Achieve pay equity in the UK with Payscale

Pay equity must be managed continuously

Pay equity is often perceived as a project that begins with an audit to measure potential pay gaps between employees. Pay disparities between workers doing the same job must be defensibly tied to compensable factors — experience, skills, location, and responsibilities — not race, gender, or other protected characteristics.

However, it’s wise to think of pay equity as an ongoing strategic program that ensures fair pay through continuous monitoring — which helps attract, retain, and engage talent. Because organisations are always changing, pay equity needs to be assessed with:

• Every hire
• Every pay raise
• Every promotion
• Every change to the organisation

Monitor pay equality continuously

With Payscale’s pay equality software, you can track insights on pay equality trends within your organisation so you can identify key areas of risk, understand where pay gaps are explained by non-monetary factors and track remedial actions and progress toward pay equality where they aren’t.

• Monitor controlled and uncontrolled pay gaps
• Quickly check whether pay is fair comparatively across cohorts
• Model the pay increases required for remediation at the employee level
• Model total budgets required for remediation across groups
• Assess the impact of pay raises on pay equality as part of compensation planning