Although nearly 75 percent of organizations have started working to address pay equity, only 28 percent of organizations believe they have successfully closed existing pay gaps, according to a Gartner report.
Gartner surveyed over 20,000 employees across 40 countries, analyzed salary data from more than 500,000 employees on Glassdoor, surveyed 75 total rewards leaders and interviewed over 50 heads of HR, total rewards and compensation to understand perceptions and practices of pay equity.
Here are four ways for employers to address pay equity, according to the report.
1. Determine pay gaps among employees by creating narrow groups of workers who do similar work and developing a threshold for equal pay that prioritizes the most critical gaps.
2. Integrate HR partners into making decisions on the organization's pay equity decisions. These partners can monitor pay equity trends in the business and can provide context on where the pay gaps come from and what adjustments will be made to the salaries of new hires.
3. To ensure there are no pay gaps during future hiring, hiring managers can link salary offers to pay equity.
4. If an organization identifies a pay gap, a manager can review these gaps as a final check to ensure the employees identified should receive adjustments. Managers can clarify why affected employees are receiving pay adjustments by openly communicating the purpose behind them.