Ways Businesses Enforce Wage Equality

Wage equality matters – period. There is no argument to justify unequal pay in the workforce. If two people hold the same education, experience, job title, responsibilities, and tenure, they should make the same salary, regardless of their ethnicity, gender, race, or any disabilities. The fact that Americans still fight to burst through the glass ceiling 18 years into the 21st century is inexcusable. Whether male or female, you should care about equal pay.

Any business that says it cannot enact an equal pay policy is not a business for which you should want to work. The bottom line is this: Even if you do end up on the high side of the pay spectrum, do you believe your colleagues should receive less money for the same job? If you do, please become a CEO for a Fortune 500 company that has a vested interest in the current president-elect.
Sorry. Politics aside, companies today that desire to break the glass ceiling offer dynamic workplaces where all workers feel appreciated. This fosters a positive work environment, and you will find that you enjoy your duties more and perform better in such a place. Many companies have found ways to structure equal models that take into account education, experience, position, and tenure.

One business that has embraced wage quality is Hired.com. An employee/employer job search site, wage equality at Hired.com became a quest for its management in 2016. That year, the company analyzed its workforce comprehensively to find ways to give everyone who worked for them equal pay. The company admits it was a tall order, but it took into account the following for its policy.

First, the company assessed its pay process and decided upon its equal pay philosophy. In other words, “How did we want to pay people and why?” asked Hired.com. How they paid played a primary role in determining their philosophy. Would they pay based on experience, performance, tenure, and/or job level? This helped the company map out the basis for its pay strategy.

Next, the company looked at its pay data to see where its new strategy fell within its existing structure. What it found was distressing. There were pay differences in all departments, regions, and roles. One reason why was because the company based starting salaries on candidate desire and previous pay history. Now, it bases its salary structure on market demand and location among other criteria.

It also bases its salaries on a new commitment to equal pay. It chooses to break the glass ceiling. It continues to search for unjustifiable pay gaps and fixes them. It also continues to make equal pay a priority within its organization; something all businesses should do. Communicating the results of new research and adjustments to pay strategies keeps employees in the loop and very happy.

One other thing it does is increase an external desire of the best national and global candidates to work for Hired.com. This is why you should apply businesses with equal policies. You will work in a dynamic environment that embraces fairness for all employees, and you will work with some of the best people in the world.

This article first appeared here.

Ben Eubanks is an HR Analyst, Podcaster, and Influencer. Ben is an human capital management industry analyst who helps companies and vendors with strategy, content, and more.   Visit www.upstarthr.com Connect Ben Eubanks Follow @beneubanks