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Compensation fairness is a universal preoccupation in today´s workplace, from whispers around the water cooler to kabuki in the C-suite. Gender discrimination takes center stage in discussions of internal pay equity, but many other protected characteristics may be invoked as grounds for alleging discrimination: age, race, disability, physical appearance, and more. This broad range of vulnerability to discrimination charges is often neglected in corporate assessments of how well compensation systems comply with the law and satisfy employee norms of fairness. Blind spots in general equity constitute a serious threat to organizational performance and risk management. In Compensating Your Employees Fairly , a respected practitioner and consultant lays out in practical terms everything you need to know to protect your company along the full spectrum of internal pay equity issues, including all the technical methods you need to optimize compliance and minimize risk.

Compensating Your Employees Fairly is a timely survey and comprehensive handbook for compensation specialists, HR professionals, EEO compliance officers, and in-house counsel. It provides all the information you need to ensure that compensation systems are equitable, auditable, internally consistent, and externally compliant with equal employment opportunity laws and regulations. The author presents technical information-both legal and statistical-in common-sense terms. Her non-technical breakdown of complex statistical concepts distills just as much as practitioners need to know in order to effectively deploy and interpret the standard applications of statistical analysis to internal pay equity. The focus throughout the book is on real-world application, current examples, and up-to-the-minute information on recent and pending wrinkles in the evolving legal landscape.

Readers of Compensating Your Employees Fairly will learn:

Why internal equity in compensation matters
How to detect intentional and non-intentional discrimination in compensation
The basics of statistical inference and multiple regression analysis
The essentials of data availability, measurability, and collection
The criteria for assessing compensation systems for internal equity
How to investigate potential problems and react to formal complaints and actions
How to avoid litigation and put in place ongoing measures for proactive self-auditing

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Chapter 1. Why Equity in Compensation Matters
Chapter 2. Types of Discrimination in Compensation
Chapter 3. Using Multiple Regression Analysis to Infer Compensation Discrimination
Chapter 4. The Data
Chapter 5. Regression Models of Equal Pay
Chapter 6.Other Statistical Models of Equal Pay
Chapter 7. Analysis Follow Up
Chapter 8. Changing Landscape of Pay Equity Enforcement
Chapter 9. The Gender Pay Gap
Chapter 10. Litigation Avoidance and Proactive Self-Analysis
Appendix
Glossary

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