Sessions

The gender pay gap is still 16% and those numbers get much worse when we break them down by ethnicity. But corporate budgets rarely allow HR to fix the problem all at once. This session highlights three strategies that will make a difference - and can be easily adopted by your team through minor changes to your hiring strategy, compensation bands, and performance management review cycles. These little changes, won't break the bank, but they will bridge the gap, day by day to eliminate pay disparity across your workforce. 

In this session, participants will learn how they can adjust compensation bands to limit pay disparity across new and incumbent employees at every salary change. 
Attendees will also learn how they can impact pay equity by posting salaries in job postings and what other positive results this strategy can deliver. 
Participants will also learn how they can rethink annual merit increases and performance management review cycles to continue shrinking the gap for any and all pay disparity in their workforce.

Workplace Application: Attendees will learn how to prioritize simple changes to existing processes that will have direct impact on pay disparity in their workforce.

Learning Objective:

1. In this session, participants will learn how they can adjust compensation bands to limit pay disparity across new and incumbent employees at every salary change. 
2. Attendees will also learn how they can impact pay equity by posting salaries in job postings and what other positive results this strategy can deliver. 
3. Participants will also learn how they can rethink annual merit increases and performance management review cycles to continue shrinking the gap for any and all pay disparity in their workforce.