With the rise of hybrid workplaces, it is crucial for organisations to establish fair pay policies.

Not only does fair compensation create a healthy work environment, but it also supports diversity, inclusion, and employee satisfaction. Conducting a pay equity analysis is a vital step in identifying and rectifying any disparities in compensation.

Pay equity goes beyond equal pay for equal work and focuses on compensating employees fairly and equally for performing the same or similar tasks. It encompasses ensuring that individuals from diverse backgrounds, genders, and ethnicities receive equitable compensation based on their skills, qualifications, and experience.

Conducting a pay equity analysis helps organizations identify any potential pay discrepancies and ensures compliance with local, state, and federal laws. It also promotes diversity and inclusion, reduces turnover, and mitigates the risk of costly lawsuits.

A step-by-step guide to conducting a pay equity analysis

Gather relevant data

Start by collecting all necessary information about your employees, including job titles, work locations, years of experience, education levels, and performance ratings. Additionally, gather data on salaries, bonuses, and other forms of compensation, taking into account both remote and in-office employees.

Define comparable roles

Group employees with similar job duties and responsibilities through job leveling or job classification. Focus on the substance of the work rather than job titles, as comparable roles may have different titles across departments.

Adjust for legitimate factors

Identify legitimate factors that could contribute to pay differences, such as years of experience, education, and performance. Adjust the compensation data accordingly to facilitate a more accurate comparison of employees in similar roles.

Analyse pay disparities

After adjusting the data for legitimate factors, analyze the pay differences between comparable roles. Look for patterns or trends, such as a gender pay gap or disparities between in-office and remote employees.

Consider the market

Given current uncertain market conditions, it is important to consider their impact on pay equity. Analyze how salaries, bonuses, and other forms of compensation are affected. For example, the average merit increase projected for 2023 is around 4.6%. Keep this in mind when conducting pay equity analyses.

Develop an action plan

If the analysis reveals pay disparities, create an action plan to address them. This may involve increasing salaries, adjusting bonus structures, or implementing new policies to ensure pay equity moving forward. Involve stakeholders such as human resources, management, and employees in the process.

Monitor progress

Regularly review compensation data and conduct pay equity analyses to uphold the commitment to pay equity. Proactive monitoring and addressing of pay disparities create a more inclusive and equitable workplace.

Best practices for ensuring pay equity in the hybrid workplace

Transparent compensation policies

Develop clear and transparent compensation policies that outline how pay decisions are made. This helps employees understand how their compensation is determined and fosters trust in the organization.

Regular training

Provide regular training on pay equity issues, unconscious bias, and diversity and inclusion for managers and HR personnel. This ensures that decision-makers understand the importance of pay equity and can make fair compensation decisions.

Open communication channels

Create an environment where employees feel comfortable discussing their compensation concerns. Establish open communication channels, such as anonymous hotlines or designated HR personnel, where employees can voice their concerns without fear of retaliation.

External benchmarking

Regularly benchmark your organization’s compensation practices against industry standards and competitors. This enables you to identify areas where your organization may be falling behind and make informed decisions about compensation adjustments.

Inclusive merit increases and bonuses

Ensure that merit increases and bonuses are awarded fairly and consistently across all employees. Develop objective criteria for evaluating performance and consider input from multiple sources, such as self-assessments.





Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.