Conducting an EEO Compensation Analysis EO310
Not currently offered
This program currently has no scheduled dates. Find out more about how this program can be offered in-house at your organization.
Organizations have an affirmative obligation to avoid findings of discriminatory pay practices. Such a finding can be costly in terms of penalties and payment of back wages. It is important for organizations to have a proactive strategy to avoid the potential allegations of wage discrimination. In this highly interactive workshop, you will focus on developing:
- An awareness of and the skills to identify the elements that actually influence salary, wages, and other types of compensation
- A strategy for determining if the elements of compensation are uniformly applied; and, if so, what the impact is on racial minorities and women
- A nondiscriminatory approach to compensation
Key Topics
- Wage differentials and when they can be deemed discriminatory
- The importance of neutral job related factors
- Analyzing compensation data as a useful tool to assure fairness and equity in compensation practices
- Analyzing compensation data to identify problems that can be corrected without being the subject of a complaint, compliance review finding, or litigation
- Overview of the legal and regulatory framework
- Determining Similarly Situated Employee Groups (SSEGs)
- Variables that impact pay
- Developing a regression model
- Overview of cohort process
- Responding to OFCCP's evolving methodology
- Conducting a cohort analysis
- Potential pitfalls
- Statistical analysis of cohorts
- Addressing potential problem areas
- Defenses justifying pay differences
- Compliance evaluation strategies
- A strategic approach to EEO compensation analysis
Who Will Benefit
Affirmative action professionals responsible for AA compliance
Instructor
Glenn Barlett
