Labor: Ring in the new year with a proactive compensation practice audit

Find and address any gender-based compensation differences as early as possible

The beginning of the year brings with it a sense of renewal, a new beginning. As companies kick-start 2012, they should audit at least one human resource practice to make certain they are complying with applicable laws. It involves making sure that there are no gender-based compensation discrepancies in your workforce between women and men doing equal work under similar working conditions.

Earlier this year, Jacqueline A. Berrien, chair of the Equal Employment Opportunity Commission (EEOC), stated: “We have come a long way since the days when gender-based inequities in access to jobs and payment of wages were sanctioned by law, but studies show that a significant portion of the wage disparity cannot be explained by differences in experience, specific work performed, education or other non-discriminatory factors. This persistent disparity is a stark reminder that the EEOC’s work to end every form of sex discrimination in the workplace—including compensation discrimination—is still unfinished business.”

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R. Anthony Prather

R. Anthony Prather is a partner in the Indianapolis office of Barnes & Thornburg LLP and a member of the firm's national Labor and Employment...

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