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The demand for employers to assess the fairness of their compensation practices with respect to workers of different genders, races, and ethnicities has never been greater. While the Equal Employment Opportunity Commission (EEOC) pay data collection (“Component 2”) is on hold, 2020 was the first year that employers with a presence in California were required to report pay data to the state. This employer pay data reporting requirement is modeled on the EEOC’s Component 2 reporting requirement.

Trusaic provided filing assistance to many employers across several industries. Extrapolating from that experience implies a state-wide gender pay gap for California employers of $46 billion. This and an even larger race/ethnicity pay gap provide powerful signals to both state and federal regulators and encourages resources to be devoted to pay discrimination enforcement, including the reinstatement of Component 2 at the federal level. With the OFCCP recently announcing that they will be using Component 2 pay data for pay equity enforcement efforts, and more states requiring the submission of employer pay data, the need for employers to ensure equal pay grows paramount by the day.

Join K&L Gates Partner, and former OFCCP Director Craig Leen and Trusaic’s Vice President of Data Science, Mark Dwyer as they discuss evolving pay data reporting requirements and growing enforcement trends, including:

  • California’s SB 973 pay data collection
  • Illinois new SB 1480 pay data reporting requirements
  • National pressures driving employers to conduct proactive pay equity audits
  • Best practices for getting ahead of pay equity enforcement

Author

Nicole Lepke
Digital Design Manager
Circa

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