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This summer, Ireland implemented a far-reaching pay equity legislation, the Gender Pay Gap Information Act 2021. This legislation requires employers to begin reporting on their gender pay gaps. Companies will need to report differences in the mean and median pay between male and female employees. And if there’s a pay disparity, the company will need to provide a written explanation for it and outline any steps planned to close the gap.

As pay transparency laws continue to gain traction across the US, California employers are getting ready to comply with the state’s new pay reporting and pay disclosure law. It was signed by Governor Newsom on September 27, 2022.

PayAnalytics looks back on a productive 2022. We rolled out several new features to support customers on their pay equity journeys, and we celebrated big milestones for several of our customers. In addition, our team presented at conferences and published their research to promote pay equity worldwide.

Companies hiring in New York City have been changing the way they advertise job openings in response to the new pay transparency law. The New York City pay transparency law's effective date was November 1, 2022, and since then, companies with four or more employees must post the pay range for every job posting. The law covers all NYC-based companies. It also covers companies beyond city limits posting remote jobs that may be filled by NYC-based workers.

It’s becoming more urgent for companies to take action on pay equity. This shift is driven by new legislation and by increased awareness on the part of both consumers and employees. You can begin your journey by collecting employee data, grouping similar employees, and running a pay equity analysis. This article tells you how.

People analytics tools have the potential to improve pay equity, yet they can also deepen existing bias. This article outlines a four-step process to help organizations avoid this pitfall and become bias-aware.

Les écarts salariaux démographiques constituent aujourd'hui un problème croissant, les organisations et les gouvernements cherchant des solutions pour garantir l'égalité de rémunération. Deux notions sont régulièrement appelées « l'écart salarial ». Quelle est la différence entre l'écart salarial ajusté et l'écart salarial non ajusté ?

Chez PayAnalytics, nous parlons souvent d’égalité salariale pour des travaux de valeur égale. La Loi sur l’équité salariale du Canada, entrée en vigueur août 2021, adopte une approche unique pour atteindre cet objectif. Généralement, les exigences en matière d’équité salariale se concentrent sur la rémunération des hommes et des femmes réalisant un travail similaire, mais le Canada se concentre désormais sur la valeur de l’emploi pour l’employeur.

Les 2022 prix allemands de Gestion des Ressources Humaines (Personalwirtschaftspreis) ont été décernés à Cologne au début du mois de septembre. Allianz, la compagnie d'assurance mondiale basée en Allemagne, a remporté le premier prix dans la catégorie Technologie et Digitalisation des Ressources Humaines pour son approche globale visant à combler l'écart salarial au niveau mondial. Ce projet garantit l'égalité salariale pour plus de 100 000 employés dans plus de 70 pays, ce qui signifie que dans les compagnies d'assurance Allianz les femmes et les hommes ont la même rémunération pour des travaux égaux ou comparables.

Last week, our founders David Anderson and Margret Bjarnadottir presented their academic work at the WorldatWork Workplace Equity Forum 2022 in Austin, Texas.

We are very excited to announce that PayAnalytics has won the Nordic Fintech Impact Award! The win was announced on September 27 during this year’s annual Nordic Fintech Week.

Two of our founders, Margret Bjarnadottir and David Anderson, will speak at the Workplace Equity Forum '22 this October in Austin, Texas. The conference will feature speakers offering new perspectives on how to think about diversity, equity, and inclusion.