The compensation profession suffers from a severe lack of effective metrics. To be frank, the typical measures used in describing compensation program success really have nothing to do with success. This year, try something that makes more sense — focus on metrics that actually tell you if your compensation program is achieving its mission. Traditional […]
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Stop Gender Pay Inequity – Repeal (Part of) the Equal Pay Act
March 8, 2016 
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Well not all of it, of course. Most of it, along with the other anti-discrimination laws, are crucial to fighting intentional discrimination. However, one particularly nagging part of the Equal Pay Act actually enshrines “unintentional” discrimination. It is all in 29 USC Section 206(d)1, a sentence that starts out really well by banning discrimination, but […]
Continue readingHow Your Market-Based Pay Program Perpetuates Gender Pay Inequity
March 8, 2016 1 Comment
Some years ago, the compensation profession turned its back on the sensible pay programs that had been growing and evolving throughout the business world, and allowed itself to fall prey to vendors (primarily market pay data vendors, not surprisingly) who told them that “market-based” pay programs were the answer to all their needs. In doing […]
Continue readingHow You Perpetuate Gender Pay Inequity With Your Merit Program
March 8, 2016 1 Comment
Yes, you heard me correctly, your “bona fide” merit program perpetuates gender pay inequity. It is not hard to figure out… if women take time out from the workforce, they will have fewer years of your 3% average merit increases, and given enough time, there will be a gap — even if you started […]
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