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Allianz gana el premio alemán de Gestión de Recursos Humanos por su proyecto de igualdad salarial. Lee el artículo aquí


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En la sala de prensa de PayAnalytics tienes un resumen de las últimas noticias sobre PayAnalytics y artículos en los que aparecemos, así como nuestra galería de medios. También puedes seguirnos en Twitter, LinkedIn, Instagram y Facebook, o suscribirte a nuestra newsletter.

Brecha salarial ajustada vs. no ajustada

Brecha salarial ajustada vs. no ajustada

Hoy en día las brechas salariales demográficas son un problema al alza, ya que las organizaciones y los gobiernos buscan soluciones para garantizar la igualdad retributiva. El concepto «brecha salarial» se usa a menudo para denominar dos conceptos. Pero ¿cuál es la diferencia entre la brecha salarial ajustada y la no ajustada?

PayAnalytics' reporting for Canada's Pay Equity Act

At PayAnalytics, we often talk about equal pay for work of equal value. Canada’s Pay Equity Act, implemented August 2021, takes a unique approach to achieving this objective. Typically, pay equity requirements focus on how men and women doing similar jobs are paid, but Canada now focuses on the value of the job to the employer.

El proyecto de igualdad salarial de Allianz gana el premio alemán de Gestión de Recursos Humanos

A principios de septiembre se entregaron en Colonia los premios alemanes de Gestión de Recursos Humanos 2022 (Personalwirtschaftspreis). Allianz, la empresa global de seguros con sede en Alemania, ganó el primer premio en la categoría de Tecnología y Digitalización de Recursos Humanos por su enfoque global para cerrar la brecha salarial en sus sucursales de todo el mundo. Este proyecto garantiza la igualdad retributiva para más de 100 000 empleados de más de 70 países, lo que significa que en las empresas de seguros Allianz las mujeres y los hombres reciben la misma remuneración por trabajos iguales o comparables.

PayAnalytics founders at The Workplace Equity Forum '22

Two of our founders, Margret Bjarnadottir and David Anderson, will speak at the Workplace Equity Forum '22 this October in Austin, Texas. The conference will feature speakers offering new perspectives on how to think about diversity, equity, and inclusion.

Using technology to achieve pay equity

Using technology to achieve pay equity

"With the right tools, supported with the right data, we can bring about workplace transformation and pay equity."

In the latest issue of Dynamic Magazine, our founder Margrét shares valuable insights for leaders using data analytics or AI on their pay equity journeys.

People analytics as a tool to improve pay equity — a blog post for Trend Report

In a recent blog post for the German HR magazine Trend Report, PayAnalytics Co-founder Margrét Bjarnadóttir explained how important it is to recognize the limitation of AI-based HR tools when making important decisions about hiring, compensation, promotions, and training opportunities. Even when workplaces do strive for equity, their data can still reflect historical biases and discriminate on the basis of ethnicity, gender, and class. Hence, to improve pay equity, companies need to find the right tools, identify where there are potential biases, and take the necessary steps to eliminate those biases.

The Nordic DEI Paradox - Not so Paradoxical?

Margret, our co-founder, Dr. Marie Louise Sunde, Founder and CEO of Equality Check, and Tuula Rytila, Corporate Vice President at Microsoft Digital Stores had an inspiring discussion on a panel on gender equity at the Nordic Innovation Summit two weeks ago. The panel was called "The Scandinavian DEI Paradox—Not So Paradoxical?" referring to the fact that while the Nordics consistently score at the top of every equality scale, women are still underrepresented on boards and in top management.

California strengthens its pay equity requirements

California, the first U.S. state to pass a law on pay data reporting, is considering proposed legislation taking the requirements of the original bill even further. Senate Bill 973 on pay equity was passed in September 2020 and requires large employers to provide data on employees by race, ethnicity, and sex in the ten job categories and pay ranges used by the U.S. Bureau of Labor Statistics. The first data reports were submitted to the Department of Fair Employment and Housing (DFEH) in March 2021.