Below is a slide-by-slide outline of the attached deck, “How to Conduct a Pay Equity Audit” from Salary.com. It summarizes each major section, the key points presented, and the overall flow.

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Salary.com_How_to_Conduct_a_Pay_Equity_Audit.pdf

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1. Title Slide

• Title: How to Conduct a Pay Equity Audit
• Presented By: Salary.com
• Date: February 26, 2025

2. Today’s Speakers

• Speakers:
  • Heather Bussing, Employment Attorney & HR Analyst
  • Katie Stukowski, Vice President, Solutions Consulting at Salary.com

3. What is Pay Equity?

• Definition: Equal pay for comparable work that is internally equitable, externally competitive, and transparently communicated.

4. Pay Equity is a Compliance Issue

• Key Points:
  • Employers must pay equally for equal work—and be able to prove it.
  • Compliance is an opportunity to ensure fairness and avoid legal risk.

5. Why is Pay Equity Important?

• Perspectives from Different Stakeholders:
  1. Job Seekers: Evaluate potential employers based on pay equity commitments.
  2. Employees: Demand greater pay transparency and fairness.
  3. Board Members: Increasingly focused on human capital oversight and pay equity.
  4. Executives: Concerned with legal/attrition risk and overall organizational impact.
  5. Shareholders: Focus on human capital topics; pay equity is a top concern.

6. Future / Pending Legislation

• Pay Transparency Laws:
  • By 2025, 38% of U.S. employees will be covered by pay transparency laws.
  • Expected to increase to nearly 50% coverage by 2026.

7. Goal of the Pay Equity Audit

• Primary Objectives:
  • Ensure compliance and legislative reporting.
  • Establish equal pay for equal work.

8. Poll: Has your organization conducted a pay equity audit?