4.2 Conduct salary gap analysis to determine if there are gender differences and adjust salaries to close identified gaps

Description of Best Practices

Conduct periodic salary analyses to determine gender-based pay gaps:

Within a job category, such as “Junior Engineer”
Between job categories, such as “Office Manager” and “Field Office Manager,” when both have the same duties but have different salaries and are dominated by one gender

Develop, implement, and communicate a clear and transparent process to remove salary inequities, and track them over employees’ careers

Use certified tools to undertake external salary gap analysis such as PayAnalytics or EDGE certificate

Challenges of Implementation

Some job categories do not currently have enough women to conduct a valid salary analysis

It is difficult and requires time to correctly assess two different job categories to determine if they should be valued the same or differently

Employee and manager push back regarding salary adjustments for impacted female employees

Difficulty in assessing how reduced worktime for women affects merit pay increases (quality vs. quantity)

Costs of external assessment process

What Success Looks Like

Company periodically conducts salary data analysis and addresses salary inequities (i.e., adjust salary of affected person or group)

Corporate-level commitment to pay equity is communicated regularly throughout the company

HR department and managers are held accountable for salary equity enforcement and related benefits, such as pension plans and training for retirement planning