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Artiklar och bloggar

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 happens in organizations when pay becomes more transparent?

What happens in organizations when pay becomes more transparent?

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.

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What Italy's equal pay legislation means for Italian companies

A photo of the italian flag.

On December 3, 2021 Italy signed a new equal pay law (Law 162/2021) that seeks to tackle the pay gap between men and women and encourage the participation of women in the labor market. The law introduces some important amendments to the Italian Equal Opportunity Code (Legislative Decree 198/2006), which prohibits all direct and indirect remuneration discrimination for the same job or a job considered as having the same status. The new law, focusing on transparency and rewards, is consistent with the Italian National Recovery and Resilience Plan (PNRR), which contains, among other things, a National Strategy for gender equality for the years 2021-2026.

Read more about the legislation

How to use use People Analytics to Build an Equitable Workplace

Margrét V. Bjarnadóttir, David Anderson and David Gaddis Ross

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.

Read the article here

Companies in Spain are now obligated to take action to ensure equal pay for work of equal value

DireACTIVAS - promoción del talento femenino a espacios directivos

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!

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How data and analytics are essential to the process of closing pay gaps — a blog post for PRCA

Margrét Bjarnadóttir - PayAnalytics co-founder

In a recent blog post for PRCA PayAnalytics Co-founder and Chairman Margrét Bjarnadóttir explains in a nutshell how data and analytics are essential to the process of closing pay gaps – and keeping them closed. She explains, among other things, the two types of pay gaps most commonly mentioned in the press and the difference between the two. The blogpost also embeds a video where Margrét amongst others discusses the role of ethics and fairness when closing pay gaps. The discussion was a part of the PRCA Ethics month.

Read in full on prca.org.uk

42% of organizations are planning for pay equity adjustments in 2020

World at work logo

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.

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Addressing Demographic Pay Gaps with Data-driven Solutions | guest feature for insideBIGDATA

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.

Read the full feature

Why Companies' Attempts to Close the Gender Pay Gap Often Fail

The image with the article on the HBR page.

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.

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