“By making it easy for companies to study their gender pay gaps - and share the results with employees - we believe we can make significant progress toward better gender pay fairness in today’s labor market.” “Our goal is to arm HR practitioners with the basic tools they’ll need to perform their own internal gender pay audit, without the need to rely on expensive outside consultants and with limited support from technical data science staff,” Glassdoor Chief Economist Dr. For those who have never embarked on such a task, Glassdoor put together a 17-page guide that covers topics like what software to use, calculating adjusted pay gaps and how to gather the data. The first step, conducting an analysis of salary and bonus data by gender, department, time spent at company, age, education and location, is the most tedious part. Today, Glassdoor released a five-step guide to address the gender wage gap at any company.īefore it gets into how to solve the gender pay gap, Glassdoor first defines the gender wage gap as “the difference between average pay for men and women, both before and after we’ve accounted for differences among workers in education, experience, job roles, employee performance and other factors aside from gender that affect pay.” Glassdoor wants to help companies put their money where their mouths are.
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