With a world-class Net Promoter Score of 75, Trusaic is trusted

by robust and innovative companies worldwide.

 

The time to achieve pay equity is now.

 

Empower your business to become more diverse, equitable, and inclusive—all while reducing litigation risks and increasing profitability, transparency, and public reputation. In a rapidly evolving landscape, Trusaic combines state-of-the-art data, analytics, and regulatory expertise to help companies achieve pay equity. Here’s how:

PayParity Wheel

Step 1: Conduct a Pay Gap Risk Assessment

The first step in creating a more fair and inclusive workplace is to conduct a Pay Gap Risk Assessment. By compiling and analyzing workforce data from disparate platforms, we provide employers with a clear picture of pay discrepancies between groups, at every tier of an organization. When pay gaps exist, the next step is a Pay Equity Audit.

Steps 2-10: Pay Equity Auditing


For employers, a Pay Equity Audit (PEA) offers essential insights: not only what’s wrong, but actionable strategies for getting things right.

 

            Better workplace. Better business.


At the core of diversity, equity, inclusion, and access (DEI&A) initiatives is verifiable, measurable progress. We move beyond raw, disorganized data to perform advanced analytics and provide custom expertise. Ultimately, we support authentic change, improving both the quality of workplaces and the bottom line.

 

    • Laying the Groundwork
      We establish attorney-client privilege to protect our clients, then work closely with your company to establish a project team and set goals. We identify legitimate business factors (LBF) to clarify pay discrepancies, and pay analysis groups (PAG) specific to your organization.

 

    • Data Wrangling & Prepping
      Using our proprietary Workforce Analytics MachineSM, we compile, clean, and assess data from both structured and unstructured sources across disparate platforms.

 

    • Regulatory Expertise
      We help companies not only meet the regulatory requirements of equal pay for equal work, but to sustain more diverse, inclusive, and equitable workplaces.

“Beyond minimizing regulatory risk and potentially expensive litigation, there is a desire by most companies for the good optics of creating a level playing field for all workers. Achieving this ideal takes directed effort, beginning with a proper audit of where a company stands on pay for all employees.”
-Harvard Business Review Analytic Services Report

Steps 11-12: Monthly and Annual Reporting on Diversity, Equity, & Inclusion


At Trusaic, we understand that in order to be sustainable, progress must be measurable. That’s why we offer not only annual but monthly reporting.

Diversity Equity Inclusion Graph

Beyond the legal dynamics of achieving pay equity, it’s vital for employers to consider diversity, equity, inclusion, and access in every area and at every tier of their organizations. This includes examining hiring, promotion, and retention practices at all levels, and supporting inclusive programming that’s actionable, sustainable, and effective.

Pay Equity Law, in the U.S. and Worldwide

 

            Pay Equity is a civil right.


For employers, a Pay Equity Audit (PEA) offers essential insights: not only what’s wrong, but actionable strategies for getting things right.

 

The pay equity landscape is shifting dramatically, both internationally and within the U.S. Since its enactment in 1963, the Equal Pay Act has required that men and women in the same workplace be awarded equal pay for equal work. Likewise, pay discrimination is a civil rights violation and protects not only gender but also race, ethnicity, and other protected categories under Title VII of the Civil Rights Act of 1964. In conjunction with the Office of Federal Contract Compliance Programs (OFCCP), companies that work directly with government organizations are at risk of losing their contracts if they fail to comply with federal pay equity guidelines.

 

Beyond federal legislation, in recent years, individual states are leading the way with regard to pay equity enforcement. States like California, New York, New Jersey, Illinois, and others are expanding definitions of what is considered “similarly situated” or “comparable work,” while Massachusetts, Oregon, and Colorado offer equal pay safe harbors to encourage pay equity remediation among employers.


Outside the U.S., new pay equity legislation in Europe and Canada is placing additional strictures on multinational companies. Regulations such as France’s requirement that businesses with over 50 employees measure gender wage gaps and equality wage indexes across multiple metrics, along with Iceland’s requirement that employers with over 25 employees receive independent pay equity verification, are not only driving greater transparency, but are lending momentum to the pay equity movement around the world. Whereas a majority of pay equity audits in the UK are conducted in response to legislation, over 50% of pay equity auditing in the U.S. is motivated by market pressures, such as hiring and retention of employees.


In order to remain competitive in both domestic and global markets, companies are increasingly recognizing the importance of pay equity.


At Trusaic, we’re committed to helping our clients achieve pay equity, every step of the way. Combining comprehensive data solutions, multi-tiered analytics, and unrivaled regulatory expertise, we offer custom pay equity services with both monthly and annual reporting.


When it comes to achieving pay equity, our world-class Net Promoter Score of 75 is proof that we don’t just get the job done, we get it done right. We look forward to helping you create a stronger business, with a more diverse, inclusive, and empowered workforce.


Contact Trusaic to receive a free Pay Gap Risk Assessment.