Get Proactive about Fair Pay
Your employees expect—and deserve—fair treatment and fair pay. A commitment to equitable pay can build employee trust and motivate and engage your workforce.
For US federal contractors, pay equity analyses are required by the OFCCP and EEOC. Regulations, such as the Equality Act, require employers in the UK to publish gender pay gap metrics annually. For any employer, a proactive compensation analysis can guard against reputational risks and bolster your employer brand—making you an employer of choice in your market.
Affirmity offers expert consulting services to help employers identify—and correct—potential patterns of disparity and adverse impact so you can bring your pay equity strategy to life.
Understand Total Compensation Equity
Using proprietary models, we analyze compensation by department, by demographic, or across the organization to identify potential patterns of disparity in
- Salary and starting pay rates
- Hourly or overtime pay
- Commissions and bonuses
- Merit increases
- Promotions
- Performance ratings
- Location assignments.
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Data Preparation & Validation
We verify the accuracy and quality of compensation data before analysis to ensure that study results are valid and actionable.
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Trusted Advisors
PhD-level statisticians oversee all phases—defining study questions, employee groups, and statistical methods. We collaborate with in-house counsel to maintain privilege.
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Customization
Study design is flexible and tailored to your specific needs.
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Robust Methodologies
We apply statistical methods used by federal and state agencies, as well as supplemental assessments.
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Pay Equity Adjustments
As warranted by study findings, we estimate adjustments in base pay needed to achieve equity.
“We worked with Affirmity's leading PhD Consultant, Chuck McGhee, to conduct an OFCCP-style compensation study. Chuck was instrumental in identifying potential risk areas and worked with us to develop a defensible plan in preparation for an audit. He's very responsive and can talk the 'data' to our level of understanding. He was great to work with.”
Insights and Resources for HR and Compliance Teams
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4 Tips for Analyzing Your Pay Equity Data
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10 Keys to Achieving Pay Equity, Diversity, and Inclusion in the Financial Services Industry
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Beyond the Headlines – How a Pay Equity Strategy Translates to a Competitive Advantage
