When organizations look to build more diverse and equitable workplaces, pay equity is one of the most important, yet complex and sensitive issues involving legal, social, economic and cultural implications. A recent report detailed that over the past 25 years, the gender pay gap shrunk by only 8 cents. This disparity looks even more stark when considering other intersections of identity, such as race. The lack of proactive and meaningful change suggests that organizations need transformative and data-driven strategies to be successful. This is a three-part series of contributed articles authored by Trusaic that explore the motivations and circumstances underlying pay equity auditing and key considerations for taking pay equity from audit to implementation. Specifically, the series will cover: How organizations and leaders approach pay equity – what are the objectives and key considerations in the pay equity audit process Addressing complexity in data – how to ensure accuracy and quality of data Implementing a sustainable pay equity program – performing ongoing maintenance and recurring analysis to achieve pay equity Conducting a thorough pay equity audit is an important step in addressing compensation inequality among employees…

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