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Celebrate Pride Month with Better Tools to Drive Diversity and Inclusion

Celebrate Pride Month with Better Tools to Drive Diversity and Inclusion

By Linda Mougalian, Division Vice President, Product Marketing and Strategy Amid the tightening labor market, having a diverse and inclusive workplace isn’t just the right thing to do, it’s a business imperative. To attract and retain talent, companies need to provide comfortable, supportive, and inspiring environments where people of different ethnicities, genders and sexual orientations can thrive. Employee engagement happens when workers can be their authentic selves, build upon their strengths, and know that their employers and coworkers are invested in their career development. This is particularly relevant during Pride Month which celebrates the social and political progress made by the lesbian, gay, bisexual, transgender or queer (LGBTQ) community. Still, the unfortunate reality is that many LGBTQ associates still don’t feel comfortable in the workplace. According to the 2017 Workplace Equality Fact Sheet by Out & Equal Workplace Advocates, one in four LGBT employees reported experiencing workplace discrimination in the previous five years. The unemployment rate of transgender Americans is three times higher than the national average, and more...

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ADP Does It Again! Wins ‘Awesome New Technologies’ Award for Record Third Year in A Row

ADP Does It Again! Wins ‘Awesome New Technologies’ Award for Record Third Year in A Row

ADP® has scored a three-peat, taking home the title of one of Human Resource Executive’s “Awesome New Technologies,” for a third straight year with its Pay Equity Explorer solution. Pay Equity Explorer is an innovative tool that combines data science and benchmarking and is built on the biggest dataset in human capital management, the award-winning ADP® DataCloud. The solution was developed to help organizations uncover insights and identify potential areas of risk when it comes to gender or race pay gaps so they can stay competitive in the war for talent. In addition to the legal requirements for equitable compensation at the state and federal levels, pay equity can impact an organization’s ability to attract and retain talent. In fact, a study by Aptitude Research Partners found that organizations that make pay equity a priority see on average 13 percent higher engagement levels, have lower than industry average turnover, and are 19 percent more likely to exceed industry average levels of productivity. What’s more, significant pay gaps increase a...

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Workplace Compliance Spotlight: Identifying Wage Inequality through Data Exploration

Workplace Compliance Spotlight: Identifying Wage Inequality through Data Exploration

Achieving pay equity is top-of-mind for organizations. While organizations have always placed substantial value on talent acquisition, expectations for transparency around equal pay have increased. Given today’s war for talent, a commitment to pay equity is one of the easiest ways to differentiate yourself from your competition. But it’s about more than talent – it’s about identifying possible inequitable pay practices you didn’t even know you had. From a compliance perspective, in addition to the federal EEO-1 report, most states have pay equity laws. Tackling the issue proactively can save you from legal problems now and later down the road. Employers may wish to review their current hiring, job evaluation, and pay practices to ensure that they are compliant and defensible. But the complexities in the regulations and the sheer amount of pay data that exists – internally in every organization and externally in the market – can make it difficult for leaders to develop policies to promote and realize pay equity. Watch the next installment in our Workplace...

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Pay Equity: HR Compliance Trend to Watch

Pay Equity: HR Compliance Trend to Watch

Several jurisdictions are expanding and clarifying their laws prohibiting gender-based discrimination in pay, including restricting employers from making inquiries into an applicant’s pay history during the hiring process. This is because a candidate’s pay history may reflect discriminatory pay practices of a previous employer, which then could result in lower wages in the new job. While these laws differ among jurisdictions, they typically prohibit employers from seeking compensation history from an applicant or his/her current or former employer. Generally, employers are also prohibited from screening applicants based on their pay histories, including by requiring that an applicant’s prior compensation satisfy minimum or maximum criteria. The following jurisdictions have enacted these types of restrictions: Oregon (effective October 6, 2017) New York City, NY (effective October 31, 2017) Delaware (effective December 14, 2017) Massachusetts (effective July 1, 2018) San Francisco (effective July 1, 2018) Philadelphia (blocked due to pending litigation – watch for developments) If you are covered by one of these laws, remove salary history questions from application forms and...

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CPA Practice Advisor Features ADP’s 5 Tips to Help Navigate Pay Equity

CPA Practice Advisor Features ADP’s 5 Tips to Help Navigate Pay Equity

CPA Practice Advisor published an article by Ellen Feeney, vice president and counsel in ADP’s Global Compliance Group,titled “5 Tips to Help Navigate Pay Equity,” which provides accounting firms with some best practices regarding equitable pay practices. “As yet another regulatory deadline looms, you’d think companies would be making EEO-1 compliance a priority. Interestingly, that’s frequently not the case. According to ADP Research Institute® data, when it comes to awareness of the new EEOC requirements, just over half of midsized and nearly three-quarters of large companies are aware of these requirements, but only 20 percent report having a plan in place to manage them. And just about half of companies feel extremely or very confident they will be able to comply with the law by 2018.” Read the entire article at CPA Practice...

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