In this two part pay equity blog series, Summit Consulting Senior Manager Corey West (who leads Summit's internal pay equity analyses) and Salt Hill's Alan Salzberg discuss the must haves for conducting comprehensive and reliable pay equity studies. The first post in the series was about three must-have elements for comprehensive, cost-effective pay equity assessments:. This second post is a brief case study of how to use data to analyze pay equity.

Pay is a function of several employee characteristics. How can we know if pay inequities are attributable to race, gender, or age? Here, Summit explains how to answer this question using regression modeling, predictive analytics, and statistical matching. As a Senior Manager with extensive experience in pay-equity analytics and a founding member of Summit’s Diversity Equity & Inclusion group, I lead the annual review of Summit’s internal salaries. Below, we take a closer look at each step of a pay-equity review.

In this two part pay equity blog series Summit Consulting Senior Manager Corey West (who leads Summit's internal pay equity analyses) and Salt Hill's Alan Salzberg discuss the must haves for conducting a comprehensive and reliable pay equity study. The second release in the series will be a brief case study highlighting the implementation of the must haves.

Pay equity is good business because companies with pay equity protocols attract and retain top talent. To be successful in this area, companies should proactively assess their performance on a regularly basis using quantitative and qualitative data.