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New Solutions for Pay Parity Challenges: Women in Technology
JOHN MUIR MACPHERSON
Ernst &Young, LLCMuir leads Analytics in the Americas for EY’s People Advisory Services (PAS) practice and specializes in helping companies apply advanced analytics techniques to solve business problems.
He has 20+ years of experience analyzing business data and building statistical models to understand companies most pressing challenges and identify strategies to address them.
Prior to EY, Muir was an Assistant Professor at Georgetown University’s McDonough School of Business and the University of Texas at Austin’s McCombs School of Business, where he taught graduate courses in corporate strategy and international business.
Credits
HRCI - HR (General):1.25, SHRM - PDC:1.25
Description
There are multiple reasons why one employee may be legally paid less than another but pay differences become problematic when they are influenced by gender, race or other characteristics. Although the gender pay gap is closing incrementally, pay parity between men and women still exists. There are three compelling reasons for companies to conduct equal pay analyses: Fairness, Talent strategy and RIsk Management. Ernst & Young’s three-phased approach to equal pay, EP3, uses advanced analytics to identify and quantify pay gaps that are attributable to gender, race or other protected characteristics rather than legitimate factors like production or performance.
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