The EEOC has just announced a proposed revision to the Employer Information Report (EEO-1) that would include collecting pay data from employers, including federal contractors, with more than 100 employees. This new data is meant to assist the agency in identifying possible pay discrimination and help employers promote equal pay in their workplaces. More info is available here; the comment period ends April 1, 2016.
What does this new development mean for you? Well, if you’re at all concerned about the possibility of inequitable pay practices at your organization (either deliberate or inadvertent), now is an excellent time to start looking into things – before the EEOC starts looking into them for you!
In a previous post, I explained how to analyze the possibility of a gender pay gap at your workplace. That same analysis applies regardless of the type of pay discrimination that may be occurring, whether on the basis of age, race, or other illegal factors.
If you do uncover pay inequities, I highly recommend that you bring your findings to your senior management team ASAP. But there’s no need for panic. As compensation expert Frank Kyler noted in a recent BLR webinar, it’s not necessary to take a “boil the ocean” approach to remedy pay inequities. Small, manageable steps are key to fixing the problem.