A pay audit can be an important first step to reveal statistically significant pay gaps based on gender or race/ethnicity, providing statistical insights into an employer’s potential areas of legal risk. It equips the employer to pay employees more fairly, reveals the implications of current pay practices, and can also identify the lingering influence of past decisions. Further, an audit may improve the organization’s image as a progressive employer.
In this article for The Journal of Total Rewards, Quenton Wright focuses on the implementation issue and examines five mitigation strategies for an employer to consider.
