Achieving Pay Transparency
Organizations are facing undeniable pressure to achieve pay transparency, from legislative mandates to market pressure resulting from high employee turnover and even higher recruiting costs. This presentation discusses the steps needed to create pay transparency, from establishing a pay philosophy to ensuring your pay practices are aligned with stated DE&I goals. In creating transparency, you are diminishing organizational risk and, most importantly, creating a culture of trust in which your employees feel valued.
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Key Speakers: Achieving Pay Transparency
Garry Straker
Senior Compensation Consultant
"When companies take the time to ask whether greater pay transparency can support and reinforce organization culture and values, in a way that elevates the employee experience, the answer is inevitably ‘yes’. Pay transparency is a continuum; the team at Salary.com is at the forefront of helping companies achieve the right balance that meets immediate expectations of employees and stakeholders, and their future aspirations."
David Cross
Senior Compensation Consultant
"Remote work translates into a more fluid, and potentially volatile, market for how employees move from company to company. This double-edged sword means that there's a broader selection of talent from which to hire, but there is also an increased retention risk to the current workforce. We’re helping organizations design rewards that attract skilled employees into the business, while retaining their high-performing current employees."
Greg Wolf
Managing Principal,Salary.com Consulting Practice
"Developing a compensation philosophy is a critical first step in achieving pay equity in an organization. We help companies define a philosophy that describes how total rewards programs support their business goals and objectives and align with company culture and values. When done right, a compensation philosophy serves as a compass that will help drive consistency in the decisions an organization makes around compensation."
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