Undergoing a pay equity audit is the surest way to determine whether or not your organization is fairly compensating your most valuable asset – your employees. Moreover, it’s the law and the right thing to do. Employees increasingly expect greater pay transparency. Advocates go further, arguing that anything less than transparency around wages reinforces discrimination and obscures structural inequalities. Furthermore, without a comprehensive understanding of the pay system in your organization, you can’t accurately make decisions regarding issues, such as risk management, recruitment, retention, and employee engagement. Fear-fueled inaction is not a viable option nor an effective compliance strategy. The only way to ensure fair pay is by doing the work to identify and eliminate pay inequities. More and more jurisdictions are even incentivizing pay equity analyses by creating litigation “safe harbors” for employers that do so. A significant investment of time, energy, and resources is required to effectively navigate from audit to implementation. Understanding at the outset what a pay equity audit involves can help ensure the process is successful. This article is the third in the three-part series, Designing a Successful Pay Equity Program, and focuses on: How to Conduct a Pay Equity Audit The Importance of Attorney-Client Privilege How to Implement a Solution and Act Upon Pay Audit Findings …

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