Are your pay practices as equitable as you believe?

Let Creative Workforce Solutions help you uncover any gaps and develop a plan to bridge them.

After more than 60 years of working toward change, women continue to make about $0.81 for every $1.00 earned by men. In some roles and geographies, it's far worse—female physicians in some areas earn about 63% of their male counterparts.

Laws have been enacted, but without any teeth, The Equal Pay Act of 1963 and the Lilly Ledbetter Fair Pay Act of 2009 have done little to close the gap.

Now, thanks to COVID-19, Harvard Business Review suggests that things are likely to get even worse. Consider this:

Surveys show that men are more likely to return to the workplace while more women are expected to keep working from home.
64% of managers surveyed by Gartner said they believe office workers are higher performers and are therefore apt to give office workers higher raises. (Ironically, data shows the opposite—full-time remote workers are 5% more likely to be high performers than those in the office.)

As a result, men are positioned to be over-rewarded in the coming months, just as women in the workforce are at a 33-year low—often due to dropping out to care for children during the pandemic or because women tend to work in the industries hardest hit.

Easily identify hidden gender discrepancies.

Legislation won't fix this. Only employers can. Even if you believe your organization has done everything it can to ensure fair pay, ask yourself:

Do you favor a specific gender for certain roles?
Are women receiving the same value in stocks, options or retention benefits as men?
Is one workstyle, such as in-office vs. remote, preferred over others?
Are men encouraged to take time off or work remotely to care for families?

Because salaries are based on a wide range of complex variables, it can be difficult to determine whether they are equitable across genders, ethnicities, skill levels and teams.

Fortunately, Creative Workforce Solutions makes it easy. Through detailed analytics, our team can help you pinpoint and quantify pay equity gaps, then we can work with you to close them.

For your custom data visualization or for more details, send an email to Sue Brocaglia now.