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At PayAnalytics, we often talk about equal pay for work of equal value. Canada’s Pay Equity Act, implemented August 2021, takes a unique approach to achieving this objective. Typically, pay equity requirements focus on how men and women doing similar jobs are paid, but Canada now focuses on the value of the job to the employer.

All’inizio di settembre sono stati assegnati a Colonia i premi tedeschi per la Gestione delle Risorse Umane 2022 (Personalwirtschaftspreis). Allianz, una compagnia assicurativa globale con sede in Germania, ha vinto il primo premio nella categoria HR Tech e Digital per il suo approccio alla riduzione del divario retributivo a livello globale. Questo progetto garantisce la parità di retribuzione per oltre 100.000 dipendenti in più di 70 paesi, il che significa che presso le compagnie assicurative Allianz donne e uomini sono pagati allo stesso modo per uno stesso lavoro o per un lavoro di pari valore.

Last week, our founders David Anderson and Margret Bjarnadottir presented their academic work at the WorldatWork Workplace Equity Forum 2022 in Austin, Texas.

We are very excited to announce that PayAnalytics has won the Nordic Fintech Impact Award! The win was announced on September 27 during this year’s annual Nordic Fintech Week.

Two of our founders, Margret Bjarnadottir and David Anderson, will speak at the Workplace Equity Forum '22 this October in Austin, Texas. The conference will feature speakers offering new perspectives on how to think about diversity, equity, and inclusion.

PayAnalytics is featured in EBU's, Diversity, Equity, and Inclusion (DEI) Casebook.

"With the right tools, supported with the right data, we can bring about workplace transformation and pay equity."

In the latest issue of Dynamic Magazine, our founder Margrét shares valuable insights for leaders using data analytics or AI on their pay equity journeys.

In a recent blog post for the German HR magazine Trend Report, PayAnalytics Co-founder Margrét Bjarnadóttir explained how important it is to recognize the limitation of AI-based HR tools when making important decisions about hiring, compensation, promotions, and training opportunities. Even when workplaces do strive for equity, their data can still reflect historical biases and discriminate on the basis of ethnicity, gender, and class. Hence, to improve pay equity, companies need to find the right tools, identify where there are potential biases, and take the necessary steps to eliminate those biases.

Margret, our co-founder, Dr. Marie Louise Sunde, Founder and CEO of Equality Check, and Tuula Rytila, Corporate Vice President at Microsoft Digital Stores had an inspiring discussion on a panel on gender equity at the Nordic Innovation Summit two weeks ago. The panel was called "The Scandinavian DEI Paradox—Not So Paradoxical?" referring to the fact that while the Nordics consistently score at the top of every equality scale, women are still underrepresented on boards and in top management.

California, the first U.S. state to pass a law on pay data reporting, is considering proposed legislation taking the requirements of the original bill even further. Senate Bill 973 on pay equity was passed in September 2020 and requires large employers to provide data on employees by race, ethnicity, and sex in the ten job categories and pay ranges used by the U.S. Bureau of Labor Statistics. The first data reports were submitted to the Department of Fair Employment and Housing (DFEH) in March 2021.

VÍS, the largest insurance company in Iceland, offers comprehensive insurance solutions in the consumer and corporate sectors. They have close to 200 employees, mainly in Reykjavik and in different field offices around the country.

Pay transparency has been regarded as an essential device to address and close pay gaps resulting from demographics, such as gender and race. New legislation, worldwide, aimed to address the gender pay gap - has in common an emphasis on more transparency in pay and pay decisions.