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Breaking Down Barriers to Pay Equity

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Page 8 of 9

Breaking Down Barriers to Pay Equality 8 Conclusion There are plenty of perspectives that address the challenge of the pay gap, but most are reactive, short-term solutions. A comprehensive, data-driven analysis of the very foundations of your talent strategy can highlight the barriers that stand between your employees and equality at your organization. Business leaders must broaden their view of pay to encompass diversity and inclusion as a whole, so they can build a workforce that attracts, retains and rewards the kinds of employees they need in order to meet the business challenges of the future. 1 Start with easy-to-correct issues is might include establishing equitable starting salaries, creating a bias-free performance management system and leveling roles and salary structures. Once the low-hanging fruit adjustments are made, you're ready to drive long-term transformation. 2 Address systemic issues that can affect pay Examine the entire employee life cycle. A deep dive into the organizational data at every step can help uncover critical issues that will help develop an effective inclusion strategy within the organization, eliminating problems such as pay equity. 3 Resist the temptation to take impulsive action is is how biases are introduced in the first place. Always start with understanding your organizational data and build a valid set of hypotheses. KEY TAKEAWAYS

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