When performing a pay equity analysis, it’s likely you will find pay gaps that can be correlated to gender, race, or other protected classes. These pay gaps may or may not be illegal discrimination. But while you are evaluating the issue and trying out potential solutions, you want the process to be as confidential as possible.
Getting an attorney involved early can give you that confidentiality.
Download our whitepaper on attorney-client privilege to learn how to keep your pay equity analysis confidential.
Download our free White Paper
