Articles et blogs

PayAnalytics’ new Workplace Equity feature helps organizations move beyond equity in pay alone. This feature helps companies analyze diversity and representation among current employees, new hires, and employees who exit the organization, and it looks for demographic differences in who receives raises and promotions.

In 2023, Washington State will be expanding its pay transparency requirements. The state already required employers to disclose a job’s minimum pay when making an applicant a job offer. But under the new law, companies will have to disclose pay ranges in the job posting itself.

In summer 2022, 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.

Les écarts salariaux démographiques constituent aujourd'hui un problème croissant, les organisations et les gouvernements cherchant des solutions pour garantir l'égalité salariale. 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.

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

"With the right tools, supported with the right data, we can bring about workplace transformation and pay equity."

In the latest issue of Dynamic Magazine, our founder Margrét shares valuable insights for leaders using data analytics or AI on their pay equity journeys.

In a recent blog post for the German HR magazine Trend Report, PayAnalytics Co-founder Margrét Bjarnadóttir explained how important it is to recognize the limitation of AI-based HR tools when making important decisions about hiring, compensation, promotions, and training opportunities. Even when workplaces do strive for equity, their data can still reflect historical biases and discriminate on the basis of ethnicity, gender, and class. Hence, to improve pay equity, companies need to find the right tools, identify where there are potential biases, and take the necessary steps to eliminate those biases.

Margret, our co-founder, Dr. Marie Louise Sunde, Founder and CEO of Equality Check, and Tuula Rytila, Corporate Vice President at Microsoft Digital Stores had an inspiring discussion on a panel on gender equity at the Nordic Innovation Summit two weeks ago. The panel was called "The Scandinavian DEI Paradox—Not So Paradoxical?" referring to the fact that while the Nordics consistently score at the top of every equality scale, women are still underrepresented on boards and in top management.