Pay Equity Deep Dive Series

A comprehensive blog series by pay equity expert Gail Greenfield.

Gail Greenfield, Trusaic's Executive Vice President of Pay Equity and Total Rewards Strategies and Solutions, dives deeply into the topic of pay equity. Learn the fundamentals of conducting a pay equity analysis. Each blog provides actionable strategies you can apply at your organization and sheds light on Trusaic's methodological approach to achieving authentic pay equity through our software solutions and expert guidance.

Access the full series of blogs below to level up your pay equity knowledge and begin the journey to achieving pay equity.

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Part 1: Compensation Philosophy Review and Pay Analysis Group Formation and Testing

Gain a foundational understanding of pay equity. Learn the difference between the explained and unexplained pay gap, and the five steps of a pay equity analysis.

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Part 2: Wage Influencing Factors and Reliability and Robustness Testing

Identifying wage influencing factors starts with your compensation philosophy. Determine what factors your organization values and rewards to begin your analysis.

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Part 3: Tainted Variable Analysis and Root Cause Assessment

In this blog, we discuss how to identify potentially tainted WIFs. We also discuss how to prevent pay inequities from recurring by conducting a root cause assessment.

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Part 4: Developing a Remediation Strategy

Once you’ve created your Pay Analysis Groups (PAGs), consolidated and refined your WIFs), and conducted reliability and robustness testing, you’re ready to develop your fair pay strategy.

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Part 5: Key Considerations When Developing a Remediation Strategy

As we continue our discussion of developing a remediation strategy, we discuss setting a budget, how best to allocate your budget, and best practices for conducting an employee-level review.

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Part 6: Preventing Pay Inequities

Compensation decisions should be in alignment with internal equity at every stage of the employee lifecycle. In this blog, learn how to leverage your pay equity analysis to prevent pay inequities.

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Part 7: Pay Equity Methodology Myths and Misconceptions

By sharing and scrutinizing common myths and misconceptions, we aim to help organizations refine their methods to address pay equity more effectively.

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Part 8: Pay Equity Methodology Myths and Misconceptions Continued

We reveal three more myths and misconceptions, which dive deeper into pay equity analysis, examining intersectionality, reference class practices, and remediation.

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Part 9: Evaluating Remediation Effectiveness

If an organization spends $X on pay adjustments, will pay disparities fall by $X, by more than $X, or by less than $X?. We explain how to answer this by calculating the ROI of your remediation efforts.

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Part 10: Proactive vs. Reactive Pay Equity

There are two approaches to pay equity analysis: proactive and reactive. Understand the difference between the two and you should favor one over the other.

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Part 11: Pay Equity Deep Dive Part 11: Detecting Pay Disparities

By creating appropriate pay analysis groups for your pay equity analysis, you will be better able to identify pay disparities. Learn how to achieve this in our deep dive blog.

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