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Pay equity is a topic impacting every talent acquisition leader today. Candidates are demanding salary disclosures around equity early in the process. And recently enacted laws in several states require companies to provide more transparency to job seekers. But as the conversations around pay equity pick up, most companies need more strategies or technology to support change. And the labor market has put some companies at risk when they need to run pay analysis, provide transparency, or invest in the right solutions.
What are the challenges with pay equity?
If you were to survey CEOs, over 90% would say that pay equity is important. So, what goes wrong, and why isn’t this being discussed during the recruitment process? Pay equity is complicated, and talent acquisition professionals face a number of challenges when trying to address it. Several challenges include:
Getting Leadership Support: Although most leaders support fairness and equality in the workforce, not every leader supports an equal pay philosophy. Lack of leadership support can negatively impact talent acquisition’s commitment to improving pay equity in the hiring process. Lack of Pay Information in the Job Description: Companies invest in improving the language of job descriptions to ensure fairness
