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Thank you for reminding us to be forward thinking for our clients. Please go to the link below for a scattergraph image that should scare this sample organization's management team. The color coded dots by gender and the pay points in relationship to pay policy lines raises concerns about pay equity and glass ceiling issues that are present with this organization. We have automated our compensation management consulting process so compensation and HR professionals can be more effective with identifying and addressing pay equity and systemic pay practices for their organizations. Have a blessed Thanksgiving holiday with your family. http://www.dbsquared.com/whitepapers/blair_compensation_blog.jpg


Your image reinforces how a picture can be worth a thousand words - particularly when it comes to summing up an alarming pay situation.

Thanks for sharing here - and hope you and your family had a wonderful Thanksgivine too!

According to my own exploration, millions of people all over the world receive the loans from different creditors. Therefore, there is good chances to get a short term loan in all countries.

You realize, of course, that one of the better-known online pay services that built its database from anonymous employee input turns around, analyzes, reformats and sells such data to competing firms. The average employee who shares confidential info about their billing rate or commission scheme in exchange for a free report they can use to blackmail the boss for a raise doesn't even consider the possibility that their input is grist for a re-sale product to an outfit trying to put them out of business. Granted, individuals tend to give inflated or flatly false answers to online questionnaires, and there is no way to verify anonymous input, but collect enough "opinions" and you will eventually get a statistical consensus. Rival enterprises will pay for inside info about policy/practice details and specific amounts paid at specific competing firms. Employment agencies also find the data very profitable for "flipping".

I have seen similar publicly available online charts "proving" gender and age discrimination at identifiable firms that were wholly unaware they were being "outed" and set up. The litigation bar loves such websites, since they give them leads about which employers to attack with class action suits, usually promptly settled out of court. I'm really reluctant to say much about the perpetrators of these "industrial espionage" activities, because it helps them. Publicity unfortunately enriches them due to the willing eagerness of narrow-margin companies to purchase such info to gain an advantage over their rivals. Even if the data has doubtful accuracy and comes from unethical means, some employers still buy it to seek a way to undercut their "enemy" or to raid their talent.

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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.

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