Upon completion of this course, participants will be able to:

• Understand the legal framework and compliance requirements for equal pay and non-discrimination (**EEO**) in compensation.
• Master a systematic methodology for conducting a comprehensive internal pay equity audit across all job levels.
• Apply statistical analysis techniques (e.g., multiple regression analysis) to identify unexplained pay disparities accurately.
• Identify and mitigate systemic bias in compensation processes, including hiring, promotion, and merit increase decisions.
• Develop and implement transparent pay communication strategies that build employee trust and perceived fairness.
• Design compensation structures (e.g., salary bands, ranges) that are inherently equitable and support fair starting salaries.
• Develop a strategic remediation plan for correcting identified pay gaps and managing the associated communication.
• Integrate fairness principles into all compensation-related **HR** processes (job evaluation, performance ratings, bonuses).

• Compensation and Benefits Managers and Specialists
• HR Leaders and Directors responsible for Total Rewards and **DEI** strategy
• Internal Auditors and Compliance Specialists
• HR Business Partners involved in salary negotiation and offer management
• Legal Counsel focused on labor and employment law

• Workshops on preparing and analyzing sample compensation data using basic statistical principles.
• Group activities designing a clear, internal communication strategy for a planned pay equity remediation effort.
• Case studies analyzing organizational responses to public pay gap disclosures and shareholder pressure.
• Individual exercises developing a checklist for auditing the performance management system for compensation bias.
• Discussions on the ethical and legal challenges of "equal pay for equal work" in global organizations.

Unit 1: The Mandate for Pay Equity and Legal Framework

• Defining pay equity, internal equity, and external competitiveness and their impact on employee morale
• Key legal statutes and reporting requirements governing equal pay (**EEO, Equal Pay Act, etc.**)
• The financial and reputational risk associated with internal and systemic pay disparities
• Developing a clear organizational philosophy statement on pay equity and fairness

Unit 2: Conducting the Pay Equity Audit

• Defining "substantially similar work" for comparison groups in an audit setting
• Mastering data collection and preparation: ensuring the integrity of all pay, performance, and demographic data
• Introduction to statistical analysis: using control factors and regression analysis to isolate unexplained pay gaps
• Interpreting audit results and identifying the specific magnitude and root causes of any pay disparities

Unit 3: Addressing Systemic Bias in Compensation Processes

• Auditing the recruitment process: eliminating the reliance on salary history in offer negotiation
• Mitigating bias in performance ratings that often drive variable pay and merit increases
• Designing equitable and transparent salary structures (grades/bands) to minimize individual negotiation impact
• Strategies for training managers and **HR** on objective decision-making in promotion and compensation discussions

Unit 4: Remediation and Communication Strategies

• Developing a prioritized and funded remediation plan for closing identified pay gaps quickly and transparently
• Strategies for proactively communicating the audit process, findings, and remediation plan to employees and leadership
• The role of manager training in handling employee inquiries about pay equity and comparison data
• Best practices for ongoing monitoring and sustained internal pay fairness over time

Unit 5: Integration with Total Rewards and HR Processes

• Integrating pay equity principles into the job evaluation and competency modeling process
• Ensuring benefits and total rewards offerings are equitable and accessible across all employee groups
• Linking pay equity to broader **DEI** goals for hiring, promotion, and talent pipeline management
• Action Planning: creating an annual **Pay Equity Audit** cycle and governance structure