Monday, Oct 07, 2019
Technology Showcase #1 - Syndio's PayEQ: Analyze and Resolve Pay Gaps Due to Gender or Race Companies who conduct ongoing, iterative analyses on pay gaps reap the benefits in terms of employee engagement, retention and brand love. In this session, you'll see a demonstration of Syndio's software pay equity solution that is used by Nordstrom, Match Group, Target, Slack and Adobe to conduct iterative pay equity analyses, identify underlying behaviors leading to the gaps and stay in compliance over time.
Syndio is the only Software-as-a-Service company licensing data-science powered software to help companies analyze and resolve pay gaps due to gender or race. And stay in compliance over time. Companies who conduct ongoing, iterative analyses are reaping the benefits in terms of employee engagement, retention and brand love. We've worked with hundreds of global companies and have identified a clear path from start to finish, with best practices from every industry along the way.
Katie Bardaro, VP, Data Analytics, PayScale
Zev Eigen, Ph.D., Founder and Chief Data Scientist, Syndio Solutions
Technology Showcase #2 -- Mercer's Pay Equity Calculator: Drill Down into Pay Gaps and Assess Real-Time Impact of Pay Actions
Pay equity has become a critical priority for C-Suite and HR leaders around the world, and now organizations have to step up their processes. With proactive analysis, decision makers can review and resolve pay inequities using a comprehensive, objective and efficient methodology. In this session, we'll demonstrate Mercer's Pay Equity Calculator (PEC), a unique, web-based tool that is delivered following Mercer's pay equity analysis. This tool gives organizations the ability to investigate areas of risk, consider the impact of different adjustment scenarios, and track decisions when reviewing individual outliers.
Brian Levine, Partner and Co-Leader Workforce Strategy & Analytics, Mercer
Join fellow attendees for refreshments and networking.
Dinner and Keynote
Enjoy a delicious dinner featuring a fireside chat between soccer extraordinaire and champion of equal pay, Megan Rapinoe and WorldatWork president and CEO, Scott Cawood.
Tuesday, Oct 08, 2019
Enjoy breakfast before heading into the first full day of sessions.
Pay Equity -- Moving Past the Numbers
In this session we will discuss pay equity as a challenge that is far more complex than calculations and pay remediation. Ensuring a sustainable shift that provides a superior employee experience requires a broader look at inclusion to develop a holistic strategy. Participants will have the opportunity to consider what works well and can be improved upon in their own pay equity management processes as well as sustaining the process and evaluating the effectiveness of their pay equity strategy. Organizations must be aligned on the objectives of their strategy, understand the drivers and determine strategy around communication and transparency before reviewing their current rewards and other talent management programs. Participants will hear examples of how organizations are taking initiative and aligning with business and societal expectations in the areas of pay equity, fairness and inclusion. We will explore best practices in linking pay equity with broader strategies for inclusion and diversity. Attendees will leave with a framework for real action planning with the understanding that fairness and equity is a key factor in retaining and engaging the workforce, especially for those traditionally underrepresented.
Carrie Belter, Principle, Korn Ferry
Andres Tapia, Senior Client Partner, Korn Ferry
Pay Equity -- The Evolving Legal and Regulatory Landscape
For employers that want to get pay equity right, the constantly evolving patchwork of overlapping and, in some cases, conflicting federal, state and international laws creates complex challenges. Organizations are in a tug of war between fast-changing legal obligations, the race to attract and retain talent and the demand for increased pay transparency. Join us for a deep dive into the legal framework and strategy that form the foundation for achieving equity in compensation and Total Rewards programs. This session is appropriate for all companies, regardless of where they are on their pay equity journey. The presenters will introduce participants to the various state, federal and international obligations related to pay equity and transparency. Participants will develop an understanding of the key legal terms, the overlap between the law and their approach to proactive pay equity analyses and how to cloak their analyses to protect attorney/client privilege. The topics will be covered through a combination of discussion, polling questions, scenarios and interactive Q&A.
Consuela Pinto, Shareholder, Fortney Scott
Mickey Silberman, Shareholder and Chair, Fortney Scott's Affirmative Action & Pay Equity Practice Group
Navigating Pay Equity Analysis Toward Actions for Sustainable Change in a Nonbinary World
Gender is driving conversations about fair pay. But what about the many other ways employees identify that are not currently captured in your systems? What happens in a world where the categories of male and female are rejected by younger generations because they are seen as too restrictive? How do we continue to ensure fairness across all of our employees?
We know that fair pay analyses are driving change, and organizations have to ensure their analytics remain relevant as we evolve. In this session, we will review how to structure your analysis for outcomes you can act upon, including the business case for nonbinary strategies and how they can be applied to fair pay analyses. We will also show examples of how companies have made changes based on the outcomes of their analyses that have lasting effect as well as brainstorm on new approaches to ensure participants are positioned to develop sustainable strategies for ensuring fairness.
Sterling Cruz-Herr, Equity Consultant and Founder, TransClue
Nancy Romanyshyn, CCP, Director, Talent & Rewards, Willis Towers Watson
Lindsay Wiggins, CCP, Director, Talent & Rewards, Willis Towers Watson
Join fellow attendees for lunch as you get ready to head into afternoon sessions.
After[the]Math Remediation ... Beyond the "Yes" or "No" of Disparate Internal Pay Equity
This session will examine what employers are learning and how they plan to remediate when they look beyond the statistical positive/negative findings of an internal pay equity study. The panel of veteran internal pay equity consultants and practitioners will share how employers approach the remediation of both the obvious disparate pay practices and outliers, as well as the almost invisible disparate practices woven into the fabric of an organization's human resources management programs. Recent client studies illustrate how employers organize their focus and efforts to thoughtfully address the disparities. The issue of transparency management associated with these efforts will also be discussed. We will share a remediation mapping process gleaned from our clients' experience and illustrate how to develop a "pay equity scorecard" to guide employers as they monitor the evolution of the pay equity mindset in their HR management actions, program designs, practices and policies
Myrna Hellerman, CCP, Senior Vice President, Sibson Consulting
John Jones, Senior Associate, Sibson Consulting
Shades of Pay (Transparency): Where Is the Line on Making Public Pay Gap Disclosures and Should You Cross It?
Companies face unprecedented pressure to make public disclosures about the pay equity health of their organizations. Calls for pay transparency are coming from all sides including employees, shareholders, unions, government agencies, and even civil rights advocacy groups. Studies show that being open and honest about pay gaps can be a smart business move. On the other hand, saying the wrong thing in this space can lead to PR and legal headaches for years to come. What's a company to do? How much is too much when it comes to talking about pay equity? And what's the right language to use? How is a "pay gap analysis" different from a "pay equity analysis"? And how does "pay parity" fit in? What are other companies doing, and how has that worked out for them? In this important and timely session, an employer attorney with over a decade of experience counseling employers on pay issues will answer all the burning questions, explain the different terms and concepts, and provide the tools you need to help decide how much is enough when it comes to making public disclosures about pay equity. We will also have an open discussion about the challenges, eye-opening experiences and best practices for talking about pay.
Scott Pechaitis, Attorney, Jackson Lewis PC
Navigating the Growing Pay Equity Movement: What Employers Need to Know
Based on a survey conducted by Harvard Business Review Analytics of 589 U.S. and UK senior executives, this session looks at the current legislative movement and the role it plays in driving the pay equity agenda. We'll discuss how pay equity audits are crucial to helping organizations operate on this new playing field, and explore the reasons pay equity audits aren't as widespread as they could be at a time when data analytics is all the corporate rage.
Alex Clemente, Managing Director, Harvard Business Review Analytics
Mark Dwyer, VP Data Science, First Capitol Consulting
Emily Martin, Vice President for Education and Workplace Justice, National Women's Law Center
Join us for an enjoyable reception to reflect on your second day of the Symposium.
Wednesday, Oct 09, 2019
Enjoy breakfast before your final day of learning.
Establishing & Maintaining Pay Equity in a Changing Market Environment
Low unemployment rates, increased competition for talent and increased attention on lowest minimum wage have added market pressures to the mix. Organizations often struggle with maintaining base pay equity and avoiding compression among staff when responding to such market pressures. Froedtert Health, an academic hospital system with 13,000 employees, faced similar concerns. Its solution comprised an innovative approach to defining and establishing pay equity while simultaneously adjusting pay ranges and responding to market demands. Through this in-depth case study, attendees will learn the pitfalls of not having a strong organizational position on pay equity, as well as strategies to develop an approach that will increase their organization's ability to maintain equity as the market changes.
John Konicek, Executive Director of Total Rewards, Froedtert Health
Theresa Sieg, Director Compensation, Froedtert Health
To Be Announced
Data-Driven Solutions to Eliminate Pay Gaps
While the methodology on how to measure the pay gap is generally agreed upon, how best to close it remains an open question. Who should get the first raise? How large should that raise be? How do we ensure fairness? And when is the gap closed? We will answer these questions using a case study of an energy company which, in two years, drove their pay gap down to zero by applying data-driven methods to measure the problem, plan the strategy and execute the tactics. We will discuss the necessary steps to keeping the gap closed by continuously measuring the impact of each salary decision. We will explore the power of visualizing the pay structure, the different options to ensure equal pay for equal work, and potential pitfalls. We will also address how to think about closing multiple demographic pay gaps at the same time.
Dr. Margret Bjarnadottir, Assistant Professor of Management Science and Statistics, Robert H. Smith School of Business
Pay Equity and Diversity & Inclusion: A Comprehensive Approach to Power Better Work
In today's global environment, it is important to understand where your organization stands when it comes to pay equity and the convergence of diversity and inclusion. Organizations must learn how to be proactive in assessing and mitigating risks, while taking a more strategic approach when it comes to attracting, engaging, retaining and rewarding top talent. Organizations must not only comply with the ever-increasing and varied legislation on pay equity, but also demonstrate a meaningful commitment to diversity and inclusion/hiring practices to meet expectations of employees, shareholders, boards and customers. This session will provide insights and a provocative perspective that advocates for a comprehensive organizational approach to building a culture of total well-being, delivering fairness and equality, and building a better workplace for every employee.
Garry Straker, Area Vice President, Arthur J Gallagher
Susan Tang, CCP, Senior Consultant, Gallagher