis to internal committees
These steps included:
- Conducting regular analyses to identify possible gender biases (cited by 54% of companies from the study)
- Requiring managers to explain all pay decision (20%)
- No longer asking about job applicants’ slary history (15%)
- Utilizing software or algorithm to determine pay that controls for gender, race, ethnicity, etc. (11%)
- Eliminating slary negotiating based on merit increases or promotions (3%)
- Creating an internal committee to review all pay decisions (3%), and
- Eliminating salary negotiations during hiring (1%).
Eleven percent of companies also cited “other,” 20% didn’t have any formal formals in place to address pay equity and 1% didn’t know if they had anything in place.