Pay-gap and pay-equity analysis
Pay-transparency laws now require many employers to publish their gaps. The headline number is easy to compute. The harder question is how much of it is explained by role, grade and experience, how much is not, and what it would cost to close.
Questions this answers
- What are our reportable gaps, computed the way the rule requires?
- How much of each gap is explained by legitimate factors, and how much is not?
- Does any worker category cross a trigger, such as the EU’s 5% unexplained-gap threshold?
- What would remediation cost, and which adjustments matter most?
Methods
Reporting-rule calculations, regression decomposition of pay gaps with documented controls, category-by-category analysis, sensitivity checks on control choices, and remediation costing. Payroll data is handled under a written data agreement and kept only as long as the work needs it.
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