by Rita Pyrillis
Originally published: May 15, 2017
Closing the wage gap for women and minorities is a goal that many employers support, but accomplishing it in their workplace is a daunting task that requires sifting through complex HR data. Starting this year, they will be required to dive in and address discrepancies.
Private employers with more than 100 employees will be required to provide pay data and hours worked by March 2018 under new Equal Employment Opportunity Commission reporting requirements issued in September. Employers currently provide demographic data, including gender, race and ethnicity through an EEO-1 report but will now be required to submit pay information that will be analyzed to determine pay inequities.
For HR this offers an opportunity to play a strategic role in tackling a problem that is both administrative and a critical business need that affects diversity, recruitment and retention.