Equal pay

The growing pay gap is harmful to women's employee experience. Tailored offerings can help.

Women need a boost of confidence before heading to the negotiating table. This C-suite executive shares what worked for her.

Paying workers daily versus every one or two weeks could improve millions of lives.

Despite making pledges toward bettering their company landscape for minorities, companies continue to show hesitancy discussing wages.

Over half of employees say they are likely to stay at a job that provides financial wellness programs

To narrow the pay gap, organizations need to challenge harmful stereotypes and advocate for employees as individuals for their strengths and uniqueness.

Legislative changes and recruiting demands may finally force employers to pull back the curtain on their compensation strategies.

Currently, only 23% of the company’s leaders are female.

A third of Black women plan to quit to seek better pay and a more inclusive workplace culture, according to Fairygodboss.

The majority of employees believe that they are being underpaid, and they’re on the hunt for more lucrative job opportunities.

Sixty-percent of Biden’s White House appointees are female.

Unchecked, this trend could potentially stunt female workers’ ability to succeed professionally and financially long-term.

Salary.com’s toolkit gives employers insights into why pay gaps exist within their organizations and provides resources and solutions.

The HR platform rolled out compensation benchmarks and a pronoun section to promote an inclusive workplace.

Monster found that 73% of men do not think there is a pay difference with their female coworkers.

Adobe joins Citigroup, Starbucks and Mastercard in disclosing this kind of information, which measures the pay of women and men across all job classifications no matter their role in the company.

Women of all races and income groups are less likely to bargain for raises than men.

Employers seeking strong social skills are going after females applicants when hiring, according to new data.

Director of Business Development at EisnerAmper Brigette Lumpkins discusses how it felt to be seen as a diversity hire at Lehman Brothers and Barclays.

Willis Towers Watson’s Catherine Hartmann lays out five key considerations for a healthy compensation philosophy.