Software & Reporting

Salary Equity Software - HR Equator

hr-equator

Salary Equity Software

HR Equator is the most comprehensive and advanced salary equity software tool on the market. This proprietary software program enables a company to identify potential pay equity problems in its organization and, in turn, can assist in making salary adjustments if necessary. The software was developed with human resources professionals in mind. Basically, the software enables the non-technical HR professional to conduct advanced statistical analyses without being a statistician. HR Equator utilizes the most advanced statistical analyses that are accepted by the courts, EEOC, and the OFCCP, and the reports can be used to conduct comprehensive proactive or reactive analyses as part of an OFCCP or EEOC investigation. This software tool has been recognized as exactly what employers need to avoid costly compensation settlements and ensure non-discrimination in their pay practices.

Mirroring the methodologies employed by both the EEOC and the OFCCP, and recognized by the courts, these analyses and features include:

  • Multiple Regression Analysis
  • Program to Help Create Pay Analysis Groups
  • Generation of Item 11 Report and Excel file
  • Statistical Significance Tests (t-tests, Fisher’s exact test)
  • Analyses Comparing Race/Ethnicity Sub-Groups as well as Minority-Nonminority Comparisons
  • Factor Pattern Analysis
  • Correlation Analysis
  • Cohort Analysis (small group and large group)
  • Back Pay Calculator
  • Descriptive Statistics and Frequencies

News

DCI Prepares Pay Equity Study for the City of Seattle

DCI was commissioned by the City of Seattle to provide a Workforce Pay Equity and Utilization study. On May 11, 2015, DCI’s President, David Cohen, presented the findings of the study at a City of Seattle Council Briefing.

Recent Blog Posts

The Results Are In: How Do Your Disability Self-ID Rates Measure Up?

In accordance with the revised Section 503 regulations, federal contractors are required to invite applicants and employees to voluntarily disclose disability status from employees and applicants and including these figures in their affirmative action plans. This information is strictly voluntary, so contractors may not compel or coerce employees or applicants to complete the form. Therefore, 100% participation of employees or applicants in the voluntary invitation is not likely.

Given this, DCI clients have raised concerns about low participation rates in this voluntary process and the impact that this will have on the disability goals and other analytics.  Therefore, we conducted a short survey for contractors to share their self-identification participation rates to establish an industry benchmark for contractor awareness. All

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