Pay equity is a topic that affects everyone, from first-time job seekers who want a fair employer to experienced leaders who want to attract and keep talent that drives innovation.
It seems simple enough, but implementing fair pay is a complex process that requires:
- Good data
- Ongoing reviews
- A willingness to reexamine assumptions about who fills different kinds of roles
- A cultural commitment to compensating every employee appropriately
And, as you’ll see from an Insperity blog post about the topic, pay equity:
- Is required by law
- Offers a competitive advantage
- Requires ongoing commitment to understand, implement and maintain
The push for pay equity has been gaining steam and shows no signs of slowing down. The entire country is subject to the federal Equal Pay Act—which became more aggressive in the 9th circuit in 2018 due to a court ruling—and more than half a dozen states have enhanced their own equal pay acts in the past few years, with many more considering such legislation in the future.
In addition, numerous states and localities have created salary history inquiry bans and created additional protections for employees who want to discuss their wages. And even in states that don’t pass many of their own employment laws, the publicity around this topic is likely to lead to more federal claims.
Interested in learning more? Watch this HR webinar
Click the button below to access the available HR webinar that discussed pay equity laws in depth and learn what steps you can take toward compliance.
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