1、Guidance for Developing a Global Pay Equity StrategyGail GreenfieldEVP,Pay Equity&Total Rewards Strategy&SolutionsTrusaic Who We AreAt Trusaic,we believe in a world where everyone,regardless of their background or identity,deserves to thrive in the workplace.We celebrate the mosaic of humanity,where

2、 diversity is both recognized and cherished.We harness the power of technology for the greater good.Our vision extends beyond the workplace,as our mission directly impacts individuals and their families,unlocking a more equitable society.We stand firm in our commitment to make the workplace work for

3、 everyone.The future is now.2Our missionWe believe in creating a better working world for all.We do this by helping organizations:Achievepay equityFoster a more diverseand inclusive workforceHire economicallydisadvantaged individualsEnsure employee accessto affordable healthcareAgendaWhy Pay Equity

4、MattersGlobal Pay Equity Strategy FrameworkSample Pay Equity Strategy RoadmapQ&AWhy Pay Equity MattersLegal and ethical imperativesAttracting and retaining top talentBuilding a fair and equitable workplace4Global Pay Equity Strategy FrameworkProactivePay EquityPrevention of Pay InequitiesGlobal Comp

5、liance&ReportingStrategic Pay TransparencyCommunication&Change ManagementMeasurement&Accountability5Proactive Pay EquityOn a regular basis,conduct a proactive pay equity analysis to evaluate your global pay equity and address any unexplained pay inequities identified.ProactivePay Equity“Raw”Pay Gap“

6、Explained”Pay Gap“Unexplained”Pay GapHow average or median pay differs by demographic group(e.g.,women vs.men;Black vs.White)=+How pay differsby demographic group due to differences in compensable factors such as occupation,role,education,and experienceResidual pay gap that cannot be explained and m