Learn the requirements and regulations when identifying equal pay and the best approaches to ensure you stay compliant.
Pay equity has surfaced to be a critical topic, particularly as part of the broader focus on diversity, equity, and inclusion efforts in companies. Additionally, recent events in the labor market, macroeconomy, and the legal landscape are all contributing to heightened scrutiny around pay equity. However, there continues to be misconceptions around what pay equity means and what is involved when companies perform a pay equity audit. As a result, many companies either hesitate to perform a pay equity analysis, or perform the analysis simply to check the box, without leveraging all the benefits it provides. This presentation explains the opportunities and risks of performing a proactive pay equity study, highlighting the key elements that drive a successful pay equity study in the US. This discussion aims to help human resources & compensation professionals and leaders gain knowledge and confidence to embark on a pay equity study and drive sustainable progress in their organizations.
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Agenda
Overview of Pay Equity
- Introduction to Pay Equity
- Adjusted vs. Unadjusted Pay Gaps (and Why Each Measure Is Important)
- Importance of Performing Proactive Pay Equity Audits
- Examples of External Disclosures on Pay Equity
Overview of State-Level Pay Equity Laws in the Us
- Overview of Federal and State Level Requirements That Inform Pay Equity Assessments
- Benefits of Performing a Proactive Pay Equity Audit.
- Key Legal Risks to Manage
Key Elements of a Successful Pay Equity Audit
- Overview of How a Pay Equity Audit Is Conducted
- Key Elements of a Successful Pay Equity Audit
- Buyin From Senior Leadership
- Legal Privilege
- Key Data Requirements
- Robust and Thoughtful Analysis Methodology
- Identifying Root Causes of Issues That Are Identified
- Developing ShortTerm and LongTerm Solutions
Wrap-up and Questions
- Recap on Opportunities and Risks of Performing Proactive Pay Equity Audits
- Ongoing Monitoring of Pay Equity Results (Discussion of How Human Capital Challenges and Evolutions in the Labor Market Impact Pay Equity)
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Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
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OnDemand Course
This course was last revised on June 25, 2024.
Call 1-866-352-9540 for further credit information.
- AR CLE 1.0
- This course has been approved for 1.0 hours of CLE by the Arkansas CLE Board.
- Arizona CLE 1.0
- The Arizona State Bar does not pre-approve or pre-certify MCLE programs. However, records of this program and attendance will be maintained by Lorman Education Services for auditing purposes. This activity may qualify for up to 1.0 hours toward your annual CLE requirement for the State Bar of Arizona.
- CA MCLE 1.0
- Lorman Business Center, LLC. is a State Bar of California approved MCLE sponsor and this course qualifies for 1.0 CLE hours of participatory credit.
- CT CLE 1.0
- Neither the Connecticut Judicial Branch nor the Commission on Minimum Continuing Legal Education approve or accredit CLE providers or activities. This course has been approved for CLE credit in jurisdictions aside from CT and therefore it automatically meets the content and delivery requirements in Connecticut. Credit is based on a 60 minute credit hour and shall be awarded as follows: 1.0 CLE credit(s).
- GA CLE 1.0
- This program has been approved by the Georgia Commission on Continuing Lawyer Competency for 1.0 CLE hours.
- HI CLE 1.0
- This program was approved by the Hawaii State Board of Continuing Legal Education for 1.0 CLE credit hours.
- IN CLE 1.1
- This program has been approved by the Indiana Commission on Continuing Legal Education. Participating attorneys are eligible to receive up to 1.1 hours of Distance Education credit.
- MO CLE 1.3
- This course qualifies for self-study CLE credit in Missouri.
- NH MCLE 1.0
- NH MCLE does not approve or accredit CLE activities for the NH Minimum CLE requirement. Lorman Education Services believes this Ondemand course meets the requirement of NH Supreme Court Rule 53 and may qualify for CLE credit(s). Program Length: 64 Minutes.
- NJ CLE 1.2
- This program has been approved by the Board on Continuing Legal Education of the Supreme Court of New Jersey for 1.2 hours of total CLE credit.
- NV CLE 1.0
- This program has been approved by the Nevada Board of Continuing Legal Education for 1.0 CLE hours.
- OH CLE 1.0
- This course has been approved by the Ohio Supreme Court Commission on Continuing Legal Education for 1.0 CLE credit hours. Please note: No more than twelve (12) hours of self-study CLE credit for any biennial reporting period may be earned by an Attorney or Judge under Regulation 409.2. To fulfill CLE requirements for self-study, web-based programs, you must complete 100% of the polling questions during the program. Your hours will be filed electronically within thirty (30) business days by Lorman Education Services provided you fulfilled 100% attendance and polling questions answered.
- PA CLE 1.0
- This Distance Learning program has been approved by the Pennsylvania Continuing Legal Education Board for 1.0 hours of substantive law, practice and procedure CLE credit.
- RI CLE 1.0
- This program has been approved by the Rhode Island Mandatory Continuing Legal Education Commission for 1.0 hours of CLE credit.
- TN CLE 1.07
- This program has been approved as a distance learning format by the Tennessee Commission on Continuing Legal Education for a maximum of 1.07 hours of credit.
- WI CLE 1.0
- This program qualifies for 1.0 hour(s) of ondemand CLE through the WI Board of Bar Examiners.
- WV MCLE 1.3
- This program has been approved by the West Virginia State Bar MCLE Commission for 1.3 MCLE hours.
SHRM 1.0
- Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.0 PDC(s) for the SHRM-CP or SHRM-SCP.
To earn each credit Lorman offers through the OnDemand learning platform, you need to watch 100% of the program. Also, for certain credits you will need to fulfill additional requirements which will be displayed on the "credits" tab when viewing the course.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
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- Arizona CLE 1.0
- CA MCLE 1.0
- CT CLE 1.0
- HI CLE 1.0
- MO CLE 1.3
- NJ CLE 1.3
- VT CLE 1.0
- WV MCLE 1.3
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
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Why Lorman?
Over 37 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.
Faculty
Therese Sebastian, CEP
Equity Methods
- Director, Equity Methods
- Subject matter expert on pay equity analysis, executive compensation strategy, and stock-based compensation valuation
- Speaking/Teaching accomplishments in your area of practice: Speaker on pay equity topics in various conferences including WorldatWork and Equilar
- Author of the following pay equity articles published in Workspan and Equity Methods website
- Workspan Article: The Root of the Problem: Weeding Out Pay Inequities
- Article: Navigating Illinois’ Equal Pay Registration Certificate: Practical Steps to Pre-pare
- Article: What to Expect from a Pay Equity Study
- Article: 5 Key Questions for Pay Equity Remediation
- Membership information: Certified Equity Professional
- Education information: Bachelors of Science in Management Engineering from Ateneo de Manila University, MBA from University of Arizona
- Contact information: [email protected], 480-428-3327
Saswati Sen
Equity Methods
- Manager, Equity Methods
- Subject matter expert on pay equity analysis and stock-based compensation valuation
- Speaking/Teaching accomplishments in your area of practice: Speaker on pay equity topics in various conferences including WorldatWork
- Author of the following pay equity articles published in Workspan and Equity Methods website
- Workspan Article: The Root of the Problem: Weeding Out Pay Inequities
- Article: Equity Methods Survey Reveals Contemporary Trends in Pay Equity
- Article: Statistics 101 for Pay Equity
- Article: Five Big Questions Boards Are Asking about Diversity, Equity, and Inclusion
- Education information: Master Of Business Adminstartion, Pune India, MS Finance from Portland State University
- Contact information: [email protected], 480-428-1173
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