As HR professionals, Payscale (formerly CURO) has added another level of comfort for us to
know that we’re doing it right. Pay equity has helped to build trust and credibility with our staff and
board by sharing results from our analysis and it helps make our annual pay audits a lot easier..”
Key types of analysis used
.svg){kind=icon}
Root cause analysis
Understand the underlying reasons for pay inequity to address systemic and structural issues, rather than just the symptoms.
Cohort analysis
Group employees who perform equal or substantially similar work into pay analysis groups (PAGs) or cohorts to review potential pay equity disparities.
Multivariate regression analysis
Identify the significant factors that drive pay variance and isolate the ‘illegal’ pay gaps.
Company & Challenge
The Conrad N. Hilton Foundation team’s commitment to paying their people fairly has always been part of their compensation philosophy. But after recent social justice movements and the COVID-19 pandemic highlighted racial and gender-based discrimination inequities, the team wanted to take further action to ensure that their pay practices were fair, equitable and transparent now and in the future.
The pay equity goal at The Conrad N. Hilton Foundation was to confirm that they were paying employees for their experience and performance – with no bias on protected categories such as: gender, ethnicity, age, sexual orientation, and disability. As a smaller organization, it is often difficult to perform accurate statistical analysis, so they wanted a pay equity solution that made it simple. Using pay equity was the first time the team had used pay equity technology to ensure their pay efforts were aligned and living up to the standards of the organization.
Key types of analysis used
Root cause analysis
Understand the underlying reasons for pay inequity to address systemic and structural issues, rather than just the symptoms.
Cohort analysis
Group employees who perform equal or substantially similar work into pay analysis groups (PAGs) or cohorts to review potential pay equity disparities.
Multivariate regression analysis
Identify the significant factors that drive pay variance and isolate the ‘illegal’ pay gaps.
Solution & Results
In 2020, The Conrad N. Hilton Foundation worked with pay equity experts at Payscale (formerly CURO) to perform a pay equity analysis. They had been conducting manual pay equity analysis for a number of years but using pay equity software added consistency to their analysis and introduced the statistical element that helped uncover interesting pay themes such as potential occupational and vertical segregation issues. Looking at unadjusted pay gap outcomes also gave greater insight into DE&I actions that could improve representation across the organization. Using Payscale’s technology also helped increase transparency and trust by allowing the compensation team to share results with the rest of their workforce for the first time since conducting pay equity analysis.
By using pay equity software, The Conrad N. Hilton Foundation was able to:
- Demonstrate that they had achieved pay parity by ensuring employees in the same salary band are paid fairly to one another, regardless of their gender or ethnicity
- Uncover pay representation discrepancy, enabling them to ensure that equal opportunity for growth is fair when promoting for new opportunities or developing employees
- Increase transparency by sharing pay equity analysis results with employees for the first time
Solution & Results
In 2020, The Conrad N. Hilton Foundation worked with pay equity experts at Payscale (formerly CURO) to perform a pay equity analysis. They had been conducting manual pay equity analysis for a number of years but using pay equity software added consistency to their analysis and introduced the statistical element that helped uncover interesting pay themes such as potential occupational and vertical segregation issues. Looking at unadjusted pay gap outcomes also gave greater insight into DE&I actions that could improve representation across the organization. Using Payscale’s technology also helped increase transparency and trust by allowing the compensation team to share results with the rest of their workforce for the first time since conducting pay equity analysis.
Start your own transformation
Learn how Payscale can help bring modern pay practices, salary data, and compensation management technology to your organization.
“With Payfactors, we have replaced our labor-intensive spreadsheet job pricing process with a system that works like a dream. We are able to match to benchmarks within the system, easily get up-to-date pricing and age for future cost planning. We’ve cut our process time down by at least 80%."
"Payfactors is a game changer for your market pricing needs. I can provide fast and accurate market data to management in a very easy-to-produce, elegant report."
“Marketpay — concise, consolidated, and clever. Repeatable reporting helps to set an expectation for the internal client and provides a clear understanding of the market comparable to internal jobs.”
"[Payfactors’] analytical dashboards are game-changers for the way we work. They make us more likely to renew. I would want to keep it just to be able to pull data in real time without spending half a day prepping 18 Excel documents. Being able to go in, have our data ready, and see the fancy graphs is amazing. I would just say, keep doing what you're doing — we really love it."
“With Payfactors, we have replaced our labor-intensive spreadsheet job pricing process with a system that works like a dream. We are able to match to benchmarks within the system, easily get up-to-date pricing and age for future cost planning. We’ve cut our process time down by at least 80%."
"Payfactors is a game changer for your market pricing needs. I can provide fast and accurate market data to management in a very easy-to-produce, elegant report."
“Marketpay — concise, consolidated, and clever. Repeatable reporting helps to set an expectation for the internal client and provides a clear understanding of the market comparable to internal jobs.”
"[Payfactors’] analytical dashboards are game-changers for the way we work. They make us more likely to renew. I would want to keep it just to be able to pull data in real time without spending half a day prepping 18 Excel documents. Being able to go in, have our data ready, and see the fancy graphs is amazing. I would just say, keep doing what you're doing — we really love it."
“We initially looked at other vendors who could help us in this area, and we just didn’t find what we were looking for in terms of the level of partnership and expertise that Payscale could provide. It was important for us to make sure that the information we were receiving was reliable and to have it come from a trusted source. We can now confidently say we are looking at compensation in a way that will ensure that we’re building for the now as well as the future.”
“We've used Payfactors for five years. I’ve loved seeing the evolution of the product, - especially after the merger with Payscale.”
“We initially looked at other vendors who could help us in this area, and we just didn’t find what we were looking for in terms of the level of partnership and expertise that Payscale could provide. It was important for us to make sure that the information we were receiving was reliable and to have it come from a trusted source. We can now confidently say we are looking at compensation in a way that will ensure that we’re building for the now as well as the future.”
“We've used Payfactors for five years. I’ve loved seeing the evolution of the product, - especially after the merger with Payscale.”
"Our biggest challenge as compensation specialists is moving at the speed of business. When it comes to people's pay, you have to get it right. And to stay competitive, particularly today, you have to get it in place right away. Payscale gives us current, real-time market data and a streamlined way to access the information we need for analysis and validation."
"Our biggest challenge as compensation specialists is moving at the speed of business. When it comes to people's pay, you have to get it right. And to stay competitive, particularly today, you have to get it in place right away. Payscale gives us current, real-time market data and a streamlined way to access the information we need for analysis and validation."
“We've used Payfactors for five years. I’ve loved seeing the evolution of the product, - especially after the merger with Payscale.”
"Our biggest challenge as compensation specialists is moving at the speed of business. When it comes to people's pay, you have to get it right. And to stay competitive, particularly today, you have to get it in place right away. Payscale gives us current, real-time market data and a streamlined way to access the information we need for analysis and validation."
"Our biggest challenge as compensation specialists is moving at the speed of business. When it comes to people's pay, you have to get it right. And to stay competitive, particularly today, you have to get it in place right away. Payscale gives us current, real-time market data and a streamlined way to access the information we need for analysis and validation."
“We've used Payfactors for five years. I’ve loved seeing the evolution of the product, - especially after the merger with Payscale.”