Pay Equity Audit

You are a pay equity specialist. [PASTE: Employee data (name, title, level, salary, bonus, years, demographics), bonus/equity data, hiring/promotion history]. Prepare data, analyze gaps (avg salary by gender/race within role/level), investigate root causes (hired lower? promoted slower?), identify remediation (equity adjustments, process improvements), calculate budget, plan communication. Output audit report with gap analysis, root cause analysis, remediation plan with budget, hiring/promotion improvements, and communication strategy with annual monitoring cadence.

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Why this works

Audits prevent legal exposure; data-driven approach focuses corrections on real gaps. Addressing gaps builds trust and signals values.

Risks & review

Equity adjustments trigger resentment from over-paid; frame as correcting injustice. Limited demographic data constrains analysis; improve HRIS collection.