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Topic: legalities of Assigning gender on pay equity analysis
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Chris Mortensen
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legalities of Assigning gender on pay equity analysis
12-26-2019 / 4:00 pm #1
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I'm not really sure where to take this questions but I work at a university in a financial services dept. We mostly process A/P and A/R but my role is more of a report writer and data analysis. We do some reporting on payroll and operating expense/revenue, but its more after the fact, meaning we just report what was paid to the employees for a specific area in our dept so that leadership can make decisions around annual budgeting. Currently our reporting is pretty limited to the information that is made available to the public so none of the information we provide covers gender, race, etc. I don't even have access to that information nor does our internal-department HR or my boss. only our central HR and our research office has access to that information. Anyways, my boss has been asking me to compile a list of staff over the last decade with the intentions of taking that data and doing a pay equity analysis on things like gender. My boss will be taking the data listing of staff I provide and assigning each staff a gender and then taking that info and sharing the outcomes with senior management. My concern is that my boss is not using any official information to assign gender but instead she is just doing it based on what "she knows in her head" and through experiences she has had on campus. I'm out of my depth here but what are the potential legal pitfalls of doing this kind of analysis and assigning things like gender or race when you are not utilizing the information that each staff member provides upon hiring? Can we just assume gender even when we know the person identifies as that gender, I feel like this is potentially hazardous.
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