Why Pay Equality Should Be The Business Standard
Even with numerous employers taking a proactive stance in favor of equal wages for equal work and the introduction of laws that prohibit pay inequality, a gender-based pay gap is still found in workplaces nationwide. Gender-based wage inequalities have been, 并将继续如此, important issues employers everywhere must address. 事实上, 比以往任何时候都多, states and cities are beginning to feel the pressure to increase regulations on employers in an effort to resolve pay gap issues among their local businesses.
For employers to address this problem and properly manage it, they must fully understand the causes of wage inequality, what they can do to combat it and the benefits that come from addressing it – as soon as possible. Businesses that rise to the challenge and take steps to address pay inequality in their own back yard will be viewed as industry leaders.
读也: 雇主的权力
薪酬不平等是真实存在的
While different studies offer conflicting reports on the exact size the pay gap between males and females, one thing they do agree on is that the pay gap is real.
Employers point to a variety of factors, 包括经验, career choice and education level, 来解释工资差距. 然而, our workforce has made visible changes over the past decades, which rapidly discredit these excuses. 今天，根据美国的数据.S. 劳工部, not only has the percentage of women in the workforce grown to 47 percent, this segment of the workforce are also more educated than previous generations of women workers. Studies find that more women are entering the workforce with college and advanced degrees than their male counterparts. In short, the old excuses for the pay gap no longer hold water.
即使有许多当地的, state and federal laws and regulations on the books there are still instances of purposeful and unintentional pay discrimination. As a result, pressure continues to mount on states and cities to pass more aggressive wage laws. Lawmakers are being asked to consider:
- 〇联邦标准 To avoid confusion when trying to comply with different regulations at the local, 州一级和联邦一级, proponents of more aggressive wage legislation believe there should be a single wage standard among all businesses.
- 安全港—— Rather than immediately punishing employers for pay disparities, the law should provide safe harbors in an effort to incentivize self-evaluations and correction of any pay inequality. Employers who take advantage of the safe harbor option in an effort to correct their pay structure should be protected from liability under the law.
- 〇公平的薪酬结构 Employee pay should be determined by legitimate business factors and not on characteristics that don’t apply to the work being done. 另外, employers should be given a grace period to fix any pay discrepancies at their business.
如何解决这个问题
Business leaders must be well prepared when tackling any issues with regard to the pay gap and the best spot to start is at home.
Take a look at your business’s pay structure to confirm that beginning salary, promotions and other compensation are spread out in a fair and clear way and that this wage progression is well documented. Once your pay structure has been revised and updated, make sure your employees’ wages, 男性和女性, follow your business’s pay regulations. Any pay disparities should be addressed as soon as they’re found. 还记得, fixing the problem in the future will cost you much more than it would have cost if you would have just fixed the issue today.
积极的影响
Along with supporting workplace equality and avoiding any legal action from discrimination, employers have other reasons to close the wage gap. By being motivated to achieve pay equity, employers will likely see an increase in employee engagement and productivity. 此外, businesses that support and implement a pay equity structure are likely to see positive results with regard to their overall finances as research continue to illustrate that embracing pay equity is good for a business’s bottom line.
If you’re interested in learning more about pay equity, 电子邮件的意图 & 比较靠谱的赌博软件 了解更多信息.
By Renee West, PHR, shm - cp (新费城办事处)
Check out these articles for more helpful insights for employers:
Employment Laws Under The Microscope
播客|女孩 & glass ceilings – the gender gap
The information presented here is not legal advice. It is for informational and educational purposes only, and is not intended to replace the professional advice you would receive elsewhere. Consult with a human resources professional for additional insight and guidance as well as a trusted advisor who can expertly guide you to the best solution for your specific circumstance.