Recent discrimination lawsuits filed against Nike, Spotify, and Google demonstrate how critical it is for employers to not only understand the gender pay gap but also to act swiftly to close it. The gender pay gap is still a misunderstood area of workforce management, but the associated legal liability and other costly consequences are very real.

Gender pay gap is still a misunderstood area of workforce management and engagement. However, some employers are beginning to understand just how serious a topic it is, especially when employee take legal action. Here are just a few of them:

• As reported in recent media reports, a class action lawsuit was brought by female employees who worked at Nike, citing pay discrimination. The allegations have led a staffs shakeup, including the departure of about a dozen top executives in the company.
• Likewise, a former sales executive at Spotify recently filed a lawsuit against the company over gender-based discrimination, equal pay violation, and defamation.
• Similarly, three women filed a lawsuit against Google, accusing the company of discriminating against female employees by underpaying them and denying them opportunities for promotions.

Together, these cases demonstrate how critical it is for employers to not only understand gender pay gap issues, but to also act swiftly and appropriately to close those gaps.

Broadly, current news reports and personal experiences voiced in social media confirm that there is a gender gap in how workers are paid. While it is still unclear as to how prevalent and wide that gap is across the labor market, it is startlingly clear that employers need to take steps to uncover and close any gender pay gaps they have. Risks abound for lack of action including litigation exposure, low employee engagement, and lack of productivity and profits in overall business performance. In today’s dynamic labor market, it can even mean your most valuable employees quitting in dissatisfaction.

Course Objectives:

You’ll get grounded by familiarizing yourself with the legislative requirements on this topic. You’ll also glean practical tips for how to uncover and close pay gaps in your workforce. Finally, through case studies, youG’ll be able to learn from the actions of other companies in how they reacted to gender pay gaps, thus providing you with possible actions you can take at your own organization.

Course Outline:

• History of gender pay gaps and what the situation looks like today
• Understand the basics of the OFCCP Pay Transparency Rule
• Identify contributing factors for gender pay gaps
• Review recent legislative requirements on barring pay history inquiries
• Present suggestions for how employers can close the gender pay gap in their workforce
• Walk through case studies of companies that face pending lawsuits related to gender pay gap issues
• Present case studies of company that have successfully closed their existing gender pay gaps

What You Get:

•  Training Materials
•  Live Q&A Session with our Expert
•  Participation Certificate
•  Access to Signup Community (Optional)
•  Reward Points

Who Will Benefit:

• Human resources professionals
• Business owners
• Senior leaders of companies
• Recruiters (external and internal)
• Talent Management professionals