Most compensation policies are often overshadowed by personal opinions at the individual manager level, leading to pay discrepancies, inequities, and emotional turmoil for workers. Pay transparency is crucial for addressing these issues.
Compensation decisions frequently rely on gut instinct and bias, impacting employees' pay. Factors such as favoritism, gender, and race can influence compensation, highlighting the need for fair pay practices and transparency.
Gender and race disparities persist in compensation, with women earning 82 cents for every dollar men earn on average, showing minimal progress over the past two decades.
Pay is deeply personal and subject to individual managers' interpretation, creating challenges in achieving pay equity within organizations.
[
Collection
]
[
|
...
]