Pay transparency communications calculator
This calculator will help you effectively communicate your pay equity efforts to key stakeholders. Identify your target audiences and determine the level of transparency you wish to maintain. Based on this information, the calculator will provide sample communications and tailored guidance for each audience.
Step
1 Who do you want to communicate pay to?
Step
2 Your Information
Pay Transparency
Communications Guidance
Audience: HR
Desired Level of Transparency: High
Instructions:
1
Compensation sends email to all of HR (or sends to HR department heads who cascade to their teams).
Key Communication Considerations
- Inform HR that a pay equity review has been conducted and a small number of potential pay disparities have been identified.
- Inform HR of intention to conduct review and make pay adjustments as necessary.
- Inform HR of communication plan to communicate adjustments to leaders, managers, and employees.
- Ask to keep information confidential.
2
Compensation sends email to HR Business Partners who will be assisting with the review process.
Key Communication Considerations
- Inform HR Business Partners that a privileged and confidential pay review has been conducted.
- Inform HR Business Partners of their role in communicating the results to leaders, managers, and employees.
- Ensure confidentiality of the pay equity analysis results.
Want help crafting a custom pay equity communications plan?
Audience: HR
Desired Level of Transparency: Medium
Instructions:
1
Compensation sends email to all of HR (or sends to HR department heads who cascade to their teams).
Key Communication Considerations
- Inform HR a pay equity review has been conducted and a small number of potential pay disparities have been identified.
- Inform HR of intention to continue review and make pay adjustments as necessary.
- Inform HR of communication plan to communicate adjustments to leaders, managers, and employees.
- Ask to keep information confidential.
2
Compensation sends email to HR Business Partners who will be assisting with the review process.
Key Communication Considerations
- Inform HR Business Partners that a privileged and confidential pay review has been conducted.
- Inform HR Business Partners of their role in communicating the results to leaders, managers, and employees.
- Ensure confidentiality of the pay equity analysis results.
Want help crafting a custom pay equity communications plan?
Audience: HR
Desired Level of Transparency: Low
Instructions:
1
Compensation sends email to HR Business Partners who will directly assist with remediation process.
Key Communication Considerations
- Inform HR Business Partners that a privileged and confidential pay review has been conducted.
- Inform HRBPs they will be asked to assist with reviewing individuals being considered for a pay adjustment.
- Inform HR Business Partners of their role in communicating the results to leaders, managers, and employees.
- Ask to keep information confidential.
Want help crafting a custom pay equity communications plan?
Audience: Leadership
Desired Level of Transparency: High
Instructions:
1
CHRO sends email to all leaders after employee-level review has been completed.
Key Communication Considerations
- Explain that a privileged and confidential pay equity review was conducted and a small number of potential pay disparities were identified.
- Provide the number of employees who will require pay adjustments.
- Provide where the budget for these adjustments is coming from.
- Provide division/business/unit breakdown of pay adjustments.
- Provide details about the communications plan.
Want help crafting a custom pay equity communications plan?
Audience: Leadership
Desired Level of Transparency: Medium
Instructions:
1
HR Business Lead sends separate email to each leader they support after employee-level review has been completed.
Key Communication Considerations
- Explain that a privileged and confidential pay equity review was conducted and a small number of potential pay disparities were identified.
- Provide the number of employees who will require pay adjustments in their business unit.
- Provide where the budget for these adjustments is coming from.
- Provide division/business/unit breakdown of pay adjustments.
- Provide details about the communications plan.
Want help crafting a custom pay equity communications plan?
Audience: Leadership
Desired Level of Transparency: Low
Instructions:
1
HR Business Lead sends separate email to each leader they support after employee-level review has been completed.
Key Communication Considerations
- Explain that a privileged and confidential pay review was conducted.
- Provide the number of employees who will require pay adjustments in their division/business/unit.
- Provide where the budget for these adjustments is coming from.
- Provide details about the communications plan.
Want help crafting a custom pay equity communications plan?
Audience: Managers
Desired Level of Transparency: High
Instructions:
1
HR Business Partner sends separate email to each manager they support after employee-level review has been completed.
Key Communication Considerations
- Inform managers that a pay equity review was conducted to ensure employees’ wages at the company are internally equitable.
- Provide them details about which of their employees require a base pay adjustment as a result of the review.
- Note that this adjustment is in addition to the manager’s recommended merit increase for employees.
- Provide communication talking points to the manager and a deadline for when the pay adjustments must be communicated.
Want help crafting a custom pay equity communications plan?
NOTE: This communication assumes pay equity adjustments are combined with merit adjustments. You may decide that managers in this case require special talking points beyond the standard merit adjustment talking points. If so, click the Pay Equity Adjustment Communication Button below to view a sample communication for pay equity adjustments separate from merit.
Audience: Managers
Desired Level of Transparency: High
Instructions:
1
HR Business Partner sends separate email to each manager they support after employee-level review has been completed.
Key Communication Considerations
- Inform managers that a pay equity review was conducted to ensure employees’ wages at the company are internally equitable.
- Provide them details about which of their employees require a base pay adjustment as a result of the review.
- Provide communication talking points to the manager and a deadline for when the pay adjustments must be communicated.
Want help crafting a custom pay equity communications plan?
Audience: Managers
Desired Level of Transparency: Medium
Instructions:
1
HR Business Partner sends separate email to each manager they support after employee-level review has been completed.
Key Communication Considerations
- Inform managers that a recent compensation review was conducted to ensure wages are internally consistent.
- Provide them details about which of their employees require a base pay adjustment as a result of the review.
- Note that this adjustment is in addition to the manager’s recommended merit increase for employees.
- Provide communication talking points to the manager and a deadline for when the pay adjustments must be communicated.
Want help crafting a custom pay equity communications plan?
NOTE: This communication assumes pay equity adjustments are combined with merit adjustments. You may decide that managers in this case require special talking points beyond the standard merit adjustment talking points. If so, click the Pay Equity Adjustment Communication Button below to view a sample communication for pay equity adjustments separate from merit.
Audience: Managers
Desired Level of Transparency: Medium
Instructions:
1
HR Business Partner sends separate email to each manager they support after employee-level review has been completed.
Key Communication Considerations
- Inform managers that a recent compensation review was conducted to ensure wages are internally consistent.
- Provide them details about which of their employees require a base pay adjustment as a result of the review.
- Provide communication talking points to the manager and a deadline for when the pay adjustments must be communicated.
Want help crafting a custom pay equity communications plan?
Audience: Managers
Desired Level of Transparency: Low
Instructions:
1
HR Business Partner sends separate email to each manager they support after employee-level review has been completed.
Key Communication Considerations
- Inform managers that a recent compensation review was conducted to ensure wages are market competitive and internally consistent.
- Provide them details about which of their employees require a base pay adjustment as a result of the review.
- Note that this adjustment is in addition to the manager’s recommended merit increase for employees.
- Provide communication talking points to the manager and a deadline for when the pay adjustments must be communicated.
Want help crafting a custom pay equity communications plan?
NOTE: This communication assumes pay equity adjustments are combined with merit adjustments. You may decide that managers in this case require special talking points beyond the standard merit adjustment talking points. If so, click the Pay Equity Adjustment Communication Button below to view a sample communication for pay equity adjustments separate from merit.
Audience: Managers
Desired Level of Transparency: Low
Instructions:
1
HR Business Partner sends separate email to each leader they support after employee-level review has been completed.
Key Communication Considerations
- Inform managers that a recent compensation review was conducted to ensure wages are market competitive and internally consistent.
- Provide them details about which of their employees require a base pay adjustment as a result of the review.
- Provide communication talking points to the manager and a deadline for when the pay adjustments must be communicated.
Want help crafting a custom pay equity communications plan?
Audience: Employees
Desired Level of Transparency: High
Instructions:
1
Ensure your employees are able to access the following information through HRIS or other internal network.
Key Communication Considerations
Prepare and make available the following materials for employees to access:
- Company’s pay philosophy, including statement about pay equity.
- Description of key compensation elements (e.g., base pay, bonus, equity).
- Description of how pay is determined.
- Information on company’s career architecture and career paths available.
- Information on pay ranges for all roles.
Want help crafting a custom pay equity communications plan?
Audience: Employees
Desired Level of Transparency: Medium
Instructions:
1
Ensure your employees are able to access the following information through HRIS or other internal network.
Key Communication Considerations
Prepare and make available the following materials for employees to access:
- Company’s pay philosophy, including statement about pay equity.
- Description of key compensation elements (e.g., base pay, bonus, equity).
- Description of how pay is determined.
- Information on company’s career architecture and career paths available.
- Information on pay range for employee’s current role.
Want help crafting a custom pay equity communications plan?
Audience: Employees
Desired Level of Transparency: Low
Instructions:
1
Ensure your employees are able to access the following information through HRIS or other internal network.
Key Communication Considerations
Prepare and make available the following materials for employees to access:
- Company’s pay philosophy.
- Description of key compensation elements (e.g., base pay, bonus, equity).
- Description of how pay is determined.
- Information on company’s career architecture and career paths available.
- Information on pay range for employee’s current role (if required by law).
Want help crafting a custom pay equity communications plan?
Audience: Public
Desired Level of Transparency: High
Instructions:
1
Organization posts on company website, social media, or other.
Key Communication Considerations
- Determine who will develop external communications (Preferably orchestrated by a Marketing/Communications Team).
- Provide statement about organization’s commitment to pay equity.
- Provide details of external vendor you partnered with to conduct a pay equity analysis of your workforce.
- Optional: provide details of what the pay equity analysis results yielded and how much you spent to remediate discovered pay disparities.
Want help crafting a custom pay equity communications plan?
Audience: Public
Desired Level of Transparency: Medium
Instructions:
1
Organization posts on company website, social media, or other.
Key Communication Considerations
- Determine who will develop external communications (Preferably orchestrated by a Marketing/Communications Team).
- Provide statement about organization’s commitment to pay equity.
- Provide details of external vendor you partnered with to conduct a pay equity analysis of your workforce.
- Optional:Provide statement that you have made compensation adjustments for affected employees.
Want help crafting a custom pay equity communications plan?
Audience: Public
Desired Level of Transparency: Low
Instructions:
No public statement about your pay equity efforts.