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Assess Your Pay Equity IQ

Does your company have equitable pay practices in place? Do you have DE&I initiatives? Take a few minutes to answer a series of questions on your equitable pay practices and we'll provide you with a detailed assessment of how you match up to other growing companies. Be sure to enter a valid email as your results will be sent to the address you enter.

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    Talent Acquisition

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    Talent Management


Answer the questions as closely as they match your organizational state.

  • We track demographic employee characteristics like gender and ethnicity for use in regular pay equity audits.

  • We conduct regular pay equity audits and breakout data by gender and ethnicity (By regular we mean at least one time per year).

  • When we conduct pay equity audits, we make compensation adjustments based on the findings.

  • When we conduct internal pay equity audits, we look at all of our compensation components, such as bonus and stock, not just salary.

  • When we conduct pay equity audits, we share results with our leadership team.

  • When we conduct pay equity audits, we share results publicly with our employees, board and investors.

Talent Acquisition

Answer the questions as closely as they match your organizational state.

  • We include pay ranges in all job postings.

  • If we make an employment offer that exceeds a pay range, the justification is documented for future reference.

  • We have a policy that prohibits asking a candidate about their previous salary history.

  • When we make employment offers we lead with our best offer, and limit negotiations.

  • We proactively share pay information as part of our first conversation with a candidate.

  • We discuss potential future career paths as part of the interview process.

Talent Management

Answer the questions as closely as they match your organizational state.

  • We have a formal talent management calibration process to ensure consistent and equitable talent evaluations across the organization.

  • We review performance process outcomes for signs of bias and look at whether there are proportionally higher or lower ratings for certain employee demographic segments (i.e. gender, race, age, etc.).

  • We share criteria for promotions with employees.

  • We conduct regular performance reviews across the organization.

  • We encourage managers to discuss career growth opportunities with the employee as part of their formal conversations about objectives, results, and performance.

  • We have an internal tracking system to alert us when it is time to consider each employee for a promotion.

Pay Equity Assessment

How often should we conduct pay equity assessments?

Since every hiring decision or employee exit impacts your organization’s overall composition, best practice suggests conducting reports quarterly and at minimum twice a year.

What information should we be looking at?

Look at the company overall as well as by job levels, specific roles and departments to see if there are clear areas of discrepancy.

For organizations that have salary or pay bands established, it is also good to review where your employees call by demographics within those ranges.

How can we get started on a pay equity assessment for our organization?

In two ways. First, use OpenComp’s pay equity analysis tool to conduct a deeper analysis of similar roles and determine if pay inequities exist. And second, join OPEN Imperative (Organizations for Pay Equity Now)- a coalition of hundreds of fast growing companies that are committed to advancing pay equity best practices and closing gaps in their companies. All members receive a free and confidential pay equity report.

More Information on Pay Equity best practices!

Conducting regular pay equity assessments is an important pay equity best practice that can help organizations spot disparities early and course correct in real time.

Here are some common questions about this process and more information can be found here.

More About Pay Equity

What is the state of pay equity?

In 2022, the average woman only made $0.82 to every $1 earned by men, a ratio that hasn’t budged in 15 years. Learn more about the current state of pay equity in the high growth sector here.

Why is advancing pay equity good for business?

It is no secret that diverse and inclusive companies perform better and are able to attract and retain top talent. Learn more about the reasons it's good to prioritize pay equity in your organization.

What are common pay equity best practices?

Check out these best practices that successful organizations are implementing.