Compensation & Pay Equity
Audit pay equity with interactive visualisations, understand adjusted vs unadjusted gaps, benchmark against market data, and plan remediation with cost analysis.
Pay Equity Audit Tool
Interactive scatter plot of mock employee data showing salary by tenure. Colour-coded by gender. Toggle between unadjusted and adjusted views to see how controlling for legitimate factors changes the gap.
The unadjusted gap compares raw average salaries between groups. It does not account for differences in role, level, tenure, or location.
The adjusted gap uses regression analysis to control for legitimate pay factors. What remains after controlling for role, experience, and location is the unexplained gap that warrants investigation.
In this mock data, controlling for tenure and role level reduces the gap, but a residual difference remains. This is the signal that requires human judgment to interpret.
Compensation Benchmarker
Select a role to see market benchmark data at the 25th, 50th, and 75th percentiles. Your current median is marked for comparison.
Remediation Planner
For identified pay gaps, see the cost of adjustment and priority ranking by severity. This helps budget for corrections and sequence them by impact.
Key Insight: Equal Pay vs. Equitable Pay
Equal pay means the same pay for the same role. Equitable pay means fair pay that accounts for differences in experience, scope, performance, and market conditions. AI audits are excellent at detecting gaps, but only human judgment can determine whether a gap represents inequity or legitimate differentiation.
Two people with the same job title may have very different responsibilities. A senior engineer maintaining a legacy system and a senior engineer building a new product might both be "Level 4" but have different market values. AI can flag the salary difference, but a human must decide whether the difference is justified. The goal is not to eliminate all variation, but to ensure every variation has a defensible explanation.