Author: ruththomas

Ruth Thomas is Pay Equity Strategist at Payscale. She is a global leader in pay equity and compensation management technology, and was co-founder of Curo Compensation, which was acquired by Payscale in 2021. As a recognized thought leader and author on pay equity she works to the mantra that everyone deserves equal pay for equal work as well as an equal opportunity to earn the same. Her interest in technology’s ability to transform traditional approaches to reward and drive fair pay helps to inform Payscale’s innovative product strategy. With over 30 years of Global HR and reward management experience she has international expertise in the management of compensation processes and the design of pay and benefit structures, salary progression systems and management incentive plans. Her corporate experience includes Lloyds TSB Group, Price Waterhouse Coopers, Dow Jones Group and Credit Suisse.

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New guidance for UK ethnicity reporting: What employers need to know

After a long period of silence, the Government published on the 17th of April, 2023 new guidance for employers on ethnicity pay gap reporting and positive action to take in the workplace.
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A look back at compensation trends in 2022 and predictions for 2023

For compensation practitioners, Q1 is a busy time where you are deep into end-of-year compensation review planning for execution of pay increases in the new year. But here are a few thoughts around what might need to be on your agenda for 2023.
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What employers need to know about pay equity legislation

The start of a new year brings many things, such as new year’s resolutions, job changes, and for many states…new laws. The start of 2022 has focused heavily on Pay Transparency Legislation, with the United States’ largest city requiring employers to post a salary range of any job posting beginning in May...
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How to effectively communicate merit increases to employees

It is the time of year when many employees will be receiving compensation statements confirming their merit outcomes.  To prepare managers for those tricky conversations, we offer five steps to help you get ahead.  
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Why is communicating pay so hard?

It’s getting to that time of year when we communicate pay outcomes to our colleagues. it’s that painful part of the cycle that comes at the end of an often-exhausting review process; managers are often unprepared or feel unequipped to have meaningful conversations and employees are sometimes left frustrated and confused. Yet...