Are You Leveraging Pay Data Reporting To Your Advantage?
For many California employers, pay data reporting is now the law. Enacted as an effort to reduce gender and racial pay gaps, the new law (SB 973) requires California employers to submit annual information on their employees’ pay data by gender, race, and ethnicity to the state’s Department of Fair Employment and Housing. Although the annual reporting obligation mirrors the EEO-1 pay data reporting, there are still some uncertainties on the requirements of the law and what employers can do today to demonstrate fairness in pay, reduce the risk of litigation, and promote diverse, equitable, and inclusive workplaces.
Join our webinar, Connecting Required Pay Reporting to Pay Equity, on Tuesday, February 9 at 1 p.m. CT, where Affirmity experts, Patrick McNiel, PhD and Allen Appleby, will provide an overview of the requirements of the law, as well as the importance of conducting an internal pay equity audit as a best practice for cultivating fair pay in the workplace.
Specifically, we’ll be discussing:
- Motivation of SB 973 and who is affected
- What data is collected and when
- How an analysis of pay equity positions employers for better reporting outcomes
SHRM credit approved