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What do people analytics, ESG reporting, the metaverse, and employee retention have in common?

Algorithmic people analytics tools promise to make hiring and promotion decisions easier. However, these tools can sometimes end up recommending biased decisions. So what is an HR professional to do? Join PayAnalytics co-founder Margrét at the WorldatWork Total Rewards conference in San Diego for some real-world insight into how to apply people analytics tools fairly.

Reforms to Australia’s Workplace Gender Equality Agency (WGEA) have expanded the scope of pay gap data reporting. By 2025, new reporting requirements will lead to personalized pay gap reports for each employer.

Learn about pay equity, why it’s important, where the pay gap comes from, how companies can start closing it, and much more. We continually update this page with fresh resources.

In Maryland, the Equal Pay for Equal Work Act not only prohibits gender-based pay discrimination but also has several transparency requirements. These include providing the pay range to applicants on request and a prohibition against asking for salary history. The law also protects employees’ rights to discuss their pay.

PayAnalytics includes a pay gap correction feature to help clients comply with the EU pay transparency directive. This feature, introduced in early 2023, lets users target raises to specific groups of employees in order to plan corrective action.

In 2021, the US state of Connecticut passed a new pay transparency law with four major parts: equal pay for comparable work, wage range disclosure in job postings, ban on seeking/using an employee’s wage history, and freedom to discuss pay.

Pay equity is important in companies of all sizes. Yet organizations with small populations face unique challenges when conducting a pay equity analysis. This article reviews some of these concerns and ways to address them.

While there is no comprehensive federal pay transparency law in the United States, pay transparency laws at the state and city level are becoming increasingly prevalent. These regulations require employers to be more transparent with salary ranges and benefits, and they aim to help promote fairness and equity in the workplace.

Over the last several years, Portugal has strengthened its pay equity laws. They emphasize transparency, and employers with gender pay gaps may be asked to create a pay equity evaluation plan. This short article provides information to help employers in Portugal be prepared and proactive.

Japan has the largest gender pay gap of any G7 nation. To promote workplace equality, keep women in the labor force after childbirth, and increase advancement opportunities, the country recently made changes to its pay gap reporting requirements.

How can your organization address pay equity issues while also coping with economic and workforce challenges? On March 14, join PayAnalytics founder Margrét Bjarnadóttir and several other pay equity solution providers for a panel discussion on this topic. This live virtual event is hosted by WorldatWork and free to attend.