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

Proposed Rulemaking for Revisions to Sex Discrimination Guidelines Released

On January, 28, 2015, OFCCP released the Notice of Proposed Rulemaking (NPRM) for the long awaited revisions to the Sex Discrimination Guidelines (RIN 1250-AA05).

Recent Blog Posts

LGBT FINAL RULE: WHAT DO CONTRACTORS NEED TO DO?

The final rule for prohibiting discrimination based on sexual orientation and gender identity was published December 9, 2014. This rule becomes effective on April 8, 2015. Many contractors are wondering what actions need to be taken to comply with the new requirements. We hope that this blog provides a useful starting point for those actions.

What is changing?

  • Sexual orientation and gender identity will be added to the list of protected groups under EO 11246, which currently ensures that job applicants and employees are treated without regard to their race, color, religion, sex, and national origin.

What actions do contractors need to take to comply with the new rule by April 8, 2015?

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