Pay Equity Starts in Your Job Data

Most organizations run a pay equity analysis every year. Almost none can vouch for the job classifications it runs on.

Equal pay for equal work has been frozen at $0.99 for five straight years. The remediation work has largely been done, and what's left is structural: who has access to which jobs, how those jobs get leveled, and whether the classification that sets someone's band actually reflects their work.

This Insight shows where your analysis inherits your job data's flaws, and what to do about it starting next week.

What you'll walk away with:

• A clear view of how similarly situated employee groups get built, and the two ways that grouping goes wrong
• An understanding of how four systems end up holding four versions of the same job, and what breaks at the boundary
• What California's 2027 pay data reporting change means for your job classifications
• Three steps you can run next week without new software, plus a plain-language case for funding the work