As the New Year approaches, employers are continuing to examine how to properly identify, audit, and address equal pay issues within their organizations. While understanding that federal law prohibits gender-based pay discrimination and that an increasing number of states are passing their own legislation, employers frequently struggle with two basic questions: (1) how to know if my organization has an equal pay issue; and (2) if an issue exists, what to do to fix it. Indeed, to increase pay transparency and expand the limited “equal work” standard under federal law, US states have enacted pay equity laws that, among other things, prohibit salary history inquiries and require equal pay for “substantially similar” work.
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