Results for “Pay Equity”
97 results in spaces you can access
- Pay Equity & Transparency · AnsweredSeparate remediation pot or adjustments folded into the annual pay review?base payroll. Finance will support it if it comes out of the 3.5% merit budget. I think that defeats the purpose, because managers will then fund equity fixes by giving lessWren Zhang · 5 replies ·
- Pay Equity & Transparency · AnsweredSpreadsheet regression or a dedicated analysis tool for a 1,200-person company?employee engineering consultancy in Ireland. For two years I have run our pay equity regression in a spreadsheet add-in: log of base pay on gender, grade, discipline, office and tenureFarrah Oyelaran · 5 replies ·
- São Paulo ChapterPay equity reporting under the Brazilian Equal Pay ActWe have now been through several rounds of the transparency report, and each time the published version raises questions I struggle to answer. It compares pay for women and men by broad occupational gSamir Grant · 2 replies ·
- Pay Equity & TransparencyFinance rejected our pay equity remediation budget. How do you make the case?Posting anonymously for obvious reasons. Our regression analysis identified roughly $1.9M of unexplained pay differential across about 340 employees. Finance came back and said the analysis 'doesn't pAnonymous member · 2 replies ·
- Pay Equity & TransparencyOpinion: the adjusted gap has become a way of explaining the problem awayexpect disagreement, which is the reason for posting. I have run pay equity analysis for twelve years, currently at an energy company with about 7,000 employees across the UK and NorwayGrace Zhang · 6 replies ·
- Pay Equity & TransparencyWho signs off your pay equity audit, and is annual really often enough?We are a UK university with around 4,200 staff. Our equal pay auditAnonymous member · 5 replies ·
- Pay Equity & TransparencyLesson learned: we ran the equity analysis before fixing job architecture, and paid twiceDenmark, Sweden and Finland, built up through acquisitions. In 2024 we commissioned a full pay equity analysis using the job titles and local grades we had. It produced a 6.3% adjustedJonas Fischer · 4 replies ·
- Pay Equity & TransparencyUniversity with a separate academic pay spine: one equity analysis or two?Australian university of about 6,500 staff six months ago and have inherited the pay equity review. Academic and professional staff are on different classification structures under the enterprise agreement, with differentMaya Lindqvist · 1 reply ·
- Pay Equity & TransparencyDoes tenure belong in the model when women have shorter service on average?rebuilding the pay equity model for a Canadian credit union of about 1,700 employees, and I am stuck on a specification question rather than a data one. Tenure is a strongXimena Bauer · 0 replies ·
- London ChapterUK gender pay gap reporting alongside the EU DirectiveIn a replywith two outputs. Every employee in every country gets a job architecture level and a pay equity grouping, and the UK statutory figures are simply one report run from that. It tookElif Mensah · 1 reply ·
- Pay Equity & TransparencyPost-acquisition equity review: harmonise pay structures first or analyse the two apart?We are a veterinary services group in the UK, and in March we acquired a competitor, taking us from 3,200 to about 5,100 employees. The acquired business has no grades, pays vets and nurses on individNoor Esposito · 0 replies ·
- Pay Equity & Transparency · AnsweredRelatedManagers hear "unexplained gap" as an accusation. What wording has worked for you?We are an Irish insurer with about 1,900 staff. When we briefed our 160 people managers on this year's analysis, the phrase unexplained gap produced an immediate defensive reaction. Several asked whetFiona Quintero · 4 replies ·
- Pay Equity & TransparencyIs anyone using AI tooling for pay equity analysis yet?Vendors are pitching us hard on AI-assisted pay equity analysis. My instinct is that the statistics here are well understood and the hard part is data quality and judgementPriya Raghunathan · 2 replies ·
- New Member Welcome · AnsweredI am the whole HR department and pay has just landed on my desk. Where first?In a replyacross the EU, the managing director will want to hear it from you first. The Pay Equity & Transparency space covers the practical sideVictor Ueda · 4 replies ·
- Compensation · AnsweredOff-cycle increases: who approves them where you work, and is there a hard cap?In the accepted answersalaried payroll as an off-cycle fund, allocated to each business unit in January. Requests need one of four reason codes: retention risk with evidence, market adjustment, equity correction, or changeRosa Petrov · 5 replies ·
- New York ChapterExecutive pay after the SEC clawback rulesmisconduct without a restatement, should be widened to time-vested equity. As we read it, the mandatory policy only reaches incentive pay tied to financial measures, so anything beyond thatMaya Tanaka · 1 reply ·
- Executive CompensationPre-IPO equity in a PE-backed software business: what happens to the sweet equity at listing?listing is planned within 18 to 24 months. The top 35 managers hold sweet equity that pays out on an exit under a ratchet, and another 200 people have options that vestNadia Haddad · 3 replies ·
- Global & Mobility · AnsweredA strong candidate in Colombia and no entity there. Contractor or employer of record?In the accepted answerpeople in 9 countries on that basis. You get a compliant local contract, statutory payments handled, and a termination process someone local understands. Things to ask the provider before signing: who ownsNoor Esposito · 4 replies ·
- New York ChapterWho is benchmarking hybrid roles in Manhattan?In a replyteam on ranges 9 percent apart. That is going to come up in our next pay equity reviewHenrik Costa · 4 replies ·
- New Member WelcomeHow do you all use this community without it becoming another inbox?In a replyspaces closely and ignore the rest unless I am searching for something: Compensation, and Pay Equity & Transparency because that is my current project. I switched notifications to the weekly digestZoe Fischer · 3 replies ·
- Job Architecture & CareersActing-up and interim appointments: do they count at the acting level, or sit outside it?recorded at their substantive level, so our level distribution, our career path data and our pay equity analysis all describe an organisation that does not quite exist. Do others report peopleSamir Delaney · 0 replies ·
- Global & MobilityOur local-plus package for moves within Asia, with the numbersIn a replyrange, pay them more as base and deal with the internal equity question openly. A shrinking allowance tells them their pay will be cut in year four, and the good ones leaveTheo Yilmaz · 4 replies ·
- Compensation · AnsweredRelatedFirst merit increase for a July hire: pro-rate it, skip it, or pay it in full?Our review is effective 1 January and anyone hired before 1 October is eligible, pro-rated by months worked. I am the only compensation person at an engineering consultancy in Canada with about 600 stMaya Bergström · 3 replies ·
- Global & MobilityLesson learned: mobile employees and trailing tax on equity nobody was trackingWe had an expensive surprise this year. A sales director was granted restricted shares while working in France, moved to our US office after a year, then to Singapore. When the award vested, part of tXimena Hoffmann · 3 replies ·
- CompensationRelatedWhat I learned from running compa-ratio by gender before anybody asked us toNobody had requested it. I ran average compa-ratio by gender within each grade at our Canadian engineering and construction firm, about 2,900 employees, simply to see. Overall the gap was under one poMaya Chen · 3 replies ·
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