Pay Equity

Continuous Pay Analysis

Manage your pay equity process as frequently as you like and archive all results for audit purposes.

See it in Action Pay Equity Trial

Refresh Data

Automatic Alerts: Receive automatic alerts regarding out-of-date information in job description, market pricing, or structure areas.
Ongoing Updates: Update job content, structures, and other key areas whenever there’s an event tied to compensation, such as a new hire, performance review, promotion, or termination.

Insights You Need to Get It Right

The latest research, expert advice, and compensation best practices all in one place.

The Plunkett Pay Equity Framework™ WHITE PAPER

The Plunkett Pay Equity Framework prescribes a six-step methodology to attain pay equity

The Power of Pay Equity WHITE PAPER

Addressing pay equity requires a process to ensure that everyone is paid equally.

Understanding the Gender Pay Gap in America Blog

Women in the United States earn 80 cents for every dollar paid to men.

Embracing Fair Pay in the War For Talent White Papers

Learn how organizations are using market data to establish equitable pay structures.

Building and Analyzing Salary Structures WHITE PAPER

Learn how to maintain and update pay structures within your organization.

See More Resources

Frequently Asked Questions

What Is Pay Equity?

How we define pay equity has evolved over recent years. Pay equity today ensures equal compensation for comparable roles, emphasizing internal fairness, external competitiveness, and clear, transparent communication. From the employee perspective, we're seeing them view pay equity through a broader lens. Yes, employees want to know that they are being paid fairly, but now they also want assurances that everyone else in their company is paid fairly, too.

How Does Equity Pay Work?

Pay equity processes ensure employees are compensated fairly based on the value of their work, regardless of factors like gender, race, or other personal characteristics. This involves assessing roles for comparable responsibilities, skills, and qualifications, conducting regular pay audits to identify disparities, and aligning compensation with job market standards. Transparent pay communication and consistent reviews help maintain fairness and compliance with pay equity laws.

How to Do a Pay Equity Analysis?

To conduct a pay equity analysis, start by defining the scope, collecting employee data (job titles, pay rates, and demographics), and grouping comparable roles. Analyze pay gaps using statistical methods, investigate causes, and address unjustified disparities through adjustments and policy changes. Learn how you can easily and effectively do this with CompAnalyst Pay Equity Suite.

Why Is Pay Equity Important?

Paying equitably and fairly offers both ethical and business advantages. Fairly compensated employees tend to be more productive and innovative, while employers who prioritize pay equity foster an environment that attracts and retains top talent. In recent years pay equity and pay transparency have become the law.

What Should Be Included in a Pay Equity Audit?

A pay equity audit should include employee data, job classifications, current compensation policies, a detailed analysis of pay gaps, a root cause analysis, an action plan for improvement, and a compliance review to ensure adherence to legal standards.

How Big Is the Gender Pay Gap?

On average, in the U.S., women make 83 cents for every dollar men earn. The gender wealth gap is even worse, as women have only 32% of the wealth men have accumulated.

Pay Equity

Continuous Pay Analysis

Insights You Need to Get It Right

Frequently Asked Questions

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