Pay Equity

Explore pay equity research reports, guides, webinars and more

Preventing regrettable turnover when pay goes public

In today's unsteady labor market, many employers are deprioritizing retention amid layoffs and slower hiring. Top talent, however, retains strong options even in an employer's market.

Webinar

Paycycle in action: Kick off 2026 pay reviews & fast On-demand webinar

In this fast-paced, fireside-style conversation, you’ll hear how a Paycycle customer kicks off the year with confidence: what they changed, what worked, and how they run pay reviews without the chaos.

Research Report

Payscale Index 2025 - US Wage Growth Trends

Particularly during times of quickly changing economic forces, organizations require precise and timely data in order to make informed decisions about allocating limited compensation budgets. The Payscale Index tracks quarterly changes in total cash compensation for full-time, private industry employees in 19 job categories, for three company sizes and 15 industries across 32 major Metropolitan Statistical Areas (MSAs) in the United States.

Research Report

2026 Salary Increases Preview Report

The Pay Increase Preview Report provides an early snapshot of what is in the full Compensation Best Practices Report, which reveals what salary increases organizations actually gave last year in 2025 and what they’re giving this year for 2026.

Webinar

Design fair and equitable pay programs with Trusaic and Payscale On-demand webinar

Join pay equity leaders from Trusaic and Payscale as they explore how organizations can design compensation programs that are both fair and strategic.

Webinar

Let’s talk pay equity: Navigating U.S. pay transparency and the EUPTD with Payscale and Trusaic on-demand webinar

A fireside chat on how Payscale and Trusaic are partnering to help organizations tackle the fast-approaching wave of pay transparency and equity requirements.

Webinar

Let’s talk services: Turning comp chaos into strategy with Payscale on-demand webinar

A candid fireside chat on how Payscale’s Services team becomes the strategic partner you didn’t know you needed.

Webinar

Navigating Pay Equity: Annual Analyses and Global Regulatory Shifts on-demand webinar

Join experts from Aon and Payscale for an informative session about how companies can meet the challenges of pay transparency and pay equity head on.

Webinar

2025 Compensation Best Practices Panel

Join leaders from Payscale’s HR and compensation teams for an exclusive deep dive into the 2025 Compensation Best Practices Report.

Research Report

2025 Fair Pay Impact Report

Employees do not perceive that pay is fair even when it is and are more likely to seek a new job because of it. Our 2025 Fair Pay Impact Report shows that wages are fairer now than in 2021. Unfortunately, perception of fair pay has gotten worse.

Whitepaper

The Basics of Pay Analysis

This whitepaper provides a high level description of pay analysis commonly used by compensation professionals to assess pay fairness to market and retain workers.

Whitepaper

Getting started with job management - Whitepaper

In this guide, we provide data and best practices on managing pay differentials for education plus insights into the shift to skills-based talent management in the age of pay transparency.

How many organizations are actively conducting or planning a pay equity analysis—and how does that compare for Payscale customers?

60% of organizations say that pay equity analysis is either a planned or current initiative, which rises to 71% for Payscale customers.

Are most organizations prioritizing pay equity because they believe in it, or mainly because regulations and transparency laws require it?

50% of organizations say pay equity has been a long-standing focus while 43% say they are responding to pay transparency or regulatory requirements.

How are budget constraints limiting pay equity remediation, and what are organizations still doing to help the most underpaid employees?

51% of organizations say that budget constraints moderately or significantly limit their ability to ensure internal pay equity, but 65% proactively address severely underpaid employees.