Articoli e blog

Pay transparency has been regarded as an essential device to address and close pay gaps resulting from demographics, such as gender and race. New legislation, worldwide, aimed to address the gender pay gap - has in common an emphasis on more transparency in pay and pay decisions.

Il 3 dicembre 2021 l'Italia ha firmato una nuova legge sulla parità retributiva (Legge 162/2021) che mira ad affrontare il divario retributivo tra uomini e donne e a incoraggiare la partecipazione delle donne al mercato del lavoro. La legge introduce alcune importanti modifiche al Codice delle Pari Opportunità (D.Lgs. 198/2006), il quale vieta qualsiasi discriminazione retributiva, diretta ed indiretta, per uno stesso lavoro o un lavoro al quale è attribuito pari valore. La nuova legge, incentrata su trasparenza e premi, è in linea con il Piano Nazionale di Ripresa e di Resilienza (PNRR), il quali contiene, tra le altre cose, una Strategia Nazionale per la parità di genere 2021-2026.

Harvard Business Review just published this article, which is written by two of PayAnalytics' founders, Professors Margrét Bjarnadóttir and David Anderson, along with Professor David Gaddis Ross. It discusses how automation is changing HR and what we need to be aware of when applying Automation and AI in People Analytics.

En este artículo respondemos a las preguntas más frecuentes sobre la nueva legislación española en materia de igualdad retributiva.

Companies in Spain are now obligated to take action to ensure equal pay for work of equal value. DireACTIVAS, one of our partners in Spain, wrote an article (in Spanish) on the new legislation and the potential impact it will have on equality in Spain. We are happy to assist Spanish companies in fulfilling the requirements of the new legislation - and our solution is of course also in Spanish!

42% of organizations are planning for pay equity adjustments in 2020 according to the recently published @WorldatWork 2019-2020 Salary Budget Survey. Is yours one of them? PayAnalytics can help. Our customers use PayAnalytics to assist them in every step on the way towards a transparent and fair pay structure. Our software solution recommends individual raises to close the gap, quickly detects outliers, gives an overview of the cost to help with the budgeting, and so much more.

Dr. Margret Bjarnadottir (@mvilborg2) from @payanalytics recently wrote a guest feature for @insideBigData about addressing demographic #PayGaps with Data-driven Solutions.

Demographic pay gaps, including the gender pay gap, are the result of more complex factors than just a desire to minimize payroll expenses. They stem from unconscious biases and processes that are better suited to one group compared to another. And, as multiple executives have found out, good intentions and “mindfulness” are not enough to eliminate the gaps.

PayAnalytics co-founders David Anderson and Margrét V. Bjarnadóttir wrote an article together with Cristian Dezso and David Gaddis Ross for Harvard Business Review about closing the gender pay gap.

Gender pay equity has become a big point of contention at many companies. Not only have politicians and other public figures spoken out against the gender pay gap, but there has also been a rising tide of high profile lawsuits targeting major employers, most notably in the U.S., with all the bad publicity and financial liability they entail.