Identifying and understanding potential pay disparities in your organization is paramount with ever-increasing federal and state regulation, as well as demand from all corners for greater transparency and fairness in compensation. With all these different demands, organizations must investigate, correct, and prevent potential disparities to reduce Continue Reading...
Intersectionality and OFCCP-Required Monitoring
Several BCGi members have recently raised questions regarding whether and to what extent the OFCCP’s affirmative action obligation for federal contractor employees requires contractors to monitor employment selection decisions based on the various combinations of sex and race/ethnicity. Unfortunately, the answer is somewhat complicated. As it Continue Reading...
Compensation Analysis Sections Added to BCGi Encyclopedia
In an effort to help our members and the general public better understand the complex world of compensation analyses for the purposes of nondiscrimination and pay equity, we are adding updated sections from “Compensation Analysis: A Practitioner’s Guide to Identifying and Addressing Compensation Disparities,” by Patrick Nooren and Dan Continue Reading...
Upcoming Webinar: Compensation 101: Top 10 Things You Must Do BEFORE a Pay Equity Study
On April 22, 2021, Dan Kuang, Ph.D., will discuss 10 things you must do BEFORE you conduct your pay equity analysis. Surprisingly, many compensation analysis results are wrong or fail to meet employers’ pay equity needs. As pay equity studies become a standard part of business practice, you would imagine that errors and kinks in practice are Continue Reading...
Ask the Expert: PAGs vs. SSEGs
Question: Is there a difference/similarity between Pay Analysis Groups (PAGs) and the Similarly Situated Employee Groups (SSEGs)? Answer: Yes. There's actually a big difference between Pay Analysis Group (PAG) and Similarly Situated Employee Groups (SSEGs). SSEG: Everyone in a particular SSEG are performing duties and tasks that are Continue Reading...
