On March 7, 2017, WorldatWork published a position statement on pay equity. After 12 formative years in Catholic school I am not fond of people talking for me, but WorldatWork's overall position addresses a reality that our profession faces. It " . . . acknowledges the leadership role that WorldatWork and its members must take on this critical issue." And it doesn't shirk on the details.
In other words, the position statement has been created to influence the way we act professionally and to " . . . outline the role that compensation and rewards professionals have in reducing and eliminating pay equities in the U.S. workforce." I urge you all to take a close look.
Here are a few of the highlights until you can sit down and carefully read the statement:
"WorldatWork fully expects [pay equity] to continue to be a key business priority." I think most Compensation Cafe readers would agree.
" . . . rewards and compensation practitioners and the organizations they serve also have a responsibility to reduce or eliminate pay inequities through innovative private-sector workplace programs and policies."
"WorldatWork supports pay transparency . . . [and] opposes policies that prohibit employers from requesting a job candidate's total rewards history during their consideration and interview process."
Also, "WorldatWork endorses regular, organization-wide pay analyses to aid in reducing any unconscious biases or structural barriers in hiring practices, performance reviews, promotional guidelines and leadership opportunities that may contribute to pay inequities."
There's a lot more in there, so be sure to read the statement a few times. After that, decide for yourself where you stand on the issues and solutions being promoted. Finally, discuss it with your team AND your boss(es). The statement calls out a number of areas where all of us can and should up our game. For instance, "WorldatWork strongly believes that equal work must be measurable." How many of us actually deliver valid insightful measurement protocols, yet we're clearly going to need to accomplish this as data expectations become more sophisticated in the digital world.
I have looked forward to the day when our profession would finally share a conversation about Compensation's future. I'm marking March 7, 2017 on my calendar as the day the conversation began in earnest.
Margaret O'Hanlon, CCP brings deep expertise to discussions on employee pay, performance management, career development and communications at the Café. Her firm, re:Think Consulting, provides market pay information and designs base salary structures, incentive plans, career paths and their implementation plans. Earlier, she was a Principal at Willis Towers Watson. Margaret is a Board member of the Bay Area Compensation Association (BACA). She coauthored the popular eBook, Everything You Do (in Compensation) Is Communications, a toolkit that all practitioners can find at https://gumroad.com/l/everythingiscommunication.