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Pay Equity Playbook: How to be a Fair Pay Employer
Insights from Renegade Partner's CPO on how to eliminate pay inequity
Pay equity playbook
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Questionnaire

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Pay Equity Checkup Results


Step 1: View a breakdown of various Pay Equity perceptions across the organization and discuss the results


Questions you can ask yourselves:

Are these the results you expected? Any surprises?
If there are discrepancies, why do you think they exist?
Is there anything about the questionnaire that brought up areas you haven’t really thought about or considered before?

Select time period to view:
November 26 - December 3, 2024
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Note:
Each question is tied to one of the Pay Equity pillars in this playbook. Each response reflects whether or not the respondent perceives your organization to be moving towards or away from fair pay practices. A score below 50% is a good indication that a particular pillar needs more attention, a score between 50-75% means the organization is growing in its fair pay practices, and a score above 75% means that the organization has some positive achievements in becoming a fair pay employer.
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Note: Any missing pillars means that the resulting score for that pillar was 0%


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Step 2: Review the average scores across the organization for each pillar, then plan on spending more time in the playbook in the areas where more work needs to be done to address fair pay practices.


PILLAR 1:
Reduce manager discretion
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Average score:
35%
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PILLAR 2:
Level and promote equitably and fairly
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Average score:
46%
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PILLAR 3:
Regularly check pay equity systems
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Average score:
47%
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Step 3: Go through the playbook with other trusted leaders in the organization to learn practical ways your organization can make pay equity a priority


Go to the
Reduce manager discretion
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page to get started.


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