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Allianz vince il premio tedesco per la Gestione delle Risorse Umane per il suo progetto di parità retributiva | Leggi l'articolo qui

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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.

Il progetto di parità retributiva di Allianz vince il premio tedesco per la Gestione delle Risorse Umane

All’inizio di settembre sono stati assegnati a Colonia i premi tedeschi per la Gestione delle Risorse Umane 2022 (Personalwirtschaftspreis). Allianz, una compagnia assicurativa globale con sede in Germania, ha vinto il primo premio nella categoria HR Tech e Digital per il suo approccio alla riduzione del divario retributivo a livello globale. Questo progetto garantisce la parità di retribuzione per oltre 100.000 dipendenti in più di 70 paesi, il che significa che presso le compagnie assicurative Allianz donne e uomini sono pagati allo stesso modo per uno stesso lavoro o per un lavoro di pari valore.

Using technology to achieve pay equity
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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.

VÍS — Working towards gender equality
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VÍS — Working towards gender equality

VÍS, the largest insurance company in Iceland, offers comprehensive insurance solutions in the consumer and corporate sectors. They have close to 200 employees, mainly in Reykjavik and in different field offices around the country.