Discover How Traditional Pay Systems Quietly Create Inequities—and What You Can Do About It
Most organizations assume that their pay-for-performance or traditional grade systems naturally promote fairness. In reality, these structures often embed inequity by design. This practical, data-driven guide reveals how small, well-intentioned compensation decisions accumulate into significant gender, race, and tenure-based pay gaps—and how to identify and correct them before they erode trust and retention.
You’ll learn how to diagnose the root causes of internal pay inequities, from merit-cycle practices and inconsistent incentive targets to overlooked internal equity checks during hiring and promotions. With real-world examples and actionable frameworks, this resource helps HR and Total Rewards leaders close the transparency gap and build a more credible, competitive pay strategy.
What’s Inside
The mechanics of inequity – how grade systems and traditional pay-for-performance models unintentionally widen pay gaps.
Three proven methods to measure equity – from simple compa-ratio and unadjusted gap analysis to regression-based modeling.
Common mistakes to avoid – such as focusing on percent increases instead of paycheck fairness or overemphasizing target total cash.
A step-by-step roadmap – guidelines for preventing inequities at hire and promotion, aligning pay ranges to market data, and validating fairness before each cycle.
Best-practice templates – including some how-to-get-started steps and gap-closing framework you can apply immediately.
Fair pay isn’t just compliance—it’s a competitive advantage.
Download your copy today to see how leading organizations are transforming traditional compensation systems into engines of equity, trust, and performance.
