Pay transparency might be easier to start with than pay inequity, HR Dive points out. A Willis Towers Watson survey last year discovered more than half of employers said they’d make decisions on pay more transparent over the next few years.
Gender and ethnicity are being considered in pay equity analyses by 46 percent of companies surveyed; 36 percent also are considering age.
When it comes to actually adjusting pay, between 1 and 5 percent of a company’s workforce ends up getting an increase, and that increase is about 5 percent on average, the survey found.
C-suite or human resources departments tend to initiate efforts to address pay gaps; HR, with support from legal teams, most often sees them through once a pay equity management program is set up.
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