What’s it all about? The #MeToo movement is seen as providing new traction for the pay equity discussion. You’ve heard the numbers – white women earn about 80 cents on the dollar compared to similarly situated men; women of color earn even less. You may also have heard other numbers – organizations with diverse cultures have more engaged, productive employees, and organizations with women in leadership perform better financially. This workshop acknowledges the premise that change in compensation structures will come over a significant period of time, and we’ll focus on how HR can influence and try to speed up that change. Joan Fortin and Kat Joyce from Bernstein Shur will lead a wide-ranging discussion focusing on the legal and cultural context of our status quo, and how those same tools can be used to improve organizational structure, values, and performance. You’ll look at some of the factors both in and out of your workplace that drive pay gaps, and the unique opportunity for HR to lead change through talent acquisition, marketing, and your business bottom line.
Why you’ll want to participate in this session.
- Study the political, societal, legal, and generational trends pushing the pay equity discussion to the forefront.
- Discover how to conduct a self-audit of your compensation practices, and the technology tools and other outside resources at your disposal.
- Learn about the business case for pay equity by connecting its value to your organization’s overall strategies, HR and talent acquisition strategies, the financial wellness of your employees, and your organization’s culture and values.
- Become part of the change management solution by thinking long-term and utilizing the power of women HR leaders to effect change.
Applying for SHRM and HRCI Business credit.