By Stephanie R. Thomas
Repayment equity is a common preoccupation in today’s place of work, from whispers round the water cooler to kabuki within the C-suite. Gender discrimination takes heart degree in discussions of inner pay fairness, yet many different secure features could be invoked as grounds for alleging discrimination: age, race, incapacity, actual visual appeal, and extra. This huge diversity of vulnerability to discrimination fees is frequently overlooked in company tests of ways good reimbursement platforms conform to the legislation and fulfill worker norms of equity. Blind spots generally fairness represent a significant risk to organizational functionality and hazard administration. In Compensating Your staff really, a revered practitioner and advisor lays out in useful phrases every little thing you must understand to guard your organization alongside the complete spectrum of inner pay fairness concerns, together with all of the technical equipment you must optimize compliance and reduce possibility. Compensating Your staff Fairly is a well timed survey and complete guide for reimbursement experts, HR execs, EEO compliance officials, and in-house assistance. It offers the entire details you want to make sure that repayment structures are equitable, auditable, internally constant, and externally compliant with equivalent employment chance legislation and laws. the writer provides technical information—both criminal and statistical—in common sense phrases. Her non-technical breakdown of complicated statistical options distills simply up to practitioners want to know with a purpose to successfully install and interpret the traditional functions of statistical research to inner pay fairness. the focal point during the e-book is on real-world software, present examples, and up to date details on fresh and pending wrinkles within the evolving criminal panorama. Readers of Compensating Your staff Fairly will learn: Why inner fairness in reimbursement concerns tips on how to notice intentional and non-intentional discrimination in reimbursement the fundamentals of statistical inference and a number of regression research The necessities of information availability, measurability, and assortment the standards for assessing repayment platforms for inner fairness the way to examine strength difficulties and react to formal proceedings and activities how one can steer clear of litigation and installed position ongoing measures for proactive self-auditing What you’ll learnReaders of Compensating Your staff Fairly will examine: Why inner fairness in repayment concerns tips to observe intentional and non-intentional discrimination in repayment easy methods to examine capability difficulties and react to formal lawsuits and activities find out how to stay away from litigation and installed position ongoing measures for proactive self-auditing Who this ebook is for HR execs, repayment experts, EEO compliance officials, in-house counsel, and employment lawyers will locate worthy the specialist author’s non-technical therapy of the technical concerns which are necessary to knowing all aspects of inner pay fairness. with out a operating knowing of the way to make their information inform a transparent tale, those a number of pros can't make sure that their repayment structures are equitable, auditable, and demonstrably compliant with equivalent employment chance legislation and laws. desk of Contents Why fairness in reimbursement issues sorts of Discrimination in repayment a number of Regression research the knowledge Regression types of equivalent Pay Other Tests of equivalent Pay research Follow-Up The altering panorama of Pay fairness Enforcement factors of the Gender Pay hole Litigation Avoidance and Proactive Self-Analysis the fundamentals of Statistical Inference
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Additional resources for Compensating Your Employees Fairly: A Guide to Internal Pay Equity
Duke Power Company. In Griggs, Duke Power required employees to have a high school diploma to be eligible for transfer to desirable departments. The plaintiffs claimed that the educational requirement had an unjustified adverse impact on African American employees. Therefore, in the first phase of the claim, the plaintiffs identified the high school diploma requirement as the challenged employment practice. The plaintiffs presented evidence that approximately 34% of white males in the geographic area where the plant was located had high school diplomas.
If the challenged employment policy or practice is neutral with respect to protected status, then the selection rates for the protected group and the nonprotected group should be equal. For example, if 20% of the nonprotected group is selected, we would expect that under a neutral selection process, 20% of the protected group would be selected as well. Another way of expressing this is with respect to the composition of the overall study population. For example, assume that we are interested in examining a prerequisite in the employer’s hiring process.
Furthermore, the model should be limited to only those factors that enter into the decision-making process; it should not contain irrelevant variables. Building a model that incorporates all of the factors considered in the decision-making process reduces the risk of parameter estimates being infected by omitted variable bias. Dealing with omitted variable bias attributable to a required variable’s inability to be measured or failure to be included in the data set will be discussed in detail in Chapter 4.
Compensating Your Employees Fairly: A Guide to Internal Pay Equity by Stephanie R. Thomas
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