Join Susan Brown, Senior Director at Siemens, and Melissa Sharp Murdock, Esq., Director at WorldatWork, as they set the stage for this day-and-a-half event. In addition, attendees will have an opportunity to share what they hope and want to hear discussed during the symposium.
In this panel discussion, senior-level consultants share what they are seeing in the trenches as they work with clients on pay-equity issues. In addition to addressing questions raised during the welcome session, panelists also will discuss the current business, social, ethical and regulatory pressures that are shaping current pay equity work.
A strong understanding of U.S. and international regulatory requirements is a must-have before organizations can dive into pay equity work. Why are these policies being passed and what are they attempting to accomplish? How should multinational organizations address them? In this session, you will gain an overview of the current legal landscape and mounting regulatory pressures on pay equity.
Everyone agrees: There is a level of risk involved when working on a pay equity analysis. Successfully leading this kind of internal initiative is a critical component to addressing pay equity in your organization. In this session, learn key considerations as you decide what your organization is trying to achieve. Is it equal pay for equal work? Eliminating the pay gap? Or something else? Gain an understanding of who your internal partners are, how to handle privileged information, how to decide to whom you will allow data access and, perhaps most crucially, how to overcome resistance from doubters.
You know you need to run a pay equity analysis … but just what will this look like? From thinking about the work being compared and which groupings make sense for comparisons to the acceptable factors for explaining pay discrepancies, this session will address the considerations you need to weigh when you review your pay systems for inequities.
Lindsay Wiggins, Director, Talent & Rewards, Willis Towers Watson
Rachel Cowen, Partner, McDermott Will & Emery LLP
You’ve conducted the analysis and you understand the organization’s pay equity situation. Now it’s time to choose a remediation strategy. Join experts who will discuss the evolution of remediation strategies and share insights on how to develop your own strategy that aligns with the organization’s pay equity objectives and budget constraints.
The activist shareholder movement is well-organized and forcing boards to address the pay gap in their organizations. Hear about how boards are responding and what they want organizational leaders to address. Walk away with recommendations on how to manage up, down, across and sideways on pay equity concerns.
What’s on the horizon when it comes to pay transparency and rewards fairness? Join this session to hear about what might be next. Is it workplaces where everyone is open and transparent about compensation? Or will employers take the lead and start disclosing pay ranges for all open positions? Learn how organizations should prepare for a potential shift in pay culture and what can be done now to educate the workforce on pay philosophy and goals for the organization’s pay and rewards systems.
It’s time to step back and take a 50,000-foot view with regard to the strategic HR overlay of pay equity and how you can manage to effect change in your organization. Hear how compensation leaders are partnering with the Diversity & Inclusion team on this issue and understand who holds responsibility for the representation/candidate pool piece of the puzzle. Find out how you can move the needle in your organization.
Tracy Bosch, Associate Client Partner, Korn Ferry
A well-executed pay equity analysis and resulting action can boost your employer brand, drive engagement and retain top talent, and protect your organization against legal action by addressing any individual and systemic inequities. Further, as the factors that drive pay and employee success are clarified by analysis, organizations can use these findings to create programs that prioritize and foster the progression of such talent. Join experts from PayScale and Mercer as they share insights on conducting analyses to identify and rectify issues, address root causes and shape communication strategies.
As workforce diversity continues to increase, more employees are affected by potential pay inequities. To combat this issue, organizations are taking action to address pay equity; however, only 28% are confident that they have been able to close role-to-role pay gaps. Gartner partnered with Glassdoor to assess existing pay data and better understand the reality of pay inequities at organizations. Join this session to learn how the most progressive organizations integrate pay equity as an ongoing practice, tackle negative employee perceptions through open communication, and prevent the perpetuation of gaps across the employee lifecycle.
Brent Cassell, Vice President, Gartner Advisory, Human Resources Group
Alex Pavel, Senior Principal, Gartner Advisory, Human Resources Group
+1 877 951 9191USA and Canada
+1 480 951 9191Other Countries