Pay Equity Design and Analysis Consultants

Zayla’s pay equity analysis can help your company identify pay gaps between people in similar positions and with similar talent and results, but who may be of different genders, ages, ethnicities. It’s especially helpful in identifying protected groups that may not be obvious to HR teams.

Zayla’s pay equity analysis can help your company identify pay gaps between people in similar positions and with similar talent and results, but who may be of different genders, ages, ethnicities. It’s especially helpful in identifying protected groups that may not be obvious to HR teams.

A wage gap analysis looks at how employees of different races, ages, and genders are paid within your organization, and identifies gaps between them. It’s a good first step in gauging how your diversity, equity, and inclusion (DEI) efforts are working. 

A pay equity analysis takes into account your organization’s compensation policies and practices. For each grouping of employees in similar roles, we create detailed guidelines for compensation, with an eye toward explaining—and remedying—disparities. 

A pay difference is the deviation in wages between employees, and is usually tied to skill level, training, degrees or certifications, and responsibilities. Wage gap describes the overall difference in mean or median earnings between two groups of people—such as men and women, or employees from two different generations.

Internal equity focuses on pay equity within your organization. External equity looks at how your compensation policies stack up to other companies in your industry. Balancing internal and external equity is important in meeting organizational goals and strengthening company culture.

There are a wide variety of federal, state, and regional laws that govern pay equity. These include the Federal Equal Pay Act, Executive Order 11246, and the California Fair Pay Act or New York Achieves Pay Equity law. Zayla’s team stays up-to-date on regulatory issues, so you can focus on growing your business.

While Total Rewards plays a leading role in the employee experience, it doesn’t exist in a vacuum. Initiatives must be completely woven into the enterprise’s HR strategy, considering the human capital and societal influences that affect program design and strategy. Upskilling, the gig economy, regulatory changes, AI’s impact, data analytics, pay equity, and other HR factors all influence incentive programs and the larger the Total Rewards Strategy.

When business strategy, culture and Total Rewards programs are aligned, the result is productive, committed, and inspired employees who contribute their time, talent, and efforts at their highest levels. In turn, pay equity takes care of itself, elevating the performance of all individuals and teams, and enhancing the bottom line. Total Rewards programs are the most direct path to achieving organizational outcomes and delivering the highest value to your workforce.