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.
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.
This free online tool enables individuals to test themselves for hidden racial or gender biases.
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.
A global training organization that offers interactive classroom workshops and e-learning modules on unconscious bias for the public and private sectors.
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.
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 Groups||EEO-4 Job Groups|
|Executive/Senior Level Officials and Managers||Officials/Administrators|
|First or Mid-level Officials and managers||Professionals|
|Administrative Support Workers (formerly Office and Clerical)||Administrative Support|
|Craft Workers||Skills Craft|
|Laborers and Helpers|
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.
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.