Resources for Employers

Partners and Tools

Edge Certified

The Gender Equality Project, newly renamed Edge Certified, works with major global employers to evaluate their employee gender mix, pay gap and employee perceptions of gender equality, and apply best practices to remedy inequities.

Learn More about Edge Certified

Gender Equality Principles

The San Francisco Commission on the Status of Women partnered with the Calvert Group to create tools for employers to assess themselves against seven gender equality principles, including employment and compensation.

Learn More about Gender Equality Principles

Harvard Implicit Bias Test

This free online tool enables individuals to test themselves for hidden racial or gender biases.

Take the Harvard Implicit Bias Test

Harvard Kennedy School Women and Public Policy Program

The Program is a research, policy and training center affiliated with the Harvard Kennedy School of Government that seeks to close gender gaps in economic opportunity, political participation, health and education. It provides evidence-based insights on the role of gender in shaping economic, political and social opportunities, and identifies successful interventions and measures their impact on women, men, and society.

Learn More about the Harvard Kennedy School Women and Public Policy Program

People Development Team

A global training organization that offers interactive classroom workshops and e-learning modules on unconscious bias for the public and private sectors.

Learn More about the People Development Team


Data Sources and Standards

United States Department of Labor

Employers who are subject to the Fair Labor Standards Act (FLSA) of 1938 are required to maintain records on every employee’s age, gender, occupation, wage rate, hours worked, overtime, additions or deductions to wages and total wages paid each period. The FLSA applies to employers with at least two employees and annual sales or business of at least $500,000. This suggests that many employers have the data necessary to conduct internal wage equity analysis.

Learn More about the Fair Labor Standards Act (FLSA)

U.S. Equal Employment Opportunity Commission

Private employers with 100 or more employees are required to file an EEO-1 Report annually with the U.S. Equal Employment Opportunity Commission (EEOC), which provides full and part-time employment data across ten job groups, seven race/ethnicity categories, and by gender. State and local governments file a comparable report – the EEO-4 – every odd-numbered year, and must report salary ranges. While wage data is not currently included in the EEO-1 report, the associated Job Group categories provide pre-existing occupational categories. These may be helpful for internal wage analysis.

 

EEO-1 Job GroupsEEO-4 Job Groups
Executive/Senior Level Officials and ManagersOfficials/Administrators
First or Mid-level Officials and managersProfessionals
ProfessionalsTechnicians
TechniciansProtective services
Sales WorkersPara-professionals
Administrative Support Workers (formerly Office and Clerical)Administrative Support
Craft WorkersSkills Craft
OperativesService/Maintenance
Laborers and Helpers
Service Workers

 

Learn More about the U.S. Equal Employment Opportunity Commission
View the EEO-1 Job Classification Guide
More Information on the EEO-4 Survey

State of Minnesota

Minnesota requires public-sector employers to conduct a pay equity study every few years and eliminate any pay disparities that are discovered. Employers use a job evaluation tool to identify jobs that require similar levels of responsibility and knowledge, despite differences in actual tasks performed.

View Pay Equity Resources from the State of Minnesota

State of New Mexico

In 2009, the Governor of New Mexico issued an Executive Order requiring state contractors with ten or more employees to provide aggregate data on employee compensation, hours worked and gender by job category. The State uses the EEOC EEO-1 job categories, but combines the Executive/Senior Level Officials and Managers and First or Mid-level Officials and managers categories into a more general “Officers and Managers” category.

Learn More about the New Mexico Pay Equity Initiative