PayParity conducts a pay equity audit across your workforce at the intersections of gender, race/ethnicity, age, disability, and more in one statistical regression analysis. This comprehensive view provides complete visibility into your organization's compensation.

The pay equity platform identifies instances of pay inequity. It pinpoints the root causes driving the issues. PayParity allows you to address the causes of inequitable pay, not just the symptoms.

The Salary Range Finder retrieves internal pay equity audit data and overlays it against external labor market data provided by industry-leader Lightcast^TM. The software solution then generates an equitable salary range for a desired job and the relevant geographical location.

Salary Range Finder is the perfect tool for helping Total Rewards, Compensation, HR, and Recruiting professionals share equitable salary ranges to job postings, as required by various state pay transparency laws.

Yes. The Salary Range Finder helps HR and compensation professionals identify equitable salary ranges for job listings. By using both internal pay equity audit data and external labor market data, the Salary Range Finder can generate an internally and externally equitable salary range for all jobs.

Organizations are encouraged to use the Salary Range Finder before sharing salary ranges in job postings, as it can help employers ensure equitable pay ranges and prevent pay inequity across its workforce and not just for new hires.

You don’t have to sacrifice attorney-client privilege when using pay equity software. To ensure you’re protected, we work with your counsel to maintain attorney-client privilege. Unlike consulting firms which may only be covered by a standard non-disclosure agreement, attorney-client privilege minimizes mandatory disclosure risk.

Yes. PayParity is equipped to help organizations all over the world achieve pay equity. In addition, our software can help organizations comply with international pay equity laws, such as the United Kingdom’s Equality Act of 2010 Regulations 2017, Canada's Pay Equity Act of 2018 and Pay Equity Regulations, and Ireland’s Gender Pay Gap Information Act 2021.

PayParity maintains a comprehensive information security program which contains administrative, technical, and physical safeguards to secure your data, consistent with all applicable data protection laws, including but not limited to GDPR, applicable federal and state law, including, but not limited to, the California Consumer Privacy Act, as amended by the California Privacy Act. In addition, we are SOC 2 Type II certified.

Yes. PayParity allows for single sign-on through identity access management systems like Okta^®. You can be confident your data is secure.

PayParity allows for unlimited pay equity analyses to be run enabling you to create unique projects tailored to your audience. Create projects that support your Affirmative Action Plans and EEO-1 reporting. PayParity allows you to understand your workforce demographics, compensation, demonstrate fair pay and meet all of your federal contractor reporting requirements.

When you become EDGE certified, your workforce data is audited and verified by an independent third-party. EDGE offers three tiers of certification to show your commitment to an impactful plan, show proof that your organization has achieved pay equity and other DEI metrics, and show your achievement compared to global standards. The EDGE certification is an opportunity for organizations to obtain unmatched recognition for their DEI efforts.