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Här hittar du en omfattande samling av artiklar dedikerade till att främja arbetsplatsens rättvisa, lönetransparens och mångfald, rättvisa och inkludering (DEI)-praktiker. Från praktiska råd om att navigera i löneutjämningslagar i olika länder till djupgående analyser av beräkningar av könsbaserade löneklyftor och fördelarna med rättvisa lönepraktiker för att attrahera och behålla talanger, är våra resurser utformade för att stödja organisationer och individer som är engagerade i att göra meningsfulla framsteg mot jämlikhet på arbetsplatsen.
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.
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.
From the time the EU pay transparency directive was only draft legislation, PayAnalytics has been tracking its requirements and making corresponding updates to our software solution. Through expanded capabilities and some new features, we’re helping our clients get compliant and stay compliant with the directive’s analysis, reporting, and pay transparency requirements.
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.
The US state of Colorado is progressive in its pay transparency legislation. Since 2021, its legislation has mandated equal pay, required pay transparency in job postings and hiring/promotion processes, and protected employees’ right to discuss their pay.
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.
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.