If you were to ask the average woman about the kind of discrimination or frustrations she has faced on the job, they will probably tell you one of two things. They might talk to you about how they don’t receive the same opportunities as men with similar skills.
When they do get good jobs, women often find that they don’t make as much per hour or per year as a similarly skilled and experienced male co-worker. The wage gap is one of the most persistent and frustrating aspects of institutional sex discrimination for workers in the United States. There is one simple thing your company can do to avoid claims that you engage in wage discrimination.
Perform a thorough wage audit looking at protected characteristics
The only real way to avoid wage discrimination allegations is to be proactive. Even if your company has always had an internal policy of being an equal opportunity employer and not discriminating in the wages it offers, a review of company finances may show that your company does not practice what it preaches.
Deep-set biases by people working in management or human resources often lead to women starting out at lower wages or having a harder time seeking a pay raise than men with similar qualifications. Looking at the pay across all of your workforce and breaking it down via category of protected characteristic can help you.
Compare what women and men make. Look at workers of different races and different ages. If you see any notable trends where certain groups make more for no specific reason, and you probably need to adjust what some of your workers make.
Taking steps now to make sure that you pay your workers appropriately will help protect your company against claims of discrimination or legal action in the future that could cost far more than raises to some likely deserving workers.
