Pay Equity in 2018: Latest Trends, Developments and Best Practices
Earlier this year, pay equity became a hot topic in several countries like the U.S., U.K. and Iceland where new laws impacting gender pay equity went into effect. At the same time, more and more U.S. states and localities are increasing efforts to facilitate pay equity in the workplace. States like California, Oregon, Massachusetts, and cities like San Francisco and New York City have enacted laws that prohibit employers from asking, directly and indirectly, regarding an applicant's salary history. Following these developments, it is critical for employers to review their pay practices and understand potential consequences of non-compliance with U.S. pay equity laws.
In a LIVE Webcast, a panel of distinguished professionals and thought leaders will discuss the latest developments related to pay equity and its impact to the labor and employment landscape. Speakers will also offer best practices in complying with pay equity laws and minimizing legal exposure.
Key topics include:
- The Gender Pay Gap in the U.S.
- Current and Proposed U.S. Pay Equity Legislation
- Root Causes of Pay Equity Issues
- Practical Implications for Employers
- Pay Equity Best Practices
Tom McMullen, Senior Client Partner
Korn Ferry Hay Group
- Pay equity, particularly gender pay equity, is a hot socio-economic and political issue today
- The regulatory environment is rapidly changing, particularly in the US and in Europe. This is causing organizations to rethink their approach to reward and talent management
- Organizations are moving from a compliance perspective to a strategic perspective in the pay equity space, understanding that there is an opportunity to strengthen the organization’s employer value proposition
- Organizations focusing only on pay gaps and remediation may be missing an opportunity to look at root causes of pay equity issues
Paul F. White Ph.D., Partner
Resolution Economics Group LLC
- There are multiple ways for organizations to address and remedy pay equity. Some approaches will provide only a short-term fix that will need to be addressed again soon as employees join and leave the company. Other approaches provide a process to ensure that any remedial actions will not be quickly ineffective throughout the course of the year.
- Addressing and maintaining pay equity requires a team of experienced human resources, information technology, legal, and statistical practitioners. There are many challenges to ensure confidentiality and legal privilege of the analyses, especially for employers who increasingly feel compelled to publicly disclose their gender pay results.
- The presenters will discuss these topics, as well as best (and worst) practices for employers who are considering pay equity analyses.
Who Should Attend:
- Labor and Employment Lawyers
- Human Resource Managers
- Payroll/Benefits Managers
- In-house Counsel
Paul White is a Ph.D. labor economist and a Partner in the Washington, D.C. office of Resolution Economics. He specializes in the economic and statistical analysis of employment discrimination issues, including compensation, hiring, promotions, and terminations. Dr. White’s practice also includes EEOC and OFCCP investigations, and FLSA wage and hour matters. Dr. White has conducted hundreds of proactive compensation analyses for employers of all sizes, including creating statistical models for employers as part of their annual compensation reviews.
Dr. White also serves as an expert witness in employment litigation and has extensive testimony experience in local, state, and federal courts.
Dr. White received his Bachelor of Science degree in economics from James Madison University and his Masters and Ph.D. degrees from North Carolina State University, where he focused on labor economics, statistics, and health economics.
Paul White is a Ph.D. labor economist and a Partner in the Washington, D.C. office of Resolution Economics. He specializes …
Tom McMullen is a Senior Client Partner based in Korn Ferry’s Chicago office, and is a leader in the global Rewards and Benefits solutions group. Mr. McMullen is accountable for a wide variety of solution design, thought leadership, innovation, and capability development initiatives. He also serves as a Director on the Chicago Compensation Association Board and has been a previous member for the WorldatWork Compensation Advisory Board and Advisory Board for the Compensation and Benefits Review. He has worked with organizations in a broad range of reward engagements over the past two decades in a number of industries. Tom has been quoted widely in the media around the world and he is a leading national speaker on reward, performance and human resource issues. He is a co-author of the Line Manager’s Guide to Rewards (AMACOM).
Tom McMullen is a Senior Client Partner based in Korn Ferry’s Chicago office, and is a leader in the global …
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Method of Presentation:
Experience in Wage and Hour Laws
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About Resolution Economics Group LLC
Resolution Economics provides sophisticated economic, statistical and financial analyses, forensic investigations, forensic technology, dispute advisory, expert testimony, and specialized technology and analytic solutions to leading law firms, Fortune 500 companies, and government agencies.
Founded in 1998, Resolution Economics is a leading provider of litigation consulting services in employment class action matters. We have provided expert testimony across the nation in class-action, multi-plaintiff and single-plaintiff matters alleging discrimination on the basis of age, race, gender, and national origin/ethnicity, in recruitment and hiring, promotion, pay, termination, and other employment practices. Resolution Economics' Labor and Employment team also regularly consult to clients involved in many types of regulatory settings, such as EEOC, OFCCP, and DOL investigations. Our work has been performed in the context of both litigation and proactive consulting. In the wage and hour area, Resolution Economics examines exempt status for groups of workers, studies payroll and timekeeping data, analyzes meal and rest period claims and off-the-clock work, as well as donning and doffing and various issues. We also regularly consult on wage and hour issues in compliance settings.
About Korn Ferry Hay Group
Korn Ferry Hay Group is the global people and organizational advisory division of Korn Ferry (NYSE: KFY). Korn Ferry helps leaders, organizations, and societies succeed by releasing the full power and potential of people. Our nearly 7,000 colleagues deliver services through our Executive Search, Hay Group and Future step divisions.