Organizations have made huge strides toward pay equality in the workplace, but there’s still a lot of work to be done. Pay equity laws have been in existence for decades. In addition to federal legislation, many states and local municipalities are closely examining their laws in an effort to close the gender pay gap.
This persistent problem has a host of negative effects on women, their families, and even their employers. Underpaid individuals may express feelings of anger over being mistreated, as well as jealousy towards others who are paid more for performing the same job with the same or less effort. These feelings can impact the effectiveness and quality of work. Those who know they are being underpaid may decide to seek employment elsewhere, resulting in increased costs for employers who must then hire and train replacements.
There’s an urgent need in organizations for greater awareness to combat pay inequality. This inequality prevents women from being able to compete fairly and be paid equitably. Employers must learn to identify discriminatory practices and learn skills that allow them to interact more effectively, respectfully, and fairly with all workers.
Addressing pay equity issues isn’t just a matter of compliance or protecting an organization’s reputation. Today, workers are choosing to align themselves with organizations that have values that match theirs. And fairness is a value most workers identify with. Organizations that commit to examining their pay and rewards practices to ensure fairness will position themselves well in the war for talent. The opportunity that lays ahead is not only about complying with equal pay laws. It also helps to ensure your organization is fair to all workers, and as a result, you will be well-positioned to differentiate your organization as an employer of choice.
What is pay equity & why is it important?
Differences between pay equity & equitable pay
What’s behind the gap
Eradicating the gender wage gap
Prevalence of unequal pay
Laws that govern pay equity
Who is covered by pay equity legislation
Barriers to the advancement and better pay for women What constitutes gender inequality confusion?
Criteria used to determine whether an employer has committed pay discrimination
Pay equity for employees of Federal contractors
State laws that protect workers from pay discrimination
Remedies available for victims of pay discrimination
Strategies to address pay inequity
Why Should You Attend:
Every worker has the right to expect equal pay for equal work regardless of their gender, race, religion, national origin, age or physical/mental abilities, and whether they work full-time or part-time. A lot of attention has been given to the concept of paying equitably for people doing the same job. Federal legislation has been passed to prevent wage discrimination. Even with these laws, wage gaps persist. Part of the issue is that pay equity itself is complicated and often misunderstood. Additionally, there are many and varied solutions. Participants in this webinar will come away with a solid understanding of what constitutes pay equity, the laws governing pay equity, strategies to avoid pay discrimination, and what organizations can do to cultivate a work environment that will lead to more equitable outcomes for their workers.
Who Should Attend:
You may ask your Question directly to our expert during the Q&A session.
** You can buy On-Demand and view it as per your convenience.
Diane L. Dee
Diane L. Dee, President of Advantage HR Consulting, LLC has over 25 years of experience in the Human Resources arena. Diane’s background includes experience in Human Resources consulting and administration in corporate, government, consulting and pro bono environments. Diane founded Advantage HR Consulting, LLC in early 2016.
Under Diane’s leadership, Advantage HR provides comprehensive, cost-effective Human Resources solutions for small to mid-sized firms in the greater Chicagoland area. Additionally, Diane conducts webinars on a wide-variety of HR topics for various compliance training firms across the country.
Diane is a member of the National Association of Women Business Owners and the Society for Human Resource Management. Additionally, Diane performs pro bono work through the Taproot Foundation assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.
Diane holds a Master Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations and has attained SPHR, SHRM-SCP, sHRBP and HRPM® certification.
This webinar has been approved for 1.5 HR (General) recertification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR recertification through the HR Certification Institute. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.
Edupliance is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.