HR Manager’s lack of Equity Training: SHRM Survey
The gender pay gap remains a prevalent issue in the workplace. Women in the United States earn only 84 cents for every dollar earned by males, while black and Latinx women earn only 69 and 57 cents per dollar, respectively, as compared to white, non-Hispanic men.
The majority of HR professionals surveyed by SHRM said they undertake regular audits to discover wage disparities, but this alone is insufficient to fix imbalances.
The gender pay gap remains a prevalent issue in the workplace. Women in the United States earn only 84 cents for every dollar earned by males, while black and Latinx women earn only 69 and 57 cents per dollar, respectively, as compared to white, non-Hispanic men.
As a result, 75% of HR professionals undertake frequent pay audits to identify disparities, according to a December poll conducted by the Society for Human Resource Management. However, addressing pay discrepancies will most certainly require more than simply audits. In fact, a change may be required in the company’s leadership.
The survey states:. Nine out of ten HR professionals asked indicated they have been educated to make business-related compensation choices. While 48% of respondents reported receiving training on how to properly document pay choices and the importance of pay fairness, just roughly 40% said the same about senior leaders, and only 36% indicated managers had been trained as well.
When managers and senior executives receive the same pay equity training as HR, they may work together to close the pay equity disparities they discover in their firms. Emily Dickens, SHRM’s chief of staff, head of government affairs,, and corporate secretary, stated
Begin early. Dickens advised that doing a wage audit every time a new person is brought on would be the simplest method to identify a gap. This can assist a business in determining whether a new employee is being offered a salary that may cause disparities for their coworkers. If that’s the case, HR, senior leaders, and managers can work together to address it.
“I’m on our executive team, but I also work as a people manager,” Dickens stated. “Every time I hire a new person in one of my divisions, I do a pay audit, and I spend time with HR looking across the scene.”
A remedy could be to immediately boost the salaries of any affected employees. However, Dickens acknowledged that this is not always possible. If the company’s budget does not allow for an instant raise, a little pay raise to hold the employee over may be a possibility. If not, HR should be honest with the employee, she said, so they know there is a problem and that a solution is in the works.
Pay Equity Training: A Crucial Step Towards Closing the Gender Pay Gap
The gender pay gap remains a significant issue in today’s workforce, with women in the United States earning just 84 cents for every dollar earned by men. The disparity is even more pronounced for Black and Latinx women, who earn just 69 and 57 cents on the dollar, respectively, compared to white, non-Hispanic men. Despite the majority of HR professionals conducting regular audits to identify pay gaps, a recent survey by the Society for Human Resource Management (SHRM) reveals that these audits alone are insufficient to resolve pay inequities.
The Current State of Pay Equity Training
According to the SHRM survey, nine out of ten HR professionals have received training to make business-related pay decisions. However, only 48% of respondents reported receiving training to properly document pay decisions and understand the importance of pay equity. More concerning is the fact that only about 40% of senior leaders and a mere 36% of managers have received such training.
The Importance of Pay Equity Training for Managers and Senior Leaders
Emily Dickens, SHRM’s Chief of Staff, Head of Government Affairs and Corporate Secretary, emphasizes the importance of managers and senior leaders receiving the same pay equity training as HR professionals. With this training, they can work together to close the pay equity gaps uncovered within their organizations.
Proactive Measures: Conducting Pay Audits at the Time of Hiring
Dickens suggests that the most effective way to identify a pay gap is to conduct a pay audit every time a new hire is brought on board. This allows the organization to determine if the salary offered to the new employee might create inequities among their colleagues. If this is the case, HR, senior leaders, and managers can collaborate to address the issue.
Stay tuned, to PropleManager.co.in for further updates on the evolving workplace paradigm.
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