« Reconciling Pay for Performance & Ratingless Performance Systems | Main | Salary Offers to College Grads Dip, On Average, in 2010 »


Feed You can follow this conversation by subscribing to the comment feed for this post.

The principals of our business and human resources management consulting firm have been advocates for pay equity since the mid 1980's. We agree with the author's statement that the gender pay gap is a systemic preference pattern. We developed an integrated compensation management software program that generates interactive scattergram graphs with color coded points/pay dots by gender, race and age. Systemic patterns like "glass ceiling" are very obvious and telling on these interactive graphs. I would be happy to share a pdf copy for your review.

Thanks for the comment, Blair. Appreciate your perspective, and I would guess that your program will find lot of application and opportunity going forward!

The comments to this entry are closed.

About The Author

  • More Info Here
    Compensation consultant Ann Bares is the Managing Partner of Altura Consulting Group. Ann has more than 20 years of experience consulting with organizations in the areas of compensation and performance management.

Compensation Force Spot Survey

Enter your email address:

Delivered by FeedBurner

Search This Site


  • Get this widget from Widgetbox