It has been almost a year since the NYC Pay Transparency legislation went into effect. While it wasn’t the first law to require employers to tell the world how much their jobs pay, the NYC law set off a ripple of pay transparency laws in the United States. And this is not just happening in the U.S.

The passage of the EU Equal Pay and Transparency Directive in May 2023 as well as pay transparency laws in Canada and around the globe will require a whole new level of transparency on the part of employers.

Unprecedented levels of transparency means unprecedented pressures on Total Rewards leaders.

Hear solutions from leading enterprise companies that have responded proactively and what the impact has been on their Total Rewards programs. We will share how employers have future-proofed their functions in order to move from “what’s just required” to “what’s desired”, which includes:

• Applicants and employees knowing the ranges for their jobs and that they are fair and competitive
• Employees understanding why they are paid what they are paid
• Employees understanding how opportunity equity is calculated within the organization and their path to earning more, including what skills are needed and what other jobs pay

Learn what is — and is not — working as you join this deep-dive crash course to build a framework for pay explainability in what truly is a new digital age of transparency.

Who Should Attend: Total Rewards leaders (anyone responsible for designing and implementing compensation programs).