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Pay Equity
Build pay transparency trust with precise fair pay software.
Salary.com Pay Equity combines multi-variate regression, comparable-work grouping, AI-driven remediation modeling, and 10+ billion external market data points so organizations can identify pay gaps, control cost, and stay audit-ready.
What is Pay Equity?
Pay Equity is Salary.com's pay-equity analysis and remediation platform built for organizations that need to uncover compensation gaps and correct them with defensible logic. Instead of relying on simple averages, the software uses multi-variate regression to isolate what truly drives pay, helping teams identify potential disparities across gender, race, age, and comparable work groups.
The platform starts with stronger comparisons. It can automatically assign comparable work groups based on skills and responsibilities, creating a more reliable foundation for internal equity analysis. That matters because pay-equity results are only as strong as the job architecture behind them. Once gaps are identified, AI-driven smart remediation modeling helps teams simulate what-if scenarios and calculate the minimum spend needed to remove statistical significance without breaking salary structures.
Pay Equity also connects internal analysis to external market context. Salary.com positions it as the only solution that blends internal equity statistics with 10+ billion external market data points. That helps HR, legal, finance, and compensation leaders move from gap detection to action with clearer compliance support, stronger communication, and more credible compensation decisions.
Key capabilities
Grouping comparable jobs
Accurate analysis starts with accurate grouping. Automatically group comparable jobs using the built-in methodology by skill and responsibility, creating a legally defensible foundation.
Advanced regression analysis
Go beyond averages. Use statistical tools to uncover which factors impact pay and pinpoint potential issues in your organization.
Smart remediation modeling
Fixing gaps shouldn't break the bank. Simulate "what-if" scenarios to find the minimum budget required to eliminate statistical significance while maintaining your salary structure.
Transparency visualizations
Bridge the trust gap. Equip managers with visual reports and Total Rewards statements to confidentially explain "why we pay what we pay" to employees.
Continuous monitoring
Pay equity isn't a one-time event. Get automatic alerts for outdated job, market, or structure data-and integrate with your HRIS to flag potential disparities before offers are made, preventing new gaps from forming.
Who is Pay Equity built for?
| Role | How Pay Equity Helps |
|---|---|
| Compensation Manager | Run regression analyses, compare comparable work groups, and model remediation budgets |
| HR Director / VP of HR | Stay ahead of pay-transparency laws and demonstrate measurable fairness |
| Legal / Compliance Leader | Build a more defensible pay-equity process with audit trails and structured analyses |
| CFO / Finance | Quantify the minimum spend needed to close gaps without overshooting budgets |
How CompAnalyst Pay Equity works
Group comparable employees
The software begins by automatically grouping comparable jobs using built-in methodology based on skill and responsibility. That grouping step creates the analytical foundation for legally defensible reviews, allowing organizations to compare pay within valid peer sets instead of relying on inconsistent title-based assumptions.
Run regression analysis
Pay Equity applies multivariate regression to identify which legitimate factors influence pay and where unexplained disparities may exist. It combines internal equity analysis with more than 10 billion external market data points, so users can assess gaps against both internal structures and verified market context.
Model remediation actions
Once potential issues are identified, the platform models remediation scenarios to calculate the minimum spend needed to remove statistical significance while preserving salary structure integrity. Organizations can also monitor hires and promotions continuously, helping prevent new gaps from forming before offers are finalized.
Why CompAnalyst Pay Equity outperforms competitive tools & HRIS modules
| Feature | CompAnalyst Pay Equity | Competitive Tool | HRIS Modules |
|---|---|---|---|
| Market Data Integration | Native. Uses CompAnalyst's HR-reported market data for external benchmarking. | Limited. Primary focus is internal statistical regression. | Weak/None. Often relies on user-uploaded or outdated survey data. |
| Statistical Analysis | Robust regression for internal gaps across gender, race, and age. | Basic AI and PC-inclusive models for deep root cause analysis. | Basic. Often lacks sophisticated regression for complex global workforces. |
| Remediation Strategy | Aligns pay adjustments with both equity gaps and market competitiveness. | Focuses on statistical gap closure and legal defensibility. | Often limited to simple salary adjustments without broader context. |
| Comparable Work Support | Strong define comparable work through skills/competencies. | Relies on existing data structure or costly add-on modules to clean architecture. | Manual. Typically reflects whatever messy data is currently in the system. |
| Workflow Focus | Full compensation lifecycle (Pricing → Planning → Equity). | Pure-play equity, transparency, and workplace fairness. | Broad HR operations; equity is often a secondary "side project". |
Frequently asked questions
The platform uses multi-variate regression to identify which factors affect pay and to flag potential pay-equity issues more accurately than simple averages.
It can automatically group jobs based on skills and responsibilities, helping organizations create apples-to-apples comparisons for analysis.
Yes. Smart remediation modeling lets teams run what-if scenarios and find the minimum spend needed to eliminate statistical significance while preserving pay structures.
No. Salary.com states that the platform also integrates 10+ billion external market data points for broader compensation context.
Yes. The product includes transparency visualizations and Total Rewards statements to help explain pay rationale more clearly.
No. The platform supports continuous monitoring, including alerts tied to new hires, promotions, and outdated market or structure data.
Salary.com combines comparable-work logic, advanced regression, external market benchmarking, and AI-based remediation modeling in one workflow, helping organizations solve equity issues with more rigor and less guesswork.
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