Dr. Margret Bjarnadottir was featured as Equal Pay Game Changer in this year's Equal Pay Day campaign in Germany.
Dr. Margret Bjarnadottir founded PayAnalytics fueled by her belief that data driven decision making is essential to reach pay equity and drive change. By harnessing the power of data we can understand the issue and eradicate the pay gap, once and for all.
Good intentions do not close pay gaps. Data driven decision support rooted in fairness can. My goal is to bring the power of analytics to managers tasked with addressing the gender pay gap.
Our newsletter covers topics like pay equity, compensation & benefits, DEI (diversity, equity and inclusion) and legislation changes as well as news on our company and software updates.
In addition to gender, pay gaps can be based on race, nationality, LGBTQ+ identity, or any other demographic factors. It’s important to know how to measure these pay gaps at your organization. Here, we discuss two measurement methods: mean/median calculation and regression analysis.
Just a few years ago, pay questions from your boards would’ve been reasonably straightforward: Did we conduct a pay equity study? What were the results? Now, they want more detailed information about results, best practices and benchmarks, and strategic plans. We explore how to address those questions in this article.
Consider this your quick-start guide to the EU Pay Transparency Directive. In this article, you'll learn more about what the Directive is, how it protects employees from pay discrimination, who it applies to, its pay transparency and pay equity requirements, equal pay for work of equal value, and other key concepts.
Demographic pay gaps are a growing issue today as organizations and governments seek solutions to guarantee equal pay. Two concepts are regularly called "the pay gap". What is the difference between the adjusted and the unadjusted pay gap?