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Italy’s gender equality certification was introduced in 2022 to help improve indicators of gender equality. To help employers understand the benefits of and requirements for certification, we wrote a short e-book that is available as a free download.

Discover our top takeaways from WorldatWork’s Total Rewards ‘23 conference. Learn how organizations can foster fairness, prioritize employee well-being, and leverage data-driven strategies for optimized total rewards.

What do people analytics, ESG reporting, the metaverse, and employee retention have in common?

Algorithmic people analytics tools promise to make hiring and promotion decisions easier. However, these tools can sometimes end up recommending biased decisions. So what is an HR professional to do? Join PayAnalytics co-founder Margrét at the WorldatWork Total Rewards conference in San Diego for some real-world insight into how to apply people analytics tools fairly.

Reforms to Australia’s Workplace Gender Equality Agency (WGEA) have expanded the scope of pay gap data reporting. By 2025, new reporting requirements will lead to personalized pay gap reports for each employer.

Learn about pay equity, why it’s important, where the pay gap comes from, how companies can start closing it, and much more. We continually update this page with fresh resources.

In Maryland, the Equal Pay for Equal Work Act not only prohibits gender-based pay discrimination but also has several transparency requirements. These include providing the pay range to applicants on request and a prohibition against asking for salary history. The law also protects employees’ rights to discuss their pay.

From the time the EU pay transparency directive was only draft legislation, PayAnalytics has been tracking its requirements and making corresponding updates to our software solution. Through expanded capabilities and some new features, we’re helping our clients get compliant and stay compliant with the directive’s analysis, reporting, and pay transparency requirements.

In 2021, the US state of Connecticut passed a new pay transparency law with four major parts: equal pay for comparable work, wage range disclosure in job postings, ban on seeking/using an employee’s wage history, and freedom to discuss pay.

Pay equity is important in companies of all sizes. Yet organizations with small populations face unique challenges when conducting a pay equity analysis. This article reviews some of these concerns and ways to address them.

The US state of Colorado is progressive in its pay transparency legislation. Since 2021, its legislation has mandated equal pay, required pay transparency in job postings and hiring/promotion processes, and protected employees’ right to discuss their pay.

Over the last several years, Portugal has strengthened its pay equity laws. They emphasize transparency, and employers with gender pay gaps may be asked to create a pay equity evaluation plan. This short article provides information to help employers in Portugal be prepared and proactive.