How a Leading Aerospace Supplier Delivered Pay Equity

The organization faced inconsistent pay decisions without a defined compensation philosophy, limited clarity on how pay compared to market benchmarks, and pay equity risks that required rigorous analysis across protected classes. Existing salary bands also had structural gaps that needed recalibration to reflect market trends and internal equity goals.

Salary.com's consultants partnered with stakeholders to build an end-to-end approach: define pay principles, assess external competitiveness, quantify equity risk, and redesign structures to sustain progress.

• Stakeholder workshops to create a Compensation Philosophy statement for fair, consistent, and competitive pay decisions
• Market pricing 800+ roles with CompAnalyst Market Data and identifying that 15% of roles lagged market medians
• Multi-variate regression analysis to pinpoint equity risks, including a 7% unexplained pay gap for women in mid-level operations roles and minorities in entry-level roles earning 5% below peers with similar qualifications
• Modeling a $1.2M remediation budget to adjust impacted salaries without creating new disparities
• Updating salary bands using regression analysis, geographic differentials, and zone-based labor cost adjustments, with narrower spreads for high-demand roles to curb pay compression
• Introducing CompAnalyst Pay Equity Suite with training and support so the team can monitor internal equity and external competitiveness on an ongoing basis

Achieved 100% market alignment across benchmarked roles and closed 95% of unexplained pay gaps within 12 months. With updated salary bands and a clear Compensation Philosophy in place, leaders could make more consistent decisions, reduce turnover risk in critical engineering and sales functions, and reinforce the employer brand through a commitment to pay equity.