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Q&A: How to ensure your equal pay day is just that
Despite the progress many organizations have made, at many companies equal pay is still not a given. David Watson, Product Marketing Manager at Zenefits, shares some questions we need to ask ourselves about pay to not only protect ourselves but ensure our people are compensated fairly. After you listen: Order your copy of our book […]
Despite the progress many organizations have made, at many companies equal pay is still not a given.
David Watson, Product Marketing Manager at Zenefits, shares some questions we need to ask ourselves about pay to not only protect ourselves but ensure our people are compensated fairly.
After you listen:
- Order your copy of our book People Operations: Zenefits.com/pops-book
On this episode, you’ll hear:
- [00:30] The consequences of violating equal pay
- [01:15] Tips for evaluating your company’s pay practices
- [01:45] How to provide opportunities for everyone in your organization
Transcript
Welcome to POPS. The show that shows you how to shift from killing base sources, paperwork to people, operations for the new world. How by answering one question at a time
Today to help us answer your question. Here’s David Watson, product marketing manager at Zenefits. The conversation of equal pay still continues into 2022. When we’re discussing the topic of equal pay through the lens of an HR professional, we should be asking ourselves a few questions. What are the penalties?
My company can incur from not realizing this is still an issue. So employers whose pay practices are found to be discriminatory. It could face lawsuits along with stiff monetary penalties. Among the more recent lawsuits is one, including a notable tech giant, the EOC or the equal opportunity employment commission sued the technology giant for allegedly pain, a female, it analysts 17 and a half thousand dollars, less than a male.
Whose work required, comparable skills, tasks, and responsibilities. The company was charged with violating the EPA and the civil rights act of 1964, which both prohibit discrimination based on sex. Examples. Like this can be scary, especially for smaller businesses because of the lack of resources to go through a large legal battle.
Some ways that our clients and other people, operations leaders protect themselves and encourage to quality in the workplaces is by reviewing and assessing their pay practices through compensation tools. So these can help an understanding what the pay rates among different employees and demographics look like in your organization.
It also allows you to take a step back and review everything on a grander scale. The last thing I want to leave you with is also evaluating employee training promotion, and. Break down your reasoning as to why people in your organization are paid the way. Look at these opportunities to fill the gaps in your process so that everyone in your org can operate at a higher level.
Do you have a question for our experts? Click the link in the show notes, or if you’ve got other ideas and feedback about our show, send them to podcast at dot com.
Previous Episodes
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About The People Ops Podcast
Every week, we share the decisions, struggles, and successes for keeping up with an evolving workforce and a changing workplace. No matter if you’ve been in HR or are just getting started, this combination of transformational stories with actionable ideas, as well as context on hot issues, keeps you up-to-date while answering the questions you didn’t even know you had.
Oh, and you know what they say about all work and no play? We tossed in a little levity to keep it real. Lessons, answers, and humor: everywhere you listen to podcasts.
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