Pay Equity

Define Comparable Work

Comparable jobs, or comparable work, refers to the positions in your organization where the skills and work are similar regardless of where in the organization they occur or what job families they belong to. Ultimately, a grouping of comparable jobs identifies the roles that have similar responsibilities and value to the organization, involving taking a close look at your organization’s roles, pay structure, and people.

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Collect & Validate Data

Leverage Your Organization’s Data: Our HRIS integration provides automatic synching of your internal data such as your company jobs, employees, and salaries for in-depth analysis.
Manage Variables: Collect data based on your own Analysis Types to use in the pay equity analysis. These typically represent protected classes to test to make sure they are not influencing pay.

Analyze & Document Jobs

Job Description Management: Our JobArchitect^TM module lets you build out your job description library and document jobs in the form of standardized job descriptions that outline the essential responsibilities and specific qualifications to perform a job successfully, such as knowledge, skills, and abilities.
Seamless Integration Across Product: JobArchitect™ links a finished job description to be used for market pricing and directly links to other modules across the Pay Equity Suite.

Build Pay Equity Groups

Intuitive Job Grouping: Pay Equity Groups will auto assign comparable work groups for you using our methodology or you can group jobs together using characteristics like grades, point value, location, or other items.
Create Similarly Situated Groups: Roles with comparable work can be assigned to the same grade, unless there are differences in job content. These job groups are called similarly situated groups (SSGs). Progressions within the grades can be tied to proficiency in compensable factors (skill, accumulated knowledge and increases responsibility).

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

Define Comparable Work

Insights You Need to Get It Right

Frequently Asked Questions

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