By Calvin Gower, Trüpp.
Like many employers, you may want to commit your organization to equal pay but are unsure of the exact steps to take to put together a long-term strategy. To create a pay equity strategy that builds a foundation for the future, it is helpful to understand the laws in place, best practices adopted by trend-setting leaders, and ultimately, apply this knowledge to your own compensation strategy. This set of articles dives into case studies for companies that have committed themselves to equal pay, pitfalls to take note of when you adjust your compensation plan, and a highlight on the new Oregon pay equity law.
How companies are achieving pay equity
A common mistake that employers make is approaching pay equity through the singular lens of leveling salaries. In reality, achieving true pay equity means creating equal opportunities at the leadership level, evaluating areas of bias within your company, and analyzing factors that could affect pay such as paid time off and flexible hours. This article serves as a report on the current pay equity progression across our country and how companies are successfully establishing equal pay.
How Starbucks achieved 100% equal pay in the United States
One of the leaders for the pay equity trend sweeping the country is Starbucks. Starting their initiative 10 years ago, they aimed to achieve equal pay on a company-wide scale and have achieved their goal. This case study analyzes what they did right and how other companies can model their strategy.
Title deflation and the new pay equity laws
One of the ripple effects of the pay equity legislation trend is the ambiguous use of titles. While titles are commonly inflated (made greater than the actual job responsibilities), this article takes a look at the possibility of organizations beginning to deflate titles (made less than the actual job responsibilities) as a way to pay employees less. This is a pitfall best avoided when taking steps to improve your compensation strategy.
What is the Oregon pay equity law
The Oregon pay equity law comes into effect January 1, 2019. For Oregon employers, it’s crucial to understand what this entails and the adjustments you should be making. This article lays out the compliance requirements and answers some FAQs regarding interpretation of the law.