Of those surveyed, more than a third (35%) of senior HR leaders do not have enough data on pay, half (50%) lack employee self-identification data, and three in five (59%) are without data on employee demographics.

Alongside significant data gaps, there is a reliance on legacy technology and out-dated, manual internal processes, which makes pay equity analysis much more challenging and ultimately less effective. Most organizations outsource pay equity analysis to external consultants, but for those that manage it in-house, the most common tool reported by senior HR leaders is spreadsheets (59%). READ MORE