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Over the years our society has developed growing concern with employer practices that result in pay inequities in the workplace, most importantly gender-based discrimination. Concern with these inequities makes it a social and business imperative that employers proactively address pay discrimination by taking steps towards “assurance” and if necessary “remediation”.
Of late society’s concern has caused the EEOC and OFFCP to jointly call for additional data, a renewed focus on “systemic discrimination”, and for the use of new enforcement methods and tools which identify the patterns and practices that perpetuate inequities, all be they systemic and unintentional. Part of their collective solution is to require employers to provide detailed pay information as part EEO-1 filing effective for the 2017 report. In addition, as part of their law enforcement strategy both the EEOC and OFFCP will be focusing more attention and resources toward identifying systemic discrimination within the workplace.
The purposes of this program are to:
recommendations on the steps employers should take to prevent systemic
pay discrimination, as well as effectively address any anomalies
identified during their self assessments that suggest desperate impact
with respect to their pay practices.
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