April 20, 2018 •Summit Consulting
In this post of our Strength in Numbers blog series, Summit Chief of Corporate Development Jennifer Folsom, Brown Law Group Managing Partner Stacy Fode and Brown Law Group Associate Jordan Turner discuss the importance of pay equity studies.
You can’t scroll through LinkedIn without seeing news of another company going down with a pay equity problem. In the past, in-house counsel has been reluctant to request a pay equity study for fear of “opening a can of worms,” creating a discoverable liability, or worse, highlighting a problem that executives aren’t willing (or able) to solve.
Now more than ever, it makes sense to conduct a proactive pay equity study. In an era of ever-increasing scrutiny, companies should be proactive with pay equity analyses. They need to know if a pay inequity exists and the reasonable steps to fix any disparities. If your organization is contemplating a pay equity study, there are three important considerations to keep in mind.
Taking a “look under the hood” to see if you might have a potentially large, costly problem may sound scary. But knowing your potential exposure now by assembling the right team to conduct a proactive pay equity study will give you the hard-core facts you need to make informed business decisions.