Many thanks to our colleagues in London, Yindi Gesinde, moderator, and Monica Kurnatowska, for co-presenting.

Moving the Dial on Inclusion & Diversity in Your Organization

Creating a diverse and inclusive workforce remains a business imperative for global employers. Despite stakeholder and social pressure to accelerate progress, many companies have been unable to move

Most US multinationals conduct regular pay equity audits, but for further insights into promoting equity and removing potential bias in compensation, companies are increasingly exploring adding performance ratings audits to the standard review cycle.

Performance ratings can often have a large impact on an employee’s rate of pay and/or bonus compensation. However, for many companies, performance ratings are discretionary, given by managers without specific guidelines or training to follow and without many (or any) checks and balances. In addition, considerations regarding leveling of job descriptions, both at the time of hire and as employees matriculate, may impact performance ratings. Because the results of a pay audit are only as good as the data inputs, it makes sense to take a closer look at how the underlying data comes to be.

Continue Reading Taking Your Pay Equity Analysis To The Next Level: Performance Ratings Audits

Originally published by Bloomberg Law.

Pay equity is a hot button issue for employers in the United States for a number of reasons—reputational concerns are triggered with increasing shareholder demands for transparency; activist investor groups are pushing companies, particularly in the financial services and technology industries, to disclose gender pay data; and, in the wake

Two recent events in the US vividly illustrate the growing centrality of gender pay equity issues. On one side of the ledger, in early April 2018, the US Court of Appeals for the Ninth Circuit, in Rizo v. Fresno County Office of Education, held that an employee’s prior salary—either alone or in a combination