It should come as no surprise that people want transparency and pay equity, and as an ethical business owner, you should want to provide that. When it comes to diversity and inclusion practices, pay equity is at the top of the list.
Pay equity affects an organization’s reputation, and you can’t expect your employees to be engaged in their work when they don’t feel fairly acknowledged for their work. So where do you start?
– Gather information to identify pay gaps
– Identify potential areas of risk for pay gaps
– Evaluate opportunities for equity as it pertains to race, gender, or LGBTQ+ status
Compensation affects your employees every day and it can affect their personal life if they’re unable to make ends meet. If someone is under the impression that someone who completes an equal amount of work to them gets more compensation, you can’t reasonably expect them to be equally as engaged. If you aren’t implementing practices to gather insights on this yet, now’s the time to ask yourself what you can do.
Questions for leaders:
- What measures do you take to ensure transparency and pay equity?
- Do you think you could do more?
- Does this present a notable challenge to leaders?
Registration is now open for our next Great Engagement: Engage and Mobilize Employees Training Program, starting October 12, 2022.
For more information and to register: https://lnkd.in/gaSm-2vn
Your organization may be eligible for up to two-thirds of the training cost through the Canada Job Grant program.