Pay Equity and Transparency – Taking the First Step
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As employers continue to refine their talent acquisition strategies and differentiate their total rewards practices, the evolving business and regulatory landscape may create barriers if the employer has not equipped talent specialists with the tools they need. Many employers continue to struggle with ensuring pay transparency and countering legacy practices, both of which can lead to pay inequities, affecting motivation and relationships at work as well as an employer’s brand and reputation. Pay transparency may not be the singular cure for racial and gender pay gaps, but it is a good starting point to remove barriers and improve accurate information about employee compensation.
Learning Objectives:
- Learn what pay transparency is and why it is important.
- Discover methods to review pay transparency tools that talent specialists can use to attract diverse candidate slates.
- Hear emerging practices to elevate transparency through the entire reward life cycle.
Bob Lemke
As one of Grant Thornton LLP’s human capital practice leaders, Bob advises boards and senior leadership on the strategic, governance, and technical aspects of human resource management and total rewards strategy. Bob’s corporate and client experiences span over 25 years as a human resources and total rewards leader. Bob earned his master’s degree in Industrial/Organizational Psychology from Illinois State University and is certified as a Senior Professional in Human Resources (SPHR) and a Certified Compensation Professional (CCP).