Income inequality remains a troubling issue, despite years of progressive and proactive approaches and legislation. All too often, workers of one particular group (usually women or people of color) are systematically underpaid across an organization. The remedy for such pay gaps is often to focus on those workers who are most underpaid. This article explains why this approach falls short and how using a structured approach to pay equity analysis will help companies not only address systematic biases, but also address the exact point of pay inequity in their salary structure.
Pay gaps are an enduring and growing source of social tension and management frustration — statistical evidence that workers of one particular group (usually women or people of color) are systematically underpaid across an organization or within business divisions. In recent years, major firms such as Google and Walmart have been sued by women alleging, among other things, that their employers paid them less than men with similar jobs and qualifications.