Charles River Associates’ Post

The 2017-2018 Component 2 data collection was controversial due to the burden imposed on companies and unclear benefits in improving compliance (i.e., pay gap ≠ pay equity). Another open question was whether the data collection contained any new information. Not much, it seems. Doug Owens and I compared summaries from the Component-2 data collection with similar calculations from the American Community Survey (ACS), a well-known and widely used survey. The similarity between summaries from both data sources is striking. The ACS produces similar aggregate patterns (which do not speak to pay equity issues at all) without the added burden on companies. A Component 2-style collection may be on the horizon. Hopefully, this time, the regulators will follow academics' and practitioners' recommendations and thoroughly evaluate the usefulness of this exercise. Maybe, the third time is the charm (two National Academies of Sciences studies exist on this issue). #payequity #laborandemployment

It was great to see the eFinancialCareers compensation report in The Times, the focus was on differences between gender pay and satisfaction.

Pleased to see our 2024 compensation report in yesterday's Times. The focus of their article was the gender pay, pay satisfaction and job security gap from our 6,000 respondents globally. Our report showed that the gender pay gap was 30%, falling to 21% when hours worked were taken into account. Only 23% of women were satisfied with their pay compared to 33% of men. When it comes to job security only 48% of women felt secure, again significantly lower than their male counterparts at 58%. A major driver for the pay gap and arguably the pay satisfaction and job security gap is the lack of females in senior leadership positions. In the UK there has been progress here, moving from 27% in 2016 to 35% in 2022. However despite significant investment and focus within the industry there is clearly a very long way to go. Keep an eye out for our full report which is launching soon - well done to Sarah Butcher Zeno Toulon for producing the report and Rainy Gill on getting it noticed!

Breaking #equalpayday news! This morning EEOC released aggregate pay data reported by large employers and some federal contractors in 2017 and 2018: https://lnkd.in/gR4wyvuN Why is this important? Pay data reporting helps uncover gender and race-based pay disparities, and gives agencies tools to combat pay discrimination. The data show that women, particularly women of color, were paid less than men, and Black and Hispanic workers were paid less than white workers. Occupational segregation contributes to the #wagegap, and pay data collection is key to combatting it. You can’t fix what you can’t see! We commend the EEOC for showing the importance of this data. Equal Pay Today has been advocating for the release of the data, and continues to urge the EEOC to reinstate pay data collection stopped under the Trump Administration. Does this information make you want to take action? Well, you can! Follow Equal Pay Today to join the fight to close the wage gap, and support fair pay policy priorities by signing up for Equal Rights Advocates’ Action Alert emails here: https://lnkd.in/gf9THcSe

Breaking #equalpayday news! This morning EEOC released aggregate pay data reported by large employers and some federal contractors in 2017 and 2018: https://lnkd.in/gR4wyvuN Why is this important? Pay data reporting helps uncover gender and race-based pay disparities, and gives agencies tools to combat pay discrimination. The data show that women, particularly women of color, were paid less than men, and Black and Hispanic workers were paid less than white workers. Occupational segregation contributes to the #wagegap, and pay data collection is key to combatting it. You can’t fix what you can’t see! We commend the EEOC for showing the importance of this data. Equal Pay Today has been advocating for the release of the data, and continues to urge the EEOC to reinstate pay data collection stopped under the Trump Administration. Does this information make you want to take action? Well, you can! Follow Equal Pay Today to join the fight to close the wage gap, and support fair pay policy priorities by signing up for Equal Rights Advocates’ Action Alert emails here: https://lnkd.in/gf9THcSe

Gail Greenfield shares a significant (and surprising) finding from our recent pay equity survey: most organizations are not including age in the scope of their pay equity analysis. Failing to include age in your analysis could leave pay inequities unaddressed and expose your organization to litigation. Learn how to address this issue effectively below. #PayEquity #WorkplaceEquity #AgeDiscrimination

Did you know that only 53% of female employees feel that they are paid fairly compared to 61% of male employees? Mercer's Inside Employee Minds research shows that perceptions of pay fairness are directly linked to pay transparency. With increased pay transparency legislation around Europe, what are UK companies doing? Are you preparing to be transparent across the region or just keeping an eye on other companies in the UK? Share your company's approach and see what your competitors are doing in our UK Pay Transparency survey. #PayTransparency #PayTransparencyUK #FairPay #MakeWorkPay #PayGap #DEI #Rewards Lucy Brown Lucye Provera Ian Ogilvie Lea Lønsted Maura Jarvis Joanna Murawska IŞIL ÇAYIRLI KETENCI Mercer UK Marsh McLennan

31st March 2024 was the deadline for UK public sector employers to report their 2023 #GenderPayGap ... except not all such employers have reported. Last year, 1910 employers with an end March 2023 deadline reported their #PayGap. As of yesterday, 1842 employers with an end March 2024 deadline have reported. This leaves an estimated 50-100 employers who are late reporting. Some high profile laggards are - 1. Cleveland Police for the 3rd year in a row! 2. Coventry City Council 3. Rhondda Cynon Taf Council The two councils both employ 5000+ people. There are several smaller local authorities who have failed to report. Undoubtedly, some NHS bodies are late but there is a lot of reorganisation going on at present with the establishment of ICBs (Integrated Care Boards) so it will take a few weeks for this picture to clarify itself. Two high profile Scottish bodies who have not yet reported are - 1. University of St. Andrews 2. Renfrewshire Council In fact, the Scottish public sector does NOT come under the gender pay gap reporting regulations in the same way as Northern Ireland employers are not required to report. The public sector in Scotland do fall under the public sector equality duty of the Equality Act but they do not have to submit data to the GEO (government equalities office). Instead they publish their data elsewhere and any reporting to GEO is voluntary. Two other high profile non-reporters so far are - 1. House of Commons 2. The King's Household You might think these are public sector bodies but in fact their reporting deadline is the private sector one of 4th April so they still have a couple of days left. I am looking forward to the King's Household data as their 2022 narrative contained some very interesting data that will be part of an article I am publishing later this month. For an up to date list of who has reported, see this page on my blog which includes a link to the GEO website and a spreadsheet you can download with data from over 14,000 employers since 2017. https://lnkd.in/gKYSy32 More links relevant to this post are in the comments.

Interesting survey. Recommended for anyone who's interested in knowing what pay-related information employers typically share with their employees. I see very mixed practices with companies generally moving to greater levels of transparency.....but how far will they go????

The draft regulations for the Employment Equity Act introduce new guidelines for setting workforce targets and applying demographic data. These changes include how to use sectoral targets and the Economic Active Population (EAP) data. Employers must now align their employment equity plans with these new rules to ensure compliance. For a detailed overview of the new requirements, read more here: https://lnkd.in/exTiZqq8 #EmploymentEquity #EmploymentCompliance