To achieve the maximum benefit from a mature pay equity practice, human resource executives will need the right technology to generate critical data that, when analyzed, can determine how to arrive at equal pay and compensation for employees. Employers must also commit to making pay equity core to their operations, which can be difficult to do.
Ask Julie Harding, senior vice president of people at Veritone, a Denver-based artificial intelligence company that provides an array of prebuilt and custom applications for its customers.
When Harding started working at Veritone in late 2019, pay equity was a concept the company discussed, but as the company’s revenue grew and the demand for AI projects increased during the pandemic, the company focused more intensely on building out a true compensation philosophy—with pay equity as a component.
