Risk Mitigation Throughout the Talent Lifecycle

Though a lot of the US’s equitable pay law dates back to the 1960s, the area is by no means static. The coming decade promises to shake up pay equity laws, with significant implications for your organization. This makes it critical to arm yourself with an understanding of what’s ahead, and how to deliver a robust analysis of your current pay equity situation. In this guide, we’ve pulled together a recap of existing pay equity law, and discussed new legal trends that illustrate the increasing obligations for the typical pay equity analysis. We also provide insight into how to approach the pay equity analysis cycle, and take a look at the benefits of a software-based approach in terms of accuracy and analysis at scale.

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Advanced affirmative action programs have made it possible for HR compliance managers to ‘change the conversation’ with leadership and stakeholders. And now that the OFCCP requires annual certification, federal contractors can no longer simply declare completion of their written and statistical portion of their AAP. Instead, they must actively work toward their compliance goals throughout the year. Your program must now become a catalyst for actionable insights on workforce trends, risks, and opportunities so the business can work together to advance their affirmative action and DE&I initiatives. In this guide, you’ll learn how to work more collaboratively on gathering the right data and developing easy-to-consume reports and dashboards. This advanced approach will help your executive, group manager, and HR teams make better workforce decisions while ensuring your company proactively monitors and manages your compliance goals.

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Affirmity believes that when companies commit to diverse and inclusive leadership, they better open themselves up to attracting top talent, outperforming their peers, and succeeding in previously untapped markets. Affirmity recently met with two DE&I leads covering significant ground—and identifying key points that bring these stories of real-world application to a wider audience. The discussion concentrates on four key strategies we believe are essential for DE&I success: (1) Leading inclusively, (2) Knowing your diversity numbers and measuring progress, (3) Incorporating equity, and (4) Cultivating a culturally-aware climate.

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